Don't Be Afraid to Fail Because You Can Learn From It! How Intrinsic Motivation Leads to Enhanced Self-Development and Benevolent Leadership as a Boundary Condition.

Employee learning from failures is key to effective employee functioning and long-term sustainable development. Although failure is an essential part of the learning process, it is less certain of why individuals would learn from failures and the benefits associated with it. Thus, it is significant to explore the cause and the consequence of learning from failures. Drawing upon self-determination theory, we explore the antecedent, consequence, and boundary condition of employee learning from failures. Random full-time employees in China were recruited to participate in the two-wave survey study via an online survey platform. Empirical results of 381 employees indicate that employee intrinsic motivation is positively related to employee learning from failures, which in turn facilitates employee self-development. Moreover, we found that benevolent leadership, a leadership style that is prevalent in the Chinese work context, plays an important moderating role in affecting the saliency of the indirect effect. Specifically, the indirect effect is more salient when benevolent leadership is higher. We test the hypotheses in SPSS using linear regressions and the PROCESS macro. Our study provides important implications for both theory and practice. Limitations and future research directions are also discussed.

Relationally Charged: How and When Workplace Friendship Facilitates Employee Interpersonal Citizenship.

Having friends in the workplace not only provides an employee joy and meaning, but also facilitates one's positive behavior. In this study, we argue that workplace friendship has positive influence on an employee's interpersonal citizenship behavior. Drawing upon conservation of resources theory, the present study explores how and when workplace friendship fosters interpersonal citizenship. Using a time-lagged, multisource data of 620 employees from 83 workgroups, we found that workplace friendship increases an employee's relational energy, which subsequently, leads to greater interpersonal citizenship. Moreover, we discovered relational-interdependent self-construal as an important moderating influence that affects the saliency of this relationship. Specifically, for employee with a relational-interdependent self-construal, workplace friendship has a stronger positive influence on one's relational energy and hence interpersonal citizenship. Contributions to theory and practice are also discussed.

Employee-Organization Fit and Voluntary Green Behavior: A Cross-Level Model Examining the Role of Perceived Insider Status and Green Organizational Climate.

Employee green behavior has received considerable attention in recent years because of its contribution to an organization's environmental performance. However, little is known about how personal and organizational factors can simultaneously affect employee voluntary green behavior. The present study draws on person-environment fit theory to investigate how and when employee voluntary green behavior can be facilitated by employee-organization fit. Based on a time-lagged survey study of 413 employees from three different manufactures of chemical products, the present study discovers a positive relationship between employee-organization fit and employee voluntary green behavior, and this relationship is mediated by perceived insider status. Moreover, the relationship between perceived insider status and voluntary green behavior is strengthened when employees perceive a green organizational climate. Insights for theory, practice, and future research are also discussed.