Burnout and reciprocity: Towards a dual-level social exchange model

A tentative dual-level social exchange model of burnout and organizational commitment is proposed that includes social exchange relationships at the interpersonal level (i.e. between human services professional, or caregiver, and recipient) as well as at the organizational level (i.e. between employees and organization). The model was tested and cross-validated in two independent samples that consisted of 220 and 142 student nurses, respectively, by using linear structural modelling with LISREL VII. The hypothesized model assumes that lack of reciprocity at both levels is positively related to burnout, whereas poor organizational commitment is exclusively related to lack of reciprocity at the organizational level. This model fitted reasonably well to the data of both samples. The limitations of the study and its practical implications are discussed, and directions for future research on the dual-level social exchange model are proposed.     

CEO childhood trauma,social networks,and strategic risk taking

Childhood trauma has been recognized as an important aspect of an individual’s early life experiences. However, in research on the upper echelons of organizations, the impact of childhood trauma exposure on CEOs’ strategic decision-making is not well understood. By integrating child trauma theory and upper echelons theory, we develop a framework for exploring how CEO childhood trauma influences strategic risk taking. We suggest that CEO childhood trauma has a negative exponential association with strategic risk taking because of the long-term effects of post-traumatic stress (PTS). In addition, we propose that moderating effects of social networks on the effects of PTS arising from CEO childhood trauma are driven by the two competing functions of social networks: social support and social pressure. We use data on China’s Great Famine to test our theory. By examining CEO childhood trauma and strategic risk taking, our study has important implications for child trauma theory and upper echelons theory.     

Stereotypical Inferences as Mediators of Age Discrimination: The Role of Competence and Warmth

Drawing on theories of stereotype content and role congruity, this research investigated the role of stereotypes for employment discrimination against older candidates. Study 1 investigated the content of stereotypes about older workers, focusing on warmth and competence as the two core dimensions in social judgement. As predicted, older workers were perceived as less competent but warmer than younger workers. Studies 2 and 3 investigated how these stereotypes interact with job requirements to predict age bias in an experimental setting. Further, they tested if warmth‐ and competence‐related stereotypical inferences mediate the relation between candidate age and selection bias. Results showed that age bias was robust. Older candidates were discriminated against, even if the job primarily required warmth‐related qualities, and independently of evaluators' own age or professional experience in human resources. Moreover, age bias was mediated by competence‐related stereotypical inferences. Age bias was also mediated by inferences related to warmth but those inferences were opposite to the high‐warmth older worker stereotype identified in Study 1 . Implications of the findings for theoretical approaches to age discrimination and for organizational practice designed to combat age discrimination are discussed.     

Temperament and Destiny——The Contrast between Mr.Winterbourne and Mr.Darcy

Mr.Winterbourne in Henry James ’ novel Daisy Miller and Mr.Darcy in Jane Austen ’ s novel Pride and Prejudice are two heroes with great acknowledgements.Mr.Winterbourne is in admiration of Miss Daisy , while Mr.Darcy is in pursuit of Miss Elizabeth.One story ends up with sorrows and regrets while the other ends with joys and satisfaction.I would like to provide evidences to analyze how the male characters ’ action and thoughts affect the consequences.     

Pride in task completion and organizational citizenship behaviour: Evidence from the ethnographic literature

Pride in task completion has been observed to be consistently important to workers, although these self-conscious emotions have received little attention as a construct worthy of investigation in the workplace. Organizational ethnographies provide a unique opportunity for an in-depth look at pride and Organizational Citizenship Behaviour (OCB), An analysis of the existing set of published book-length workplace ethnographies (n = 108) reveals that both job satisfaction and pride in task completion are significantly associated with OCB. Associations between pride and OCB appear to be stronger than associations between job satisfaction and OCB. Workers' characteristic mood states, such as the pleasurable emotions created by pride in work and unpleasant feelings of shame from perceptions of chronic failure, appear to be highly relevant to the promotion of desirable outcomes for organizations. The results of this study illustrate the value of ethnographic data in the study of workplace emotions, cognitions, and their potential behavioural sequelae     

The face of wrongdoing? An expectancy violations perspective on CEO facial characteristics and media coverage of misconducting firms

We examine the extent to which CEO facial characteristics matter in media coverage of firms implicated in corporate wrongdoing. We build on literature discussing that leaders’ faces may convey subjective behavioral expectations and that outsiders often over-rely on facial cues when making social judgments. We situate these insights in the context of corporate wrongdoing, where information incompleteness may be particularly high, potentially prompting outsiders to draw on CEO facial characteristics in forming their social judgments. Drawing on Expectancy Violations Theory, we hypothesize that firms led by CEOs expected to be more trustworthy, as inferred from their lower facial width-to-height ratio (fWHR), will draw greater attention and more negative opinions from the media in the wake of corporate wrongdoing. Results of an experiment (Study 1) where CEO fWHR was digitally manipulated support this counterintuitive logic, while findings based on an archival study of corporate wrongdoing of US firms from 2003 to 2016 (Study 2) partly generalize the rationale in the field setting. Our findings suggest that subjective expectations inferred from CEO faces may serve as part of a complex and underexamined source of variation in media coverage of misconducting firms. We discuss implications for theory and practice.     

Gender stereotypes explain different mental prototypes of male and female leaders

Previous research has demonstrated that social stereotypes associated with women's gender can preclude them from leadership positions. It remains unclear whether these stereotypes affect how people perceive male and female leaders, however. To examine people's stereotypes, we extracted their mental representations of male and female leaders and typical men/women (referred to as nonleaders) using reverse correlation. We then asked perceivers to rate these prototypes’ apparent leadership ability and traits related to power and warmth across contexts that represented typically masculine, feminine, or neutral domains. Leaders in a feminine context appeared more leaderlike than nonleaders, but as equally leaderlike in neutral and masculine contexts. Moreover, female leader faces appeared more powerful than female nonleader faces but male leader and nonleader faces appeared equally powerful. Male leaders were perceived as warmer than male nonleaders, however, whereas female leaders and nonleaders were perceived as equally warm. Thus, people’s gender, social stereotypes, and the context in which leaders are judged influence how people conceive of male and female leaders, with counterstereotypical attributes distinguishing leaders within their gender.     

Pride in task completion and organizational citizenship behaviour: Evidence from the ethnographic literature

Abstract

Pride in task completion has been observed to be consistently important to workers, although these self-conscious emotions have received little attention as a construct worthy of investigation in the workplace. Organizational ethnographies provide a unique opportunity for an in-depth look at pride and Organizational Citizenship Behaviour (OCB), An analysis of the existing set of published book-length workplace ethnographies (n = 108) reveals that both job satisfaction and pride in task completion are significantly associated with OCB. Associations between pride and OCB appear to be stronger than associations between job satisfaction and OCB. Workers' characteristic mood states, such as the pleasurable emotions created by pride in work and unpleasant feelings of shame from perceptions of chronic failure, appear to be highly relevant to the promotion of desirable outcomes for organizations. The results of this study illustrate the value of ethnographic data in the study of workplace emotions, cognitions, and their potential behavioural sequelae     

An Examination of a Theory of Embodied Social Presence in Virtual Worlds*

In this article, we discuss and empirically examine the importance of embodiment, context, and spatial proximity as they pertain to collaborative interaction and task completion in virtual environments. Specifically, we introduce the embodied social presence (ESP) theory as a framework to account for a higher level of perceptual engagement that users experience as they engage in activity‐based social interaction in virtual environments. The ESP theory builds on the analysis of reflection data from Second Life users to explain the process by which perceptions of ESP are realized. We proceed to describe implications of ESP for collaboration and other organizational functions.     

When managers become leaders: The role of manager network centralities,social power,and followers' perception of leadership

We explore how formal managers' centralities in both positive and negative networks predict followers' perceptions of their leadership. By incorporating social networks and social ledger theory with implicit leadership theories (ILTs), we hypothesize that formally assigned group leaders (managers) who have more positive advice ties and fewer negative avoidance ties are more likely to be recognized as leaders by their followers. Further, we posit that managers' informal networks bring them greater social power, an important attribute differentiating leaders from non-leaders. We conducted two survey-based studies in student and field teams to test the hypotheses. Based on nested data in both studies, we found support for our hypotheses. These results remain robust across the two studies even though they used different designs (cross-sectional versus longitudinal), different samples (field versus students) across different countries (United States versus India), and a host of control variables at both the leader and follower levels. We find that managers who are central in the advice network are socially powerful and are seen as leaders by individual followers. In contrast, managers who are avoided by followers lack informal social power are not seen as leaders. We conclude by discussing the theoretical and practical implications of our findings and the ways in which our theory and results extend ILTs and social network theory.     

新企业网络导向如何影响其创业导向

作为战略管理与创业管理的交叉领域,创业导向研究日益成为学界关注的热点,而受到"新生弱性"困扰的新创企业往往缺乏必要的资源基础和实力,尤其在中国经济转型背景下,如何通过外部关系网络来增强创业导向成为新企业面临的关键难题。结合社会网络理论与组织学习理论,对网络导向影响创业导向的内在过程进行剖析,发现网络嵌入机制和创业学习机制是影响新企业网络导向与创业导向关系的两种主要机制。运用多层次回归分析的方法实证研究新企业网络导向影响其创业导向的影响机理,结果显示:(1)网络导向与创业导向之间呈倒U型关系;(2)新企业的网络嵌入与创业学习在"网络导向-创业导向"主效应中能起到正向调节作用,不过其中的利用性创业学习调节作用不显著;(3)网络嵌入与创业学习之间存在一定的匹配互补性,其中关系嵌入与利用性学习、结构嵌入与探索性学习具有显著的协同调节效应。本文研究深化了网络与学习双重视角下的创业导向前因理论研究,研究结论有助于新企业把握网络导向影响创业导向的内在规律,从而指导新企业对网络嵌入与创业学习行为进行科学规划。     

In the eye of the beholder? An eye-tracking experiment on emergent leadership in team interactions

Integrating evolutionary signaling theory with a social attention approach, we argue that individuals possess a fast, automated mechanism for detecting leadership signals in fellow humans that is reflected in higher visual attention toward emergent leaders compared to non-leaders. To test this notion, we first videotaped meetings of project teams and collected leadership ratings for the team members from three rating sources. Second, we provided 18 naïve observers with 42 brief, muted video clips of the team meetings and analyzed their eye gazing patterns. Observers gazed at emergent leaders more often, and for an average longer duration, than at non-leaders. Gender effects occurred such that male emergent leaders received a higher number of fixations than female emergent leaders. Non-verbal behavior analysis indicated that emergent leaders showed a higher amount of active gestures and less passive facial expressions than non-leaders. We discuss theoretical and methodological directions for emergent leadership research in teams.     

When homophilous ties matter: Social network brokerage and individuals’ innovative behavior

Occupying a brokerage network position provides the focal actor with structural opportunities to access non-redundant information and knowledge which may result in an enhanced innovative behavior. However, such a network position entails important challenges associated with knowledge articulation and behavioral constraints, which may hinder focal actors’ innovative outcomes. Drawing on the contingency perspective of social capital theory, in this study, we examine how socio-demographic similarity between a focal actor and his/her direct contacts may affect the relationship between brokerage and innovative behavior. Specifically, we focus on professional background and gender as salient socio-demographic categories that depict the type of knowledge possessed as well as informational, and behavioral differences among people. The results of an empirical study on 134 employees (the response rate was 88%) and 31 supervisors (the response rate was 97%) of an Italian consulting company show that having many homophilous ties, in terms of professional background and gender, strengthens the positive relationship between social network brokerage and individuals’ innovative behavior. These findings furnish important insights for the research on intra-organizational social networks and innovative behavior. At the end of the paper, we discuss its theoretical and practical implications as well as the potential limitations that open avenues for future research in the field.     

Effect of charismatic signaling in social media settings: Evidence from TED and Twitter

Informal leaders in social media currently characterize a large part of political and economic communication on various challenges societies face, whether localized or transborder (e.g., COVID-19 pandemic, global warming). Scholars have theorized that charismatic signaling is effective in informal leadership settings; yet empirical evidence remains scarce in understanding a ubiquitous phenomenon that marks our times and plays an important role in shaping public opinion. In this article, we used two unique data sets extracted from social media to investigate the success of charisma for informal leaders, leaders who signal their beliefs and preferences to others but having no formal authority over them. Social media offers us a standardized medium as well as a natural environment to test our predictions. Using a sample of TED talks and tweets, we coded for objective markers of charisma and found that using more verbal charismatic signals predicted (a) higher views for TED talks as well as higher ratings for the extent to which the talk was found to be inspiring—beyond attractiveness and nonverbal behavior—and (b) more retweets. We discuss the implications of such results for both theory and practice in the media age.     

Pro forma earnings disclosure: the effects of non-GAAP earnings and earnings-before on investors’ information processing

Research on pro forma earnings disclosure usually does not distinguish between different types of pro forma earnings. However, non-GAAP earnings and earnings-before (EB) metrics such as the EBIT fit the conventional perception of pro forma earnings but offer varying degrees of flexibility to management in pursuing strategic reporting motives. This study presents the results of an experiment that builds upon Maines and McDaniel’s (Account Rev 75(2):179–207, 2000) framework and analyzes if variations in the use and combination of pro forma earnings information affect whether nonprofessional investors acquire (pro forma) earnings information, and how this information is evaluated, and weighted when making investment-related judgments. Our results indicate that a “pure” non-GAAP disclosure increases investors’ evaluation of a company’s earnings performance compared to all other reporting strategies. However, we also find that nonprofessional investors consider non-GAAP information strategically motivated and thus weight it less heavily in arriving at investment-related judgments. Overall, we find that investors’ judgments (i.e., the overall favorability of the earnings announcement and the company’s attractiveness as an investment) are highest when the earnings press release contains the non-GAAP earnings and the EB measure. This has important implications for behavioral accounting theory as well as corporate practice and policy-making.     

Value drivers of social businesses: A business model perspective

Hybrid organizational forms that combine commercial and welfare institutional logics play an increasingly important role in addressing the grand societal challenges we face today. Building on the literatures on hybrid organizations and social business models, we explore the characteristics of social businesses from a business model perspective. This study seeks to better understand the particularities and value drivers of hybrid social purpose in contrast to purely commercial business models. We follow a grounded theory approach and our findings are based on interview data from 17 social business firms. Building on social businesses' identified particularities, we propose four value drivers of social business models: 1) responsible efficiency, 2) impact complementarities, 3) shared values, and 4) integration novelties. We link our findings to the literature, contributing new insights into social businesses models and implications for practitioners.     

Estimating Social Influences from Social Networking Sites—Articulated Friendships versus Communication Interactions

Despite the ubiquity of social networking sites, the online social networking industry is in search of effective marketing strategies to better profit from their established user base. Social media marketing strategies build on the premise that the social network of online users can be predicted and social influences among online users can be estimated. However, the existence of various heterogeneous social interactions on social networking sites presents a challenge for social network prediction and social influence estimation. In this article we draw upon the literatures on self‐presentation on social networking sites and signaling in online social networking to categorize six heterogeneous online social interactions on social networking sites into two types—articulated friendships and communication interactions. This article provides empirical evidence for the differences between articulated friendships and communication interactions and the corresponding articulated and communication networks. In order to compare the impacts of the social influences based on these two networks, we utilize support vector machines to build a classifier to predict virtual community membership and we further estimate the marginal effects of these social influences using a two‐stage probit least squares method. We find significant explanatory power of social influences in predicting virtual community membership. Although the communication network is much sparser than the articulated network, social influences based on the communication network achieve similar performance as the articulated network. These findings provide important implications for social media marketing as well as the management of virtual communities.     

两阶段基于信号博弈的声誉模型

建立了一个两时期基于信号博弈的声誉模型. 有两个参与人进行博弈,拥有私人信息的 参与人叫发送者,另一个不拥有私人信息的叫接收者;该声誉模型研究L 类(低能力类型) 发 送者是否有动机在第一时期建立声誉. 证明显示,如果L 类发送者在第一时期建立声誉,则他 在第二时期的最优信号更大,在第一时期的效用更小,但是,他将在第二时期获得更高的效用.     

Social model of emotional labour and client satisfaction: exploring inter- and intrapersonal characteristics of the client−provider encounter

As part of healthcare organisations’ efforts to improve client satisfaction, special attention is directed to care providers’ expression of authenticity through genuine emotional displays in care encounters. The study’s aim was to test a mediating–moderating model for predicting clients’ satisfaction. The model combined intrapersonal forces (the healthcare provider’s level of caring and emotional load) and interpersonal forces (meeting the client in a team of professionals or alone, and client?provider similarity), as predictors of emotional labour strategies, and subsequent client satisfaction. Clients’ evaluation of whether or not the emotional displays were authentic was intended to moderate the link between emotional labour and client satisfaction. The sample consisted of 103 healthcare providers’ encounters with clients’ family members, randomly selected from five nursing homes. Data were collected by validated questionnaires at three time points. Mixed linear model analyses generally supported the proposed model. Meeting a client’s family in teams, ethnic similarity, and providers’ caring and emotional load stimulated higher levels of deep acting. Meeting clients alone and less emotional load involved more surface acting. These findings offer empirical support for the social interaction explanation of emotional labour, pointing to the importance of social characteristics of the service encounter in shaping emotional labour strategies and maintaining client satisfaction.     

Social Influence,Risk and Benefit Perceptions,and the Acceptability of Risky Energy Technologies: An Explanatory Model of Nuclear Power Versus Shale Gas

Risky energy technologies are often controversial and debates around them are polarized; in such debates public acceptability is key. Research on public acceptability has emphasized the importance of intrapersonal factors but has largely neglected the influence of interpersonal factors. In an online survey (N = 948) with a representative sample of the United Kingdom, we therefore integrate interpersonal factors (i.e., social influence as measured by social networks) with two risky energy technologies that differ in familiarity (nuclear power vs. shale gas) to examine how these factors explain risk and benefit perceptions and public acceptability. Findings show that benefit perceptions are key in explaining acceptability judgments. However, risk perceptions are more important when people are less familiar with the energy technology. Social network factors affect perceived risks and benefits associated with risky energy technology, hereby indirectly helping to form one's acceptability judgment toward the technology. This effect seems to be present regardless of the perceived familiarity with the energy technology. By integrating interpersonal with intrapersonal factors in an explanatory model, we show how the current “risk–benefit acceptability” model used in risk research can be further developed to advance the current understanding of acceptability formation.