My manager endorsed my coworkers' voice: Understanding observers' positive and negative reactions to managerial endorsement of coworker voice.

Research on managerial voice endorsement has primarily focused on the processes and conditions through which voicers receive their managers' endorsement. We shift this focus away from the voicers, focusing instead on the dual reactions that endorsement generates for observing employees. Drawing from an approach-avoidance framework, we propose that managerial endorsement of coworker voice could be perceived as a positive and negative stimulus for observers, prompting them to approach opportunities and avoid threats, respectively. Results from a preregistered experiment and a multiwave, multisource field study revealed that managerial endorsement of coworker voice was positively related to observers' voice instrumentality, thus prompting them to engage in approach behaviors (i.e., voice). We also found that managerial endorsement of coworker voice was positively related to observers' voice threat, triggering avoidant behaviors (i.e., avoidance-oriented counterproductive work behaviors). Further, we found that the avoidant reactions more pronounced for observers with higher (vs. lower) neuroticism. Overall, our research extends theory by demonstrating the rippling effects that voice endorsement can ignite throughout the workgroup. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.

Whereas the majority of research to date has shown that having employees with empathic concern brings a number of beneficial outcomes to those on the receiving end, we shift this focus from the targets to a focus on how empathic concern influences the actors. Drawing from conservation of resources (COR) theory and the work-home resources model, we examined the detriments and benefits of empathic concern on the actors themselves by investigating how empathic concern drains and supplies actors' volatile personal resources. Using two experience sampling studies, our results revealed that empathic concern is associated with both resource loss and resource gain. Specifically, empathic concern requires actors to expend their volatile personal resources, leaving them emotionally exhausted and further prompting them to psychologically withdrawal from work. In addition, empathic concern also helps employees acquire new volatile personal resources, boosting their self-efficacy, and further promoting their engagement in organizational citizenship behaviors toward individuals. We also found that individuals with lower trait positive affect are less likely to obtain resource gain (self-efficacy) from empathic concern and more likely to result in resource loss (emotional exhaustion). Overall, our research answers the questions of why and when the negative and positive outcomes of empathic concern are likely to occur for the actors themselves. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Positive family events facilitate effective leader behaviors at work: A within-individual investigation of family-work enrichment.

Challenges related to managing work and family demands have become more and more pressing, particularly for those with high work demands, such as those in managerial and leadership roles. While existing research has focused on how family demands may negatively affect employee functioning at work, less attention has focused on characterizing the process through which individuals can benefit from their family lives. Drawing from self-determination theory, we develop a family-to-work enrichment framework to illustrate how leaders' positive experiences and motivational gains from home may transfer to work. We conducted two experience sampling studies to examine our family-work enrichment framework. Our results show that daily positive family events are positively predictive of consideration and transformational leadership behaviors at work through family need satisfaction and prosocial motivation. Our results further demonstrate that positive family events are more beneficial for leaders who view their family role as important and central (Study 2). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Not all fairness is created equal: A study of employee attributions of supervisor justice motives.

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. To do so, we consider how employee attributions of supervisor motives for fair treatment influence the cognitive and affective mechanisms by which fair treatment influences employee reactions to fairness. 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).

Boxed in by your inbox: Implications of daily e-mail demands for managers' leadership behaviors.

Over the past 30 years, the nature of communication at work has changed. Leaders in particular rely increasingly on e-mail to communicate with their superiors and subordinates. However, researchers and practitioners alike suggest that people frequently report feeling overloaded by the e-mail demands they experience at work. In the current study, we develop a self-regulatory framework that articulates how leaders' day-to-day e-mail demands relate to a perceived lack of goal progress, which has a negative impact on their subsequent enactment of routine (i.e., initiating structure) and exemplary (i.e., transformational) leadership behaviors. We further theorize how two cross-level moderators-centrality of e-mail to one's job and trait self-control-impact these relations. In an experience sampling study of 48 managers across 10 consecutive workdays, our results illustrate that e-mail demands are associated with a lack of perceived goal progress, to which leaders respond by reducing their initiating structure and transformational behaviors. The relation of e-mail demands with leader goal progress was strongest when e-mail was perceived as less central to performing one's job, and the relations of low goal progress with leadership behaviors were strongest for leaders low in trait self-control. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The benefits of receiving gratitude for helpers: A daily investigation of proactive and reactive helping at work.

Although gratitude is a key phenomenon that bridges helping with its outcomes, how and why helping relates to receipt of gratitude and its relation with helper's eudaimonic well-being have unfortunately been overlooked in organizational research. The purpose of this study is to unravel how helpers successfully connect to others and their work via receipt of gratitude. To do so, we distinguish different circumstances of helping-reactive helping (i.e., providing help when requested) versus proactive helping (i.e., providing help without being asked)-and examine their unique effect on the gratitude received by helpers, which, in turn, has downstream implications for helpers' perceived prosocial impact and work engagement the following day. Using daily experience sampling (Study 1) and critical incident (Study 2) methods, we found that reactive helping is more likely to be linked to receipt of gratitude than proactive helping. Receipt of gratitude, in turn, is associated with increases in perceived prosocial impact and work engagement the following day. Our study contributes to the helping literature by identifying receipt of gratitude as a novel mechanism that links helping to helper well-being, by distinguishing proactive and reactive helping, and by highlighting eudaimonic well-being as an outcome of helping for helpers. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Effect of metformin monotherapy on serum lipid profile in statin-naïve individuals with newly diagnosed type 2 diabetes mellitus: a cohort study.

BACKGROUND: Cardiovascular disease is a major cause of mortality and morbidity in people with type 2 diabetes mellitus (T2DM). Studies have consistently identified dyslipidemia as an important risk factor for the development of macrovascular disease. The landmark United Kingdom Prospective Diabetes Study has shown that metformin therapy reduces cardiovascular events in overweight people with T2DM. This study investigates the effect of metformin monotherapy on serum lipid profile in statin-naïve individuals with newly diagnosed T2DM, and whether the effect, if any, is dosage-related. METHODS: This cohort study enrolled individuals exceeding 20 years of age, with recent onset T2DM, who received at least 12 months of metformin monotherapy and blood tests for serum lipid at 6-month intervals. Exclusion criteria involved people receiving any additional antidiabetic medication or lipid-lowering drug therapy. Lipid-modifying effect of metformin was recorded as levels of serum triglycerides (TG), high density lipoprotein cholesterol (HDL-C), and low density lipoprotein cholesterol (LDL-C) measured at six month intervals. RESULTS: The study enrolled 155 participants with a mean age of 58.6 years and average glycosylated hemoglobin A1c of 8%. After initiating metformin therapy, LDL-C was significantly reduced from 111 mg/dl to 102 mg/dL at 6 months (P < 0.001), TG was reduced from 132 mg/dl to 122 mg/dL at 12 months (P = 0.046), and HDL-C increased from 45.1 mg/dL to 46.9 mg/dL at 12 months (P = 0.02). However, increasing the dosage of metformin yielded no significant effect on its lipid-lowering efficacy. DISCUSSION: Metformin monotherapy appreciably improves dyslipidemia in statin-naive people with T2DM. Its lipid-modifying effect may be attributable to insulin sensitization, reduction of irreversibly glycated LDL-C, and weight loss. In practice, people with dyslipidemia who are ineligible for lipid-lowering agents may benefit from metformin therapy. Moreover, previous studies report a synergistic effect between metformin and statin, which may further reduce cardiovascular events in at-risk individuals. Overall, metformin is a safe and efficacious approach to alleviate dyslipidemia in people with newly diagnosed T2DM.

When ethical leader behavior breaks bad: How ethical leader behavior can turn abusive via ego depletion and moral licensing.

The literature to date has predominantly focused on the benefits of ethical leader behaviors for recipients (e.g., employees and teams). Adopting an actor-centric perspective, in this study we examined whether exhibiting ethical leader behaviors may come at some cost to leaders. Drawing from ego depletion and moral licensing theories, we explored the potential challenges of ethical leader behavior for actors. Across 2 studies which employed multiwave designs that tracked behaviors over consecutive days, we found that leaders' displays of ethical behavior were positively associated with increases in abusive behavior the following day. This association was mediated by increases in depletion and moral credits owing to their earlier displays of ethical behavior. These results suggest that attention is needed to balance the benefits of ethical leader behaviors for recipients against the challenges that such behaviors pose for actors, which include feelings of mental fatigue and psychological license and ultimately abusive interpersonal behaviors. (PsycINFO Database Record

Getting to the core of locus of control: Is it an evaluation of the self or the environment?

Responding to criticisms surrounding the structural validity of the higher order core self-evaluations (CSE) construct, in the current study we examined the appropriateness of including locus of control as an indicator of CSE. Drawing from both theoretical and empirical evidence, we argue that locus of control is more heavily influenced by evaluations of the environment compared with the other CSE traits. Using data from 4 samples, we demonstrate that model fit for the higher order CSE construct is better when locus of control is excluded versus included as a trait indicator and that the shared variance between locus of control and CSE is nominal. This does not mean that locus of control is irrelevant for CSE theory though. We propose that evaluations of the environment moderate the relations that CSE has with its outcomes. To test this proposition, we collected data from 4 unique samples that included a mix of student and employee participants, self- and other-ratings, and cross-sectional and longitudinal data. Our results revealed that locus of control moderated relations of CSE with life and job satisfaction, and supervisor-rated job performance. CSE had stronger, positive relations with these outcomes when locus of control is internal versus external. These findings broaden CSE theory by demonstrating one way in which evaluations of the environment interface with evaluations of the self. (PsycINFO Database Record

A suggestion to improve a day keeps your depletion away: Examining promotive and prohibitive voice behaviors within a regulatory focus and ego depletion framework.

One way that employees contribute to organizational effectiveness is by expressing voice. They may offer suggestions for how to improve the organization (promotive voice behavior), or express concerns to prevent harmful events from occurring (prohibitive voice behavior). Although promotive and prohibitive voices are thought to be distinct types of behavior, very little is known about their unique antecedents and consequences. In this study we draw on regulatory focus and ego depletion theories to derive a theoretical model that outlines a dynamic process of the antecedents and consequences of voice behavior. Results from 2 multiwave field studies revealed that promotion and prevention foci have unique ties to promotive and prohibitive voice, respectively. Promotive and prohibitive voice, in turn, were associated with decreases and increases, respectively, in depletion. Consistent with the dynamic nature of self-control, depletion was associated with reductions in employees' subsequent voice behavior, regardless of the type of voice (promotive or prohibitive). Results were consistent across 2 studies and remained even after controlling for other established antecedents of voice and alternative mediating mechanisms beside depletion.

Extracellular signal-regulated kinase 2 mediates the expression of granulocyte colony-stimulating factor in invasive cancer cells.

Granulocyte colony-stimulating factor (G-CSF) affects granulopoiesis and is important for mobilizing neutrophils into blood circulation. Due to the hematopoietic properties of G-CSF, it has been widely used to clinically treat chemotherapy-induced neutropenia. However, G-CSF can promote tumors by inhibiting innate and adaptive immunity and enhancing angiogenesis and neoplastic growth. Most G-CSF-producing tumors are associated with a poor prognosis. This indicates that G-CSF promotes cancer progression. Thus, identifying regulatory molecules involved in tumor-derived G-CSF expression may provide therapeutic targets for cancer treatment. This study identified considerable G-CSF expression in malignant breast, lung and oral cancer cells. However, G-CSF expression was barely detectable in non-invasive cell lines. Expression of G-CSF mRNA and protein increased during exposure to tumor necrosis factor-α (TNF-α). Treatment with U0126 (a mitogen-activated protein kinase inhibitor) drastically reduced basal levels of G-CSF and TNF-α-induced G-CSF in aggressive cancer cells. This study also showed that knockdown of extracellular signal-regulated kinase (ERK) 2 by shRNA was necessary and sufficient to eliminate the expression of tumor-derived G-CSF. This did not apply to ERK1. Therefore, ERK2 (but not ERK1) is responsible for the transcriptional regulation of tumor-derived G-CSF. The results indicate the pharmaceutical value of specific ERK2 inhibitors in treating patients with G-CSF-producing tumors.