Influence of meaningfulness of work and leadership characteristics on customer-directed counterproductive work behavior resulting from customer mistreatment.

This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and the moderating role of supervisor responses (self-sacrificial and self-serving leadership) to clarify why customer-directed CWB occurs and how it can be reduced. A sample of 392 customer-facing employees in the USA completed measures assessing the meaningfulness of work and self-sacrificial and self-serving leadership experiences. The meaningfulness of work moderated the relationship between customer mistreatment and employee anger, and a three-way interaction was found between employee anger and self-sacrificial and self-serving leadership on customer-directed CWB. Implications for managing customer mistreatment and fostering meaningful work to promote employee well-being are discussed.

The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment.

This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on personality score accuracy and perceived test fairness. Participants in this within-subjects field experiment were 1,447 applicants for graduate school at a large public university in China. They completed two parallel forms of a personality test: one within a selection context, and another within a developmental context 6 months later as a baseline measure. In the selection context, a warning (or a control) message was randomly assigned to participants during the personality test. Emotions and perceived test fairness were measured after the test was completed. Results indicated that guilt, fear, and anger each played a unique role. Guilt explained how mid-test warnings improved personality score accuracy among fakers, whereas fear accounted for why nonfakers over-corrected their personality scores. Finally, anger explained why the mid-test warnings reduced perceived test fairness for both fakers and nonfakers. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

How social stressors at work influence marital behaviors at home: An interpersonal model of work-family spillover.

Drawing on conservation of resources and related theories, this study develops and tests an interpersonal model of work-family spillover. Our model specifies how social stressors at work (i.e., workplace incivility, abusive supervision, interpersonal conflict) result in the experience of a social-based form of work-family conflict, ultimately influencing marital behaviors at home, on a daily basis. The mediating role of burnout and the moderating role of trust were also examined. A 2-week experience-sampling study with daily employee surveys at work and at home and with spousal ratings for employees' marital behaviors in the evening provided general support for the proposed relationships. Within individuals, social stressors at work were associated with burnout symptoms, which mediated the effect of workplace social stressors on social-based work-family conflict. In line with congruence response models, we found that those who are more trusting were more negatively affected by social stressors at work. Finally, on evenings when employees experienced social-based work-family conflict, their spouses reported more withdrawn and angry behaviors and less supportive behaviors shown toward them. Overall, the present research explicates a specific form of work-family conflict, one in which social stressors in one domain result in negative behaviors in the other domain via burnout experiences. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Leader emotion regulation, leader-member exchange (LMX), and followers' task performance.

Drawing on Social Exchange theory, we investigated the direct link between leaders' emotion regulation strategies (i.e., surface acting and deep acting) and follower task performance. In addition, we investigated the indirect link between leaders' emotion regulation strategies and follower task performance via leader-member exchange (LMX). Using survey data (N = 301) from the banking industry, we found that leader surface acting only has an indirect negative relationship with follower task performance via LMX, while leader deep acting has both a direct and an indirect positive relationship with follower task performance. The result showed that leader emotion regulation strategies perform a key role in enhancing/damaging LMX and that leaders need to be vigilant regarding their own emotional behaviors. That is, they can develop positive relationships with their followers by employing deep acting but that surface acting damages their relationship with followers. Implications of this study, limitations, and future research are discussed.

Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision.

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.

Another sleepless night: Does a leader's poor sleep lead to subordinate's poor sleep? A spillover/crossover perspective.

Given the importance of sleep to an individual's health and well-being, relatively little research has been conducted in the management and organizational behaviour literature on the relationship between sleep and work behaviour. Using spillover/crossover theory, we extended the current literature by investigating the possible supervisor-subordinate sleep relationship and introduced a serial mediation mechanism to answer how a supervisor's poor night's sleep translates into his/her subordinate's poor night's sleep. We conducted an experience sampling study involving 101 supervisors and subordinates over five consecutive working days (N = 505 occasions). Results verified that the spillover effect of supervisors' poor sleep on their next-day abusive supervisory behaviour has a crossover effect on their subordinates' poor sleep. Finally, results indicated that subordinate's physical exercise has the capacity to mitigate the influence of abusive supervision on subordinate' poor sleep. Future research should continue to examine the supervisor-subordinate sleep relationship and identify interventions in both the work and non-work domains of supervisor and subordinates as avenues for improving sleep health.

Social Media Recruitment: Communication Characteristics and Sought Gratifications.

This study examines how social media pages can be used to influence potential applicants' attraction. Based on the uses and gratifications theory, this study examines whether organizations can manipulate the communication characteristics informativeness and social presence on their social media page to positively affect organizational attractiveness. Moreover, we examine whether job applicants' sought gratifications on social media influence these effects. A 2 × 2 between-subjects experimental design is used. The findings show that organizations can manipulate informativeness and social presence on their social media. The effect of manipulated informativeness on organizational attractiveness depends on the level of manipulated social presence. When social presence was high, informativeness positively affected organizational attractiveness. This positive effect was found regardless of participants' sought utilitarian gratification. Social presence had no significant main effect on organizational attractiveness. There was some evidence that the effect of social presence differed for different levels of social gratification.