Development and validation of the adaptive leadership behavior scale (ALBS).

Due to the rapid changes in today's business world, leaders need to, more than ever, adequately and flexibly react to new and changing demands in the workplace. An instrument that captures adaptive leadership behavior is still missing, however. This study describes the development and validation of a concise and timely new leadership instrument, the Adaptive Leadership Behavior Scale (ALBS). Based on a thorough literature review, we developed 27 items as an initial item pool. We tested this set of items with leaders and followers in a pilot study to assess its relevancy and comprehensibility. In Study 1, a field study with 201 employees, we explored the internal structure of the initial item pool with a Principal Component Analysis (PCA). Based on the factor loadings resulting from a second PCA, we reduced the item pool, resulting in a 15-item scale for which we then assessed convergent and divergent validity. In Study 2, a field study with 311 employees, we replicated the findings of Study 1 and assessed additional convergent and divergent validity as well as the model fit with a Confirmatory Factor Analysis (CFA). In Study 3, a multi-source field study with 155 leader-follower dyads we replicated the CFA and additionally assessed criterion-related validity. Results show that the ALBS is a concise and valid instrument for assessing adaptive leadership behavior, thereby building the grounds to extend our understanding of antecedents, mechanisms and consequences of leadership in dynamic environments.

Exploring the path to corruption-An informed grounded theory study on the decision-making process underlying corruption.

Past corruption research at the individual level has mainly focused on demographics, personality, attitudes, or morality related variables. Until now, only a few studies have focused on the intra-individual psychological mechanisms of corruption. Building on normative decision-making theory, the present study attempts to shed further light on the internal mechanisms that lead to the decision that corruption is a viable path. Following an informed grounded theory approach, we conducted semi-structured interviews with 38 Indonesian prisoners who have been convicted of corruption. Guided by a multi-step decision-making process, including problem recognition, information search, and evaluation of the information, our results revealed unique insights into individuals' considerations that led to corruption. We elaborate on interrelations between these stages and explore new forms of corrupt decision-making elements within this process. Theoretical implications for corruption research and the practical implications for anti-corruption programs of these findings are discussed.

Interventions for improving psychological detachment from work: A meta-analysis.

Psychological detachment from work during off-job time is crucial to sustaining employee health and well-being. However, this can be difficult to achieve, particularly when job stress is high and recovery is most needed. Boosting detachment from work is therefore of interest to many employees and organizations, and over the last decade numerous interventions have been developed and evaluated. The aim of this meta-analysis was to review and statistically synthesize the state of research on interventions designed to improve detachment both at work and outside of it. After a systematic search (covering the period 1998-2020) of the published and unpublished literature, 30 studies with 34 interventions (N = 3,725) were included. Data were analyzed using a random-effects model. Interventions showed a significant positive effect on detachment from work (d = 0.36) on average. Moderator analyses revealed that it did not matter how the different studies conceptualized detachment but that the context in which detachment was measured (outside or at work) significantly influenced intervention effectiveness. Furthermore, using the stressor-detachment model as the organizing framework, we found that while interventions addressing job stressors or altering primary and secondary appraisal were all effective, only the interventions that addressed primary appraisal were more effective than those that did not. Additionally, while the delivery format did not moderate intervention effectiveness, interventions with longer durations and higher dosages were more effective than shorter and lower dosage interventions. Finally, interventions were more effective among older participants and participants with initial health or recovery-related impairments. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Corruption, Fast or Slow? Ethical Leadership Interacts With Machiavellianism to Influence Intuitive Thinking and Corruption.

Ethical leadership has been suggested as an organizational factor that could reduce unethical behaviors in an organization. We extend this research by examining how and when ethical leadership could reduce followers' corruption. We examined the moderating role of followers' Machiavellianism and the mediating role of intuitive thinking style in the negative effect of ethical leadership on corruption. Across two different studies (field study and experiment), we found that ethical leadership decreases followers' corruption (Studies 1 and 2) and that this negative effect is mediated by followers' intuitive thinking style (Study 2). Furthermore, followers' Machiavellianism moderated the direct negative effect of ethical leadership on corruption. However, the pattern of this moderation was not consistent. In Study 1, we found that ethical leadership has the strongest direct negative impact on corruption when followers' Machiavellianism is high, whereas in Study 2, we found that ethical leadership has the strongest direct negative effect on corruption when followers' Machiavellianism is low. The theoretical implications for corruption, ethical leadership, and information processing research, as well as practical implications for corruption prevention, will be discussed.

Being mindful at work and at home: A diary study on predictors and consequences of domain-specific mindfulness.

Although previous research on mindfulness predominantly focused on benefits of mindfulness, this study investigates quantitative and emotional demands as contextual antecedents of mindful awareness and acceptance both in the work and home domains. In addition, we examine goal attainment and satisfaction in the work and home domains as consequences of mindful awareness and acceptance. Results of a diary study across 5 workdays with 2 daily measurement occasions among 233 employees revealed that both in the work and home domains, quantitative demands were positively associated with awareness, but not with acceptance, whereas emotional demands were positively associated with acceptance, but not with awareness. Awareness and acceptance were both associated with increased goal attainment and satisfaction in both life domains. We did not find strong evidence for cross-domain relations between demands and mindfulness on the one hand and between mindfulness and goal attainment and satisfaction on the other hand. In sum, this study contributes to a more comprehensive understanding of mindfulness by shedding light on contextualized forms of mindfulness and considering both the awareness and acceptance facets of mindfulness and their contextual predictors and consequences. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Developing a Taxonomy of Dark Triad Triggers at Work - A Grounded Theory Study Protocol.

In past years, research and corporate scandals have evidenced the destructive effects of the dark triad at work, consisting of narcissism (extreme self-centeredness), psychopathy (lack of empathy and remorse) and Machiavellianism (a sense of duplicity and manipulativeness). The dark triad dimensions have typically been conceptualized as stable personality traits, ignoring the accumulating evidence that momentary personality expressions - personality states - may change due to the characteristics of the situation. The present research protocol describes a qualitative study that aims to identify triggers of dark triad states at work by following a grounded theory approach using semi-structured interviews. By building a comprehensive categorization of dark triad triggers at work scholars may study these triggers in a parsimonious and structured way and organizations may derive more effective interventions to buffer or prevent the detrimental effects of dark personality at work.

Validation of a German Version of the Ethical Leadership at Work Questionnaire by Kalshoven et al. (2011).

The present study evaluates the psychometric properties of a German version of the Ethical Leadership at Work questionnaire (ELW-D), and further embeds the construct of ethical leadership within its nomological network. Confirmatory factor analyses (CFAs) based on the total sample of N = 363 employees support the assumed seven-factor structure of the German translation. Within a sub-sample of N = 133, the ELW-D shows positive correlations with related leadership behaviors (transformational leadership, contingent reward, and servant leadership), and negative correlations with destructive ones (passive leadership, autocratic leadership, and abusive supervision), approving convergent validity of the scale. Comparisons of correlated correlation coefficients reveal restrictions of its discriminant validity. In support of the criterion-related validity (N = 100), the ELW-D relates to work-related attitudes (e.g., job satisfaction, satisfaction with the leader, trust in the leader) and follower behaviors (e.g., extra effort, organizational citizenship behavior) in the way expected. Besides, ELW-D-dimensions show incremental validity over and above the Ethical Leadership Scale, emphasizing the added value of this questionnaire.