The Journal of applied psychology
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Extant research has uniformly demonstrated that leader humility is beneficial for subordinates, teams, and even organizations. Drawing upon attribution theory, we challenge this prevailing conclusion by identifying a potential dark side of leader humility and suggesting that leader humility can be a mixed blessing. We propose that the effects of leader humility hinge on subordinates' attributions of such humble behavior. ⋯ On the other hand, when subordinates do not attribute leader humility in a self-serving way, leader humility is positively associated with leader-member exchange, which in turn decreases workplace deviance. We found support for our hypotheses across a field study and an experiment. Taken together, our findings reveal the perils and benefits of leader humility and the importance of examining subordinate attributions in this unique leadership process. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
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A large body of research demonstrates that employee perceptions of fair treatment matter. The overwhelming focus of these investigations has been on how employees react to whether or not they perceive their supervisor behaved in a fair manner. We contend, however, that employees not only question and react to whether they are treated fairly, but also to why they believe their supervisor acted fairly in the first place. ⋯ Drawing from the justice actor model, we focus on both cognitive (establishing fairness, identity maintenance, and effecting compliance) and affective (positive affect) motives underlying supervisors' fair treatment. Relying on theory and research on motive attribution and leader affect, we develop predictions for how employees' perceptions of these motives as a result of short-term exchanges over time influence supervisor-directed citizenship behavior through both cognitive (trust in the supervisor) and affective (positive affect) mechanisms. Our experience sampling study of 613 weekly fair events (from 171 employees) largely supported our predictions, demonstrating that attribution of supervisor motives is a meaningful component of an employee's justice experience. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
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The HEXACO model presents a conceptualization of personality that includes the trait honesty-humility (H-H) in addition to 5 other personality traits (i.e., agreeableness, conscientiousness, emotionality, extraversion, openness) that closely approximate the ubiquitous five-factor model (FFM) of personality. A substantial literature has accumulated supporting the structure of the HEXACO model and the construct validity of the H-H trait in particular. A newer development is the appearance of H-H in the applied psychology literature. ⋯ Accordingly, the purpose of this study is to conduct a meta-analysis of the relationship between H-H and 3 major dimensions of job performance (counterproductive work behavior [CWB], organizational citizenship behavior [OCB], and task performance) and compare the incremental validity of H-H with other established individual differences predictors (general mental ability, the FFM, and integrity tests). Our results indicate that H-H correlates -.44 with CWB, .13 with OCB, and .15 with task performance (each correlation corrected for unreliability in both the independent and dependent variables). Further, H-H demonstrated incremental validity over the other individual differences predictors in the case of CWB but not OCB and task performance. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
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Research has documented conflicting evidence about the relationship between a leader's unpleasant affective displays and team performance. Drawing on the dual threshold model of anger, we propose a novel explanation for this paradox such that the positive relationship between leaders' unpleasant affect and team performance turns negative at high levels of intensity. ⋯ Our results show support for the prediction and suggest that the curvilinear effect of leaders' unpleasant affective displays may be explained by team members' redirection of attention and approach, which is positively associated with team members' effort at moderate levels of leader unpleasantness but leads to lower effort at high and low levels of leader unpleasantness. We discuss the theoretical contributions for scholarship on leadership, emotions as social information theory, and practical implications of the results. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
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Reports an error in "Assisting upon entry: Helping type and approach as moderators of how role conflict affects newcomer resource drain" by Peter A. Bamberger, Dvora Geller and Etti Doveh (Journal of Applied Psychology, 2017[Dec], Vol 102[12], 1719-1732). In the article, Table 3 contains several errors. ⋯ We test our propositions on the basis of time-lagged data collected from newly hired call center representatives at the end of their first and sixth months on the job. Results largely support our predictions, with instrumental assistance mitigating, and emotional assistance exacerbating, the role-conflict-based resource drain experienced by newcomer help providers. Moreover, these amplifying effects of emotional help provision on the conflict-exhaustion relationship are largely eliminated among those newcomer help providers reporting a more empowering approach to help provision. (PsycINFO Database Record (c) 2019 APA, all rights reserved).