Showing papers in "Journal of Organizational Behavior in 2022"

Humble leadership: A review and synthesis

Abstract: Recent academic research has proliferated around the construct of humble leadership. Humble leadership involves having an accurate view of oneself, recognizing the contributions of followers, and modeling teachability. Given the growing interest in this construct, we provide a review of the humble leadership literature. First, we clarify how humble leadership has been defined and measured in the current literature and discuss how it compares to moral-based leadership approaches. Second, we review the extant literature by examining humble leadership’s theoretical and nomological network, highlighting the antecedents, outcomes, moderators, and mediators. Third, we provide an overview of key methodological strengths and weaknesses. Finally, we conclude by drawing upon our review of the literature to present directions for future research that will advance the understanding of humble leadership. In sum, our review highlights the key elements and findings of where humble leadership has been and indicates ways to drive this literature forward.

How COVID‐19 can promote workplace cheating behavior via employee anxiety and self‐interest – And how prosocial messages may overcome this effect

Abstract: Summary While scholars have debated whether environmental factors (e.g., air pollution) can prompt unethical behavior (e.g., crime), we argue that the COVID‐19 pandemic provides a unique opportunity to inform this theoretical debate by elaborating on why these effects may occur, identifying how they can be overcome, and addressing methodological issues. Drawing on appraisal theories of emotion, we argue that appraising COVID‐19 (i.e., an environmental factor) as a threat can elicit anxiety. This can focus employees on their own self‐interest and prompt cheating behavior (i.e., unethical workplace behavior). However, we propose that these detrimental effects can be attenuated by prosocial messages (i.e., highlighting the meaningful and positive impact that employees' work can have on others). Our predictions were supported using a two‐wave survey (N = 396) and an experiment (N = 163) with samples of full‐time employees during the COVID‐19 pandemic. Theoretically, our studies inform this ongoing debate by highlighting the importance of state anxiety and self‐interest as key mechanisms and that drawing peoples' attention towards others can serve as a boundary condition. Practically, we provide insight into the ethical costs of COVID‐19 in the workplace and identify a simple yet effective strategy that organizations can use to curtail workplace cheating behavior.

My Knowledge: The Negative Impact of Territorial Feelings on Employee’s Own Innovation Through Knowledge Hiding

Abstract: Innovation is critical for organizational success but innovation often depends on employee's willingness to share, which they surprisingly are not always willing to do despite potential negative costs to the individuals who hide information. Drawing on psychological ownership theory, we explain how knowledge engenders territorial feelings and leads employees to hide knowledge. Using social exchange theory, we explain how certain types of knowledge hiding behavior negatively impact the hider by reducing their own innovation. To explore potential mitigating factors, we proposed that affect-based trust alleviates the relationship between territorial feelings and knowledge hiding and buffers the harmful effect of territorial feelings on innovative behavior. We tested the model in two studies: a pilot study of 133 full-time employees (Study 1) and a two-wave investigation of 30 supervisors and 240 employees (Study 2). Results revealed that (a) territorial feelings positively influenced evasive hiding and playing dumb but not rationalized hiding, (b) evasive hiding and playing dumb mediated the link between territorial feelings and innovative behavior, (c) affect-based trust moderated the relationship between territorial feelings and evasive hiding as well as the indirect effects of territorial feelings on employee innovative behavior via evasive hiding. The theoretical and practical implications are discussed.

Appreciating Social Science Research on Gratitude: An Integrative Review for Organizational Scholarship on Gratitude in the Workplace

Abstract: Though gratitude research in organizational behavior (OB) is nascent, this emotion has a rich history in the social sciences. Research has shown gratitude to promote prosocial behaviors, encourage personal well-being, and foster interpersonal relationships. However, gratitude research has been siloed among these three outcomes of gratitude (moral, wellness, and relational). Similarly, past reviews of gratitude have focused on only one group of outcomes, one of its forms (trait, state, or expressed), or empirical findings without emphasis on the theoretical underpinnings. In contrast, this review recognizes that each type of gratitude, its functions, and outcomes are part of a single process model of gratitude. As such, in the current review, we provide a comprehensive assessment of gratitude in the social sciences by distilling and organizing the literature per our process model of episodic gratitude. Then, we translate the insights for management scholars, highlighting possible differences and synergies between extant research and workplace gratitude thereby helping advance “gratitude science” in the workplace. In all, this review (a) examines definitions and operationalizations of gratitude and provides recommendations for organizational research; (b) proposes a process model of episodic workplace gratitude as a conceptual map to guide future OB research on gratitude; (c) reviews empirical gratitude research through the lens of our process model; and (d) discusses the current state of the literature, important differences for workplace gratitude, and future directions for organizational scholars.

A Systematic Review of Temporal Person–Environment Fit Research: Trends, Developments, Obstacles, and Opportunities for Future Research

Abstract: In this systematic review, we present a comprehensive overview of the temporal person environment (PE) fit literature. To this end, we organize and integrate extant temporal fit research and discuss research trends and developments in the temporal domain. Our analysis reveals that temporal conceptualizations of fit vary in terms of change process (transitional, developmental, transformational), level of aggregation (situational vs. baseline level), and temporal frame (clock time vs. psychological time), all of which divide the temporal fit literature in significant ways. Furthermore, our analysis shows that progress in the temporal fit domain has been confined by five major obstacles: An emphasis on selection and socialization processes, a narrow focus on the between-person level of analysis, preoccupation with linear change, a strong interest in normal causation questions, and a lack of attention to misfit. We conclude with a discussion of the research challenges that lie ahead and provide suggestions to tackle these challenges and expand temporal PE fit research in new directions.

Good Intentions, Bad Behavior: A Review and Synthesis of the Literature on Unethical Prosocial Behavior (UPB) at Work

Abstract: Scholars have investigated work behaviors that are intended to help others, yet at the same time violate societal values, norms, laws, or standards of proper conduct. We refer to these actions collectively as unethical prosocial behavior (UPB) at work. In this paper, we provide a critical review of the UPB literature. Our review makes several contributions: First, we clarify definitional issues surrounding UPB, while also offering suggestions for the improvement of measurement and methodology in the study of UPB. Second, we review the major theoretical perspectives that have been adopted in empirical research on UPB at different levels of analysis and summarize the empirical findings on the topic. In doing so, we highlight the theoretical and empirical challenges facing this work. Finally, we develop an agenda for future research that clears a path toward resolving these issues and advancing knowledge of UPB.

[Re]thinking outside the box: A meta‐analysis of constraints and creative performance

Abstract: The influence of constraints (i.e., barriers or limitations) on creativity has drawn attention from various fields but has largely yielded conflicting findings. Some studies suggest constraints may have a positive impact on creativity while others find a negative impact. In an effort to clarify this debate and provide direction for future efforts, this meta-analysis examined the relationship between constraints and creativity. Using a sample of 111 published and unpublished studies, a series of random-effects meta-regression models and subgroup analyses were conducted and identified a significant positive relationship between constraints and creativity. Moderator analyses confirmed the relationship differed substantially depending on the constraint type, study design, funding status, and creativity operationalization and measurement. These findings suggest that constraints may not be detrimental to creativity, despite prior assumptions. Findings further suggest that constraint type may be less influential than typically assumed. Instead, methodological artifacts provide a better explanation for the varying existing findings in how constraints benefit or hinder creativity. Theoretical and practical implications are discussed.

Questionable Research Practices Among Researchers in the Most Research‐Productive Management Programs

Abstract: Summary Questionable research practices (QRPs) among researchers have been a source of concern in many fields of study. QRPs are often used to enhance the probability of achieving statistical significance which affects the likelihood of a paper being published. Using a sample of researchers from 10 top research-productive management programs, we compared hypotheses tested in dissertations to those tested in journal articles derived from those dissertations to draw inferences concerning the extent of engagement in QRPs. Results indicated that QRPs related to changes in sample size and covariates were associated with unsupported dissertation hypotheses becoming supported in journal articles. Researchers also tended to exclude unsupported dissertation hypotheses from journal articles. Likewise, results suggested that many article hypotheses may have been created after the results were known (i.e., HARKed). Articles from prestigious journals contained a higher percentage of potentially HARKed hypotheses than those from less well-regarded journals. Finally, articles published in prestigious journals were associated with more QRP usage than less prestigious journals. QRPs increase in the percentage of supported hypotheses and result in effect sizes that likely overestimate population parameters. As such, results reported in articles published in our most prestigious journals may be less credible than previously believed.

Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors

Abstract: The job insecurity literature has been limited by the dominant linear view on the effects of job insecurity and the misconception that the conceptualizations and operationalizations of job insecurity across studies are homogenous. To challenge these two assumptions, we contrast the integrated perspective based on social exchange theory and job preservation motivation with activation theory and propose competing hypotheses for the curvilinear relationships between job insecurity and employee behavioral outcomes, including task performance, organizational citizenship behavior (OCB), creative performance, safety behavior, and counterproductive work behavior (CWB). We also examine the moderating roles of different conceptualizations of job insecurity (i.e., cognitive vs. affective job insecurity; quantitative vs. qualitative job insecurity) in the proposed curvilinear relationships. Our meta-analysis demonstrates that the negative relationships of job insecurity with task performance and OCB-organization turn positive after inflection points, supporting the integrated perspective of social exchange theory and job preservation motivation but not activation theory. Moreover, the negative relationships of job insecurity with OCB-individual and creative performance turn nonsignificant as job insecurity further increases. Finally, job insecurity has a linear, negative relationship with safety behavior, but a linear, positive relationship with CWB-organization. Interestingly, affective job insecurity has lower inflection points than cognitive job insecurity, and qualitative job insecurity has lower inflection points than quantitative job insecurity. This study provides a deep and fine-grained understanding of the curvilinear relationships between job insecurity and workplace behaviors and pushes the literature forward by focusing on the nuanced differences among various types of job insecurity.

A meta‐analytic investigation of the personal and work‐related antecedents of work–family balance

Abstract: We conducted a meta-analysis examining antecedents of work–family balance, including personal characteristics, work demands, and work resources, as well as bidirectional conflict and enrichment. Bivariate results across 130 independent samples (N = 223 055) revealed that personal characteristics linked to more negative affect (i.e., neuroticism) and work demands (i.e., work hours, work overload, and job insecurity) were negatively associated with balance, whereas personal characteristics linked to more positive affect (i.e., extraversion and psychological capital) and work resources (i.e., job autonomy, schedule control, and workplace support) were positively related to balance. Family-to-work enrichment (FWE) was more strongly related to balance than was family-to-work conflict (FWC), and work-to-family conflict (WFC) was more strongly related to balance than was FWC. Finally, integrating tenets of job demands-resources (JD-R) theory, we examine two pathways (i.e., strain and motivation) through which antecedents relate to balance using meta-analytic structural equations modeling (MASEM). In the strain pathway, neuroticism and job overload were negatively related to balance indirectly through higher WFC. In the motivation pathway, extraversion and job autonomy were positively related to balance indirectly through higher WFE. Work social support related positively to balance through higher WFE as well as lower WFC. We discuss theoretical and practical implications.

More depleted, speak up more? A daily examination of the benefit and cost of depletion for voice behavior and voice endorsement

Abstract: Although extant work has found that employee depletion is associated with less voice behavior, an emerging line of research suggests that depletion may sometimes be associated with more voice behavior. We build on this emerging line of research by establishing when and why employee depletion is associated with more voice behavior on a daily basis. We then further identify the implications of these relationships for daily voice endorsement by managers. Integrating research on the strength model of self-control and the resource distinction between promotive and prohibitive voice, we predict that, among employees with low levels of trait self-control, higher levels of daily depletion will be associated with lower levels of daily voice impulse control. In turn, lower levels of daily voice impulse control will be associated with higher levels of daily prohibitive voice, but lower levels of daily voice endorsement. Results from a 10-day daily study with 697 daily observations from 88 employees working for 50 managers (Study 1) and an experimental recall task with 136 full-time employees (Study 2) supported our hypotheses. We discuss how our findings contribute to theories of voice and self-control, review the methodological strengths and limitations of our studies, and expound on the practical implications of our results.

What is that I hear? An interdisciplinary review and research agenda for non‐native accents in the workplace

Abstract: Speaking with a non-native English accent at work is a prevalent global phenomenon. Yet, our understanding of the impact of having a non-native accent at work is limited, in part because research on accents has been multidisciplinary, fragmented, and difficult for scholars to access and synthesize. To advance research on accents in the workplace, we provide an interdisciplinary and integrative review of research on non-native accents drawing from the communications, social psychology, and organizational sciences literatures. First, we briefly review the dominant approaches taken in each literature. Second, we organize and integrate extant research findings using a 2 × 2 framework that incorporates the two main theoretical perspectives used to explain the effects of accents—stereotypes and processing fluency—and the two primary categories of workplace outcomes examined—interpersonal (i.e., others' evaluations of speakers with non-native accents, such as hiring recommendations) and intrapersonal (i.e., non-native-accented speakers' own evaluations and experiences, such as sense of belonging). To facilitate future research, we end by articulating a research agenda including theoretical and methodological expansions related to the study of accents, identifying critical moderators, adopting an intersectional approach, and studying group-level and potential positive effects of speaking with non-native accents.

All Set in Stone? How Essentialist Beliefs About Aging Affect Older Workers’ Motivation to Continue Working Beyond Retirement Age

Abstract: Although population aging requires that employees increasingly work beyond traditional retirement ages, negative age stereotypes often portray older workers as unwilling or unable to work longer. However, recent lifespan developmental research suggests that there are significant individual differences in how fixed versus malleable people perceive the aging process possibly affecting how they envision their occupational future. We develop and test a theoretical model on the role of essentialist beliefs about aging (i.e., the extent to which people believe that aging is an immutable, genetically determined process) in shaping occupational future time perspective and, in turn, motivation to continue working beyond retirement age. Specifically, we hypothesized that older workers (40–65 years) who more strongly endorse essentialist beliefs about aging will be less motivated to continue working beyond retirement age, because they have a more constrained occupational future time perspective. On the basis of a three-wave study (N = 617) and an experiment (N = 358), we find evidence for our proposed indirect effect model, above and beyond previously established control variables (e.g., age, income, health, and age stereotypes). Our findings advance theorizing on work motivation in later adulthood and have important organizational implications in the context of demographic change.

Profiles of attribution for work–family conflict episodes and their relation to negative emotions

Abstract: Many employees commonly deal with situations where their work and family lives are in conflict. Yet, scholarly understanding of how these episodic experiences influence employees' cognitions (i.e., attributions) and emotions is still limited. Further, the emergent line of work–family research on attributions tends to adopt a variable-centric approach by investigating the effects of attributional dimensions in isolation, thus precluding a holistic view of how individuals form profiles of attributions in response to work–family conflict episodes. To advance the work–family literature, we employed an experience sampling design across 12 days to investigate profiles of attributions and the resultant discrete negative emotions (e.g., guilt, shame, regret, anger, frustration, and resentment) associated with work–family conflict in full-time employees with children. Multilevel latent profile analysis (MLPA) results revealed meaningfully different profiles of attributions that tended to occur in reaction to conflicts between work and family, with these profiles differing based upon direction of the conflict episode (i.e., work-interfering-with-family [WIF] vs. family-interfering-with-work [FIW]). Further, these attributional profiles, especially those associated with FIW episodes, differentially related to distinct negative emotions. Overall, our findings contribute to a nuanced understanding of profiles of attributions following work–family conflict episodes, with critical implications for affective well-being.

Workplace Gossip: An Integrative Review of its Antecedents, Functions, and Consequences

Abstract: The workplace gossip construct is currently divergently interpreted by organizational scholars, with perceptions of its origins, functions, and impacts varying widely. In this comprehensive narrative review, we seek to provide much needed clarity around the often studied and frequently demonstrated employee behavior of workplace gossip by synthesizing gossip studies conducted during the past four decades in both the organization and psychology literatures. The first section of our review considers measures, designs, and theoretical frameworks featured in these studies. In the second section, we consolidate and integrate research findings from the extant literatures into three emerging categories of gossip antecedents (intrapersonal, interpersonal, and organizational antecedents), four categories of gossip functions (information exchange, ego enhancement, social integration, and social segregation), and three categories of gossip consequences (consequences for gossip senders/recipients, for gossip targets, and beyond the triads). In the last section, we propose an integrative model to guide future investigations on the antecedents, functions, and consequences of workplace gossip. Our review aims to provide a clear overview of existing gossip research across the organization and psychology literatures and to highlight several important trends to open up various opportunities for future impactful workplace gossip scholarship.

The Positive Potential of Presenteeism: An Exploration of How Presenteeism Leads to Good Performance Evaluation

Abstract: The presenteeism literature to date has largely focused on the negative aspects of presenteeism. Little is known about the potential functional or positive aspects of presenteeism. Drawing on the social cognitive framework of presenteeism, we examined the positive effects of presenteeism on performance evaluation in the context of high work demands. Across two experimental scenario studies (Studies 1a and 2) and two time-lagged field studies (Studies 1b and 3), we found that presenteeism was beneficial for employees' performance evaluations, especially under high work demands. Furthermore, we found that employees' affective commitment explained why presenteeism had a positive effect on performance evaluations under high work demands. Building on trait activation theory, we further demonstrate that proactive coping employees were more likely to be activated to commit presenteeism and to subsequently attained better job performance under high work demands. Taken together, our results illustrate when and why presenteeism can lead to better performance evaluations, as well as who may benefit from the act of presenteeism. These findings elucidate the functional or “good” aspects of presenteeism. Implications for theory and practice are discussed.

Intimate partner aggression and work: An interdisciplinary review and agenda for future research

Abstract: Intimate partner aggression (IPA) is a social issue that affects the workplace. While IPA has been relatively ignored by management scholars due to notions that it is a private domestic matter, recent research offers mounting evidence of its spillover effects at work, including consequences for victims, perpetrators, coworkers, and organizations. To date, scholarly research on IPA and work has been impeded because existing research is scattered across disciplines with differing conceptualizations and emphasis. This integrative review aims to clarify the constructs of IPA and work-related IPA (WIPA), summarize existing IPA and work research, integrate prior studies to offer a nomological network of antecedents and consequences of IPA victimization and perpetration, and propose specific recommendations that can further stimulate scholarly attention on this important research area.

Leader‐Member Exchange Differentiation and Employee Performance: A Political Perspective

Abstract: Variability in the quality of relationships between leaders and followers, referred to as leader–member exchange differentiation (LMXD), is common in organizations. In the current study, we propose a political perspective to illustrate the mechanism through which LMXD influences employee task performance and organizational citizenship behaviors (OCBs). Using multisource survey data collected from 304 employees working in 62 work groups, we found that LMXD is an antecedent of group political climate, which in turn influences employee work behaviors. The mediating effects of group political climate remained significant after controlling for supervisory justice climate, which has been considered as the dominant mechanism in prior studies in explaining group-level outcomes of LMXD. Furthermore, we found moderating effects of group political climate and indirect moderating effects of LMXD via group political climate on the relationships between individual level LMX quality and members' work behaviors. Specifically, the results showed that political climate strengthens the positive relationships between individual level LMX quality and employees' task performance and OCB toward individuals and that LMXD indirectly moderates the relationships through group political climate.

Enhancing Employees’ Duty Orientation and Moral Potency: Dual Mechanisms Linking Ethical Psychological Climate to Ethically‐Focused Proactive Behaviors

Abstract: Based on social cognitive theory (SCT), we develop and test a model that links ethical psychological climate to ethically focused proactive behavior (i.e., ethical voice and ethical taking charge) via two distinct mechanisms (i.e., duty orientation and moral potency). Results from multi-wave field studies conducted in the United States, Turkey, France, Vietnam, and India demonstrate that an ethical psychological climate indirectly influences employees' ethical voice and ethical taking charge behaviors through the dual mechanisms of duty orientation and moral potency. Additionally, we find that individuals' moral attentiveness strengthened these mediating processes. Together, these findings suggest that ethical psychological climate is an important antecedent of ethically focused proactive behavior by stimulating individuals' sense of duty and enhancing their moral potency, particularly when employees are already highly attuned to moral issues.

Motivational climates, work passion, and behavioral consequences

Abstract: Drawing on achievement goal theory and the dualistic model of passion, this study identifies (1) mastery versus performance climate as the contextual antecedent for harmonious versus obsessive passion, respectively, and (2) proactive versus pro-job unethical behavior as the outcome of harmonious versus obsessive passion, respectively. Results from two studies—a survey study with 259 leader–subordinate dyads and an experimental study with 174 part-time master's-level students—largely supported our theoretical model. First, employees develop harmonious passion when they perceive the presence of a mastery climate, but develop obsessive passion when they perceive the presence of a performance climate. Second, harmonious passion mediates the positive effect of mastery climate on employees' proactive work behavior, whereas obsessive passion mediates the positive effect of performance climate on employees' pro-job unethical behavior. Theoretical contributions and practical implications are also discussed.

Managing Your Feelings at Work, for a Reason : The Role of Individual Motives in Affect Regulation for Performance‐Related Outcomes at Work

Abstract: Affect regulation matters in organizations, but research has predominantly focused on how employees regulate their feelings. Here, we investigate the motives for why employees regulate their feelings. We assess employees' engagement in affect regulation based on distinct motives and investigate their implications for performance-related outcomes. We develop a framework and measure for distinct types of motivated affect regulation at work, comprising hedonic affect regulation (motive to feel better), task-related affect regulation (motive to reach an achievement-related goal), and social affect regulation (motive to get along with others). Study 1 (N = 621 employees) indicated each type of motivated affect regulation was distinct from the others. In Study 2 (N = 80 employees; n = 821 observations), in line with our theorizing, hedonic and task-related affect regulation were both positively associated with performance-related outcomes via perceived affect-regulation success. In addition, the link between task-related affect regulation and perceived affect-regulation success was strongest for those individuals who habitually engage in deep acting. By contrast, social affect regulation did not predict perceived affect-regulation success or performance-related outcomes. Understanding why employees choose to manage their feelings advances insights on individual motives in employee behavior and provides new avenues for improving performance outcomes in organizations.

Thought Experiments: Review and Recommendations

Abstract: Department of Management, The George Washington University, Washington, D.C., USA Department of Management, Iowa State University, Ames, Iowa, USA Department of Management and Organization, The Pennsylvania State University, State College, Pennsylvania, USA Department of Management, University of Texas at Arlington, Arlington, Texas, USA Department of Management, Miami University, Oxford, Ohio, USA

Stayed at home—But can't stop working despite being ill?! Guilt as a driver of presenteeism at work and home

Abstract: We argue that the literature on presenteeism needs to consider that employees not only go to work despite being ill but also often work from home despite being ill, especially since the COVID-19 crisis enabled home-office work on a large scale. We label this phenomenon “workahomeism” and develop theory that shows its distinctness from traditional presenteeism through the evoked pattern of guilt. Across three studies (a vignette experiment, a critical incident study, and a within-person intervention study), we tested whether employees' work-related reactions to illness (i.e., workahomeism, presenteeism, and resting at home) differ in terms of experienced and anticipated guilt. We found that when employees considered engaging in workahomeism, they anticipated feeling less guilty than when resting at home. However, when employees actually engaged in workahomeism, they felt as guilty or even more guilty than when resting at home. In contrast, employees' anticipated guilt for presenteeism as compared to workahomeism changed from the same to more after the beginning of the COVID-19 crisis. Furthermore, we identify facets of guilt in response to workahomeism (i.e., guilt toward colleagues and about own health) and demonstrate that organizations can change guilt patterns by asking employees to reflect on the consequences of workahomeism and presenteeism.

A Self‐Verification Perspective on Customer Mistreatment and Customer‐Directed Organizational Citizenship Behaviors

Abstract: Customer mistreatment events play a major role in employees' subsequent customer service behaviors, and is believed to have implications for employees' sense of self. We extend this line of research by developing a self-verification account of the relationship between customer mistreatment and customer-directed OCBs (OCB-Cs) by examining theoretically prescribed novel mechanisms (i.e., self-verification) and boundary conditions (i.e., self-esteem and entity customer appreciation) for this relationship. We conducted a programmatic series of studies using daily diary (Study 1), audio vignette (Study 2), and behavioral experiment (Study 3) designs to test the proposed model. The overall pattern of results showed that customer mistreatment led employees to feel less self-verified, especially among those with higher trait self-esteem. These employees in turn were more likely to withhold OCB-Cs, especially among those perceiving lower levels of entity customer appreciation. Overall, these results deepen our understanding of the role of the self-concept in how employees experience and react to customer mistreatment--depending on how employees see themselves and how they see their customers in general.

Leader humility and team innovation: The role of team reflexivity and team proactive personality

Abstract: Despite the recent surge of research on leader humility, it remains unclear how and when teams benefit from it. Drawing on social cognitive theory, we propose a moderated mediation model that we test using multisource, time-lagged data collected from 71 teams in a university-affiliated hospital. We find that humble leaders indirectly enhance team innovation via greater team reflexivity. Additionally, we consider the average level of proactive personality of team members as a boundary condition of the positive effect of leader humility. Our results show that leader humility prompts team reflexivity only when team mean level of proactive personality is high, which in turn increases team innovation. Bridging social cognitive theory with research on humble leadership in teams, our study offers important implications for both theory and practice.

Job Attitudes: A Meta‐Analytic Review and an Agenda for Future Research

Abstract: Given the importance and popularity of employee job attitudes in academics and practice (e.g., annual engagement surveys), it is crucial to explore and summarize previous developments in the literature to identify ways to advance the field. The current review takes a systematic approach to exploring the nomological network, including investigating redundancy, of seven common job attitudes. We present a portfolio of evidence relying on three primary studies and one meta-analytic study (total k = 6631; total n = 3 309 205). Our results raise concerns about the measurement of select job attitudes. Further, job attitudes are moderately to strongly correlated with each other (most relations landing between ρ = .50 and .69) and have similar patterns of relationships with antecedents, correlates, and outcomes. Yet, relative weights analyses illustrate that some attitudes have more validity in predicting key employee outcomes than others, which points to theoretically relevant utility concerns among specific job attitudes. This review offers a contribution by synthesizing the literature and developing a future research agenda based on the current findings that will advance the field further. Finally, this work offers a primer on job attitudes, with definitions, applicable theoretical frameworks, scales and items, and empirical relationships between key constructs.

COVID‐19 and individual performance in global virtual teams: The role of self‐regulation and individual cultural value orientations

Abstract: Summary Since the onset of the COVID‐19 pandemic, global virtual teams (GVTs) have become increasingly important. Drawing on conservation of resources theory and self‐regulation theory, we examined the mechanism and process underlying individuals' performance in GVTs in this specific situation. We posit that the local severity of the pandemic has a negative effect on individuals' performance in GVTs and that self‐regulation functions as a coping mechanism in times of pandemic‐related ambient stress, reducing its negative effect on performance. We suggest that three cultural value orientations, that is, uncertainty avoidance, collectivism, and long‐term orientation, explain different levels of self‐regulation, which in turn moderates the relationship between the local severity of the pandemic and individual performance in GVTs. Based on a sample of 2727 individuals from 31 countries participating in an international business consulting project during the early stage of the unfolding pandemic, we show that (a) the local severity of the pandemic had a negative effect on individuals' performance, (b) the negative effect of the pandemic on performance is weaker for individuals with high self‐regulation, and (c) uncertainty avoidance and long‐term orientation are positively associated with self‐regulation, which mediates the moderating relationship between the cultural value orientations and the relationship between the COVID‐19 pandemic and individual performance in GVTs.