Drawing on spiritual leadership theory and intrinsic motivation theory, we proposed a homologous multilevel model to explore the effectiveness of spiritual leadership on employees' task performance, knowledge sharing behaviors and innovation behaviors at the individual level. With questionnaires rated by 306 pairs of employees and their supervisors in 26 teams from the energy industry in mainland China, we conduct multilevel analysis to examine our hypotheses. The results show that spiritual leadership was positively related to employee task performance, knowledge sharing behaviors and innovation behavior, when we controlled for possible confounding effects of moral leadership and benevolent leadership, and ruled out alternative explanation of ethical leadership. The theoretical and practical implications are discussed.
Thoroughly revised and updated to include contemporary terms that have gained importance such as furlough, unconscious bias, platform work, and Great Resignation, this second edition of the Encyclopedia of Human Resource Management is an authoritative and comprehensive reference resource comprising almost 400 entries on core HR areas and concepts.
Abstract There is scant research examining both the psychological (individual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two positive relational leadership styles, leader member exchange and leader autonomy support (LAS). We survey 1,237 participants from 28 organisations in New Zealand and employ structural equation modelling to test our hypotheses using AMOS 24.0. We find that mindful older workers enjoy greater wellbeing and are discerning of the leadership styles that most benefit their engagement, satisfaction and intentions to stay within the organisation. We find that mindfulness has direct importance and LAS has indirect importance on advancing the wellbeing of older workers. Mindful older workers exhibit greater work wellbeing than non-mindful workers, but they also demonstrate greater expectations and discernment of the leadership styles they encounter.
Workplace gossip, or evaluative talk by one employee (gossiper) to another (recipient) about an absent colleague (target), is ubiquitous (Foster, 2005). It is not surprising that increasing research effort has focused on it (Sun, Schilpzand, & Liu, 2022). Although prior research has generated valuable insights, our knowledge on workplace gossip remains incomplete. This is primarily because the phenomenon per se is complex. First, by definition there are at minimum three roles involved in workplace gossip – gossiper, recipient, and target. Different roles may have different attitudes and behaviors in the same episode of workplace gossip. Investigating gossip from different roles’ perspectives, therefore, is necessary for us to comprehensively understand this phenomenon. Second, theory on gossip is traditionally surrounded by debates. For instance, some scholars regarded gossip as bad and immoral behavior (Peters & Kashima, 2013), while others explored the benefits gossip brought to the collective (Feinburg, Willer, Stellar, & Keltner, 2012). Scholars should identify the debates in the literature, and address them by examining contingencies, integrating paradoxical views, and so on. Third, gossip continuously happens in interpersonal interactions at work. Even the same person’s attitudes and behaviors in gossip may change with time and context. Therefore, we may not be able to understand the complexity of workplace gossip without considering temporal and contextual factors associated with it. As stated below, the four studies in our symposium (1) focus on different roles’ perspectives, (2) address debates in the literature, and (3) examine the contextual factors associated with workplace gossip in rigorously designed studies. Paper 1: How is Gossip Viewed in the Eye of the Recipient Author: Yimin He; U. of Nebraska, Omaha Author: Zitong Sheng; Curtin U. Author: Sudong Shang; Griffith Business School, Griffith U. Author: Minghui Wang; Henan U. Paper 2: Negative Workplace Gossip toward the Supervisor and Gossiper Sender’s Well-Being. Author: Dan Ni; School of Business, Sun Yat-sen U. Author: Lindie Hanyu Liang; Wilfrid Laurier U. Author: Midori Nishioka; Wilfrid Laurier U. Author: Xiaoming Zheng; Tsinghua U. Author: Douglas J. Brown; U. of Waterloo Author: Elana Zur; Wilfrid Laurier U. Paper 3: Attack or Repair? Unpacking Employees’ Mixed Responses to Perceived Negative Gossip Author: Rui Zhong; Sauder School of Business, U. of British Columbia Author: Stephen Lee; The Wharton School, U. of Pennsylvania Author: Robin Mengxi Yang; School of Economics and Management, U. of Chinese Academy of Sciences Paper 4 Gossip and Its Change During an Event of Layoff: Does Perceived Layoff Justice Matter? Author: Jie Li; Wilfrid Laurier U. Author: Huiwen Lian; Texas A&M U. Author: Qinglin Zhao; Texas A&M U. Author: Yuhuan Xia; Shandong U. Author: Cynthia Lee; Northeastern U. Author: Chenduo Du; U. of Kentucky
Abstract Work–family conflict (WFC) research has focused almost exclusively on nonimmigrant populations. To expand the understanding of WFC among immigrants, this longitudinal study (six‐month time lag) aimed to investigate the mechanisms linking acculturation, strain‐based WFC, and subjective well‐being. In order to do this, two theory‐based mediation models were developed and tested on a sample of 264 Chinese immigrants working in New Zealand using structural equation modeling. Results show that subjective well‐being mediated the effect of acculturation on strain‐based WFC, and acculturation did not directly influence strain‐based WFC. Furthermore, evidence was found for reciprocal relationships between strain‐based WFC and subjective well‐being, as well as for the same‐domain perspective. Strain‐based work interfering with family and strain‐based family interfering with work (two directions of strain‐based WFC) have significant effects on work‐related and family‐related well‐being, respectively, and vice versa. Overall, the present study provides an appropriate platform for future work–family research on immigrant populations and offers practical prescriptions for human resource managers to operate successfully within a diverse workplace.
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