Abstract:
Fundamentals of Human Resource Management People, Data, and Analytics.

 

Abstract:
Experiencing Event Management During the Coronavirus Pandemic: a Public Sector Perspective.

Events have played a significant role in the way in which the Coronavirus pandemic has been experienced and known around the world. Little is known though about how the pandemic has impacted on supporting, managing and governing events in municipal (i.e. local) authorities as key stakeholders, nor how events have featured in the opening-up of localities. This paper reports on empirical research with senior events officers for local authorities in the UK on these key knowledge gaps. Specifically, it examines events officers' unfolding experiences of the pandemic. The paper points to unpreparedness for a crisis of this scale and magnitude, and the roles of innovation, adaptation and co-production in the emergent response. It highlights the transformative nature of the pandemic through reconsiderations of the purpose of public sector involvement in events and, from a policy perspective, how relatively smaller-scale, more agile and lower-risk arts events and performances can figure in local recovery. Finally, while the effects on, and response of, the body corporate (the local authority) to crises is an obvious focus, it is important to recognise those of the individuals who manage the response and drive change. 

Abstract:
Managers are Less Burned-Out at the Top: the Roles of Sense of Power and Self-Efficacy at Different Hierarchy Levels.

While managers generally seem to enjoy better mental health than regular employees, there are also plenty of reports about them suffering from burnout. The present study explores this relationship between hierarchy level and burnout in more detail. In doing so, we not only investigate what impact managerial rank may have on burnout, but we also contrast two different theoretically meaningful mediators for the relationship: sense of power (feeling in control over people) and work-related self-efficacy (feeling in control over tasks). The results of two surveys—the first with 580 managers (single-source) and the second with 154 managers matched with ratings from close others (multi-source)—show a negative relationship between managers’ hierarchy level and burnout that is explained by both mediators independently. Additional analyses reveal that high sense of power and high self-efficacy are both necessary conditions for low levels of burnout. Such fine-grained analyses allow us to understand why managers at the top are less threatened by burnout, in contrast to what some media reports suggest. 

Abstract:
Narrative Reporting: State of the Art and Future Challenges.

Narrative reporting, both in relation to financial and non-financial information, is increasingly used and often mandated, with significant managerial discretion regarding content. As policy makers consider reporting as a tool for regulation to steer the behaviour of companies towards improving practices and performance upon which they have to disclose, the aim of this paper is to provide the state of the art in the academic literature on narrative reporting and identify future challenges. In order to do so, the paper investigates three questions: (1) How has the quality of narrative reporting been defined? (2) What narrative information is required and used by various stakeholders? (3) What are the real effects of narrative reporting? in answering these three questions, our review also gives implications for both future academic research and policy makers. 

Abstract:
Situational factors shape moral judgements in the trolley dilemma in Eastern, Southern and Western countries in a culturally diverse sample.

The study of moral judgements often centres on moral dilemmas in which options consistent with deontological perspectives (that is, emphasizing rules, individual rights and duties) are in conflict with options consistent with utilitarian judgements (that is, following the greater good based on consequences). Greene et al. (2009) showed that psychological and situational factors (for example, the intent of the agent or the presence of physical contact between the agent and the victim) can play an important role in moral dilemma judgements (for example, the trolley problem). Our knowledge is limited concerning both the universality of these effects outside the United States and the impact of culture on the situational and psychological factors affecting moral judgements. Thus, we empirically tested the universality of the effects of intent and personal force on moral dilemma judgements by replicating the experiments of Greene et al. in 45 countries from all inhabited continents. We found that personal force and its interaction with intention exert influence on moral judgements in the US and Western cultural clusters, replicating and expanding the original findings. Moreover, the personal force effect was present in all cultural clusters, suggesting it is culturally universal. The evidence for the cultural universality of the interaction effect was inconclusive in the Eastern and Southern cultural clusters (depending on exclusion criteria). We found no strong association between collectivism/individualism and moral dilemma judgements. 

Abstract:
Walking Our Evidence-Based Talk: the Case of Leadership Development in Business Schools.

Academics have lamented that practitioners do not always adopt scientific evidence in practice, yet while academics preach evidence-based management (EBM), they do not always practice it. This paper extends prior literature on difficulties to engage in EBM with insights from behavioral integrity (i.e. the study of what makes individuals and collectives walk their talk). We focus on leader development, widely used but often critiqued for lacking evidence. Analyzing 60 interviews with academic directors of leadership centers at top business schools, we find that the selection of programs does not always align with scientific recommendations nor do schools always engage in high-quality program evaluation. Respondents further indicated a wide variety of challenges that help explain the disconnect between business schools claiming a but practicing B. Behavioral Integrity theory would argue these difficulties are rooted in the lack of an individually owned and collectively endorsed identity, an identity of an evidence-based leader developer (EBLD). A closer inspection of our data confirmed that the lack of a clear and salient EBLD identity makes it difficult for academics to walk their evidence-based leader development talk. We discuss how these findings can help facilitate more evidence-based leader development in an academic context.  

Abstract:
When and why does status threat at work bring out the best and the worst in us? a temporal social comparison theory.

This paper seeks to explain when and why people respond to status threat at work with behaviors oriented toward either self-improvement or interpersonal harming. To that end, we extend the established static social comparison perspective on status threat. Specifically, we introduce the notion of temporal proximity of status threat, which is informed by five temporal social comparison markers. We argue that people construe distal future status gaps as a challenge (and thus show self-improvement-oriented responses), but construe a more proximal status gap as a threat (and thus engage in negative interpersonal behaviors). Further, we introduce three factors of uncertainty that may render the underlying temporal comparison less reliable, and thereby less useful for guiding one's response. Overall, our temporal social comparison theory integrates and extends current theorizing on status threat in organizations by fully acknowledging the dynamic nature of social comparisons. Plain Language Summary Employees often compare themselves to others to evaluate their status. If they perceive that their status is at threat or risk losing status, they engage in behaviors to prevent status loss. These behaviors can be positive, aimed at improving one's position or they can be negative, aimed at harming others. This paper develops a theoretical framework to examine when employees engage in more challenge- vs. threat-oriented behaviors. We argue that an important question how employees react to status threat is its temporal proximity—will an employee's status be threatened in the near versus distal future? We propose that the more distal (vs. proximate) the status threat is, the more employees gravitate towards challenge- and less threat-oriented behaviors. But how do employees know when a status threat occurs in the future? We argue that employees will compare their past status trajectories to co-workers’ status trajectories to mentally extrapolate the temporal proximity of such a threat. More specifically, we propose five characteristics (temporal markers) of social comparison trajectories that inform employees about the temporal proximity: their relative current position, the relative velocity and acceleration of their status trajectory, their relative mean status level, and their relative minimum and maximum status. Moreover, we suggest that employees’ conclusions from these markers are weakened by uncertainty in the “data stream” of social comparison information over time, that is, the length of the time span available, the amount of interruptions in this data stream, and the number of fluctuations in their own and others’ status trajectories.  

Abstract:
With or against others? Pay-for-Performance activates aggressive aspects of competitiveness.

While paying employees for performance (PfP) has been shown to elicit increased motivation by way of competitive processes, the present paper investigates whether the same competitive processes inherent in PfP can also encourage aggressiveness. We tested our hypothesis in three studies that conceptually build on each other: First, in a word completion experiment (N = 104), we find that PfP triggers the implicit activation of the fighting and defeating facets of competitiveness. Second, in a multi-source field study (N = 94), co-workers reported more interpersonal deviance from colleagues when the latter received a performance bonus than when they did not. In our final field study (N = 286), we tested the full model, assessing the effect of PfP and interpersonal deviance mediated by competitiveness: Employees with a bonus self-reported higher interpersonal deviance towards their co-workers, which was mediated by individual competitiveness. These findings underscore that PfP can entail powerful yet widely unstudied collateral effects. 

Abstract:
A Review of Fatherhood and Employment: Introducing New Perspectives for Management Research.

In this review, we synthesise the growing body of interdisciplinary research on fatherhood and employment for the purpose of guiding future management studies research on the topic. We argue that shifts in research approaches and assumptions are required to fully understand the situation of contemporary employed fathers. Our review draws attention to four distinct but related lenses: work, family, and fatherhood; masculine hegemony and fatherhood; involved fathering; and diversity and fatherhood. Extant research on fatherhood and employment reflects often static notions about the ‘nuclear family’, with expectations about paternal work orientation failing to reflect contemporary paternal experience. We introduce the sociological concept of ‘family practices’ as a means of shifting from traditional (wherein fathers are positioned as breadwinners and mothers as child-carers within heterosexual couples) to more fluid family forms that characterise 21st century ways of ‘doing fatherhood’. Implications and avenues for future management studies research are discussed. 

Abstract:
Best research practices for using the Implicit Association Test.

Interest in unintended discrimination that can result from implicit attitudes and stereotypes (implicit biases) has stimulated many research investigations. Much of this research has used the Implicit Association Test (IAT) to measure association strengths that are presumed to underlie implicit biases. It had been more than a decade since the last published treatment of recommended best practices for research using IAT measures. After an initial draft by the first author, and continuing through three subsequent drafts, the 22 authors and 14 commenters contributed extensively to refining the selection and description of recommendation-worthy research practices. Individual judgments of agreement or disagreement were provided by 29 of the 36 authors and commenters. of the 21 recommended practices for conducting research with IAT measures presented in this article, all but two were endorsed by 90% or more of those who felt knowledgeable enough to express agreement or disagreement; only 4% of the totality of judgments expressed disagreement. For two practices that were retained despite more than two judgments of disagreement (four for one, five for the other), the bases for those disagreements are described in presenting the recommendations. The article additionally provides recommendations for how to report procedures of IAT measures in empirical articles. 

Abstract:
Building business resilience to external shocks: Conceptualising the role of social networks to small tourism & hospitality businesses.

Micro and small enterprises comprise the majority of the tourism and hospitality businesses globally and contribute heavily to the economic livelihood of many communities. However, their distinctive characteristics also make them among the most vulnerable to the impacts of external shocks. This paper proposes a conceptual model of how social networks may help micro-small tourism and hospitality businesses build resilience to disasters and crises. Informed by concepts of social capital theory, business continuity goals, and the resource-based view, we argue that social networks are a crucial factor in assisting the survival and recovery of micro-small tourism and hospitality businesses after external shocks through the provision of greater access to a multitude of resources (natural, physical, financial, human, social). Drawing on relevant literature on tourism disaster and crisis management as well as small business management and social network research, we develop a series of propositions and an agenda for future studies. In doing so, this paper contributes to currently limited theoretical work in the tourism disaster and crisis management literature while encouraging greater research attention to micro-small tourism and hospitality businesses as a means of helping to foster more resilient businesses in the face of possible future shocks. 

Abstract:
Confinement during the COVID-19 pandemic: How multi-domain work-life shock events may result in positive identity change.

During the COVID-19 pandemic many countries enforced mandatory stay-at-home orders. The confinement period that took place may be regarded as a multi-domain work-life shock event, severely disrupting both the professional and the family sphere. Taking an identity lens, this study examines whether and how identity changed during confinment by drawing from a diary study consisting of 14 working parents who filled out a daily diary over a period of seven weeks of mandated home confinement in France. The findings suggest how both work-related and family-related identity change may occur when individuals are confronted with a multi-domain work-life shock event such as the pandemic. Further, the findings point to three identity responses to this event: work-life identity threat, work-life identity reflection, and work-life identity reconstruction. For most participants, the seven-week period resulted in significant and positive shifts in their work and family identities to better align with their internal beliefs rather than relying on societally imposed expectations about what it means to be a good parent and worker. 

Abstract:
Consequences of Economic Inequality for the Social and Political Vitality of Society: a Social Identity Analysis.

Economic inequality has been found to have pernicious effects, reducing mental and physical health, decreasing societal cohesion, and fueling support for nativist parties and illiberal autocratic leaders. We start this review with an outline of what social identity theorizing offers to the study of inequality. We then articulate four hypotheses that can be derived from the social identity approach: the fit hypothesis, the wealth-categorization hypothesis, the wealth-stereotype hypothesis, and the sociostructural hypothesis. We review the empirical literature that tests these hypotheses by exploring the effect of economic inequality, measured objectively by metrics such as the Gini coefficient as well as subjectively in terms of perceptions of economic inequality, on wealth categorization (of others and the self), the desire for more wealth and status, intergroup hostility, attitudes towards immigrants, prosocial behavior, stereotyping, the wish for a strong leader, the endorsement of conspiracy theories, and collective action intentions. As we will show, this research suggests that economic inequality may have even more far-reaching consequences than commonly believed. Indeed, investigating the effects of economic inequality on citizens' sociopolitical behaviors may be increasingly important in today's turbulent political and social landscape. 

Abstract:
Discovering the secrets of leadership success: Comparing commercial and academic preoccupations.

Having access to the “secrets” of leadership promises to be immensely valuable to those wishing to lead. But what are these “secrets”? in this study, we examined the types of non-academic theorizing (communicated as leadership “secrets”) that writings for a general audience convey. A content analysis of 131 commercial books on leadership “secrets” revealed seven major “secrets” that pertained to (1) knowledge and learning, (2) habits, behaviors, and practices, (3) handling failure, challenges, and struggle, (4) personal inspiration, drive, and motivation, (5) team, group, and organizational strategy, (6) choices and decisions, and (7) communication skills. Intriguingly, the prevalence of leadership “secrets” varied in a cyclical pattern across time such that some “secrets” lost prominence in one period only to reemerge in another. We also observed a considerable degree of correspondence between the foci of topics in these commercial outlets and the foci of academic publications. JEL Classification: J24, O15, M12  

Abstract:
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.

This study takes an affiliative coping theory perspective to examine whether working adults reactivated dormant ties with individuals they had not contacted for at least 3 years to cope with stressors experienced due to the COVID-19 pandemic. Stressors originating in the workplace (job insecurity and remote work) and in the family (stressful familial social ties) were examined in a sample of 232 working adults in the southeastern United States. Individuals were more likely to reactivate their dormant ties when their job was insecure, and the magnitude of the reactivations was greater among individuals experiencing stressful social ties with family members than those not experiencing those stressors. We also found that there was a significant interaction between remote work and having a stressful tie within the household in dormant tie reactivation. Although previous theory has focused mostly on the benefits of frequent, active social relationships for coping, our results suggest that reactivating dormant ties might be a coping mechanism as well. Our study also suggests that workplace dormant tie research should broaden its focus beyond exchanged instrumental support to consider emotional support that might be transferred during reactivation. (PsycInfo Database Record (c) 2021 APA, all rights reserved). 

Abstract:
Exploring the Bounds of Pygmalion Effects: Congruence of Implicit Followership Theories Drives and Binds Leader Performance Expectations and Follower Work Engagement.

The topic of work engagement is moving up on the managerial agenda as it sets the stage for numerous beneficial outcomes for both organizations and their employees. It is clear, however, that not all employees are equally engaged in their job. The current study taps into theory on positive self-fulfilling prophecies induced by leaders’ high expectations of followers (i.e. the Pygmalion effect) and examines their potential to facilitate follower work engagement. By integrating literature on implicit followership theories with the Pygmalion model, we investigate the assumption that leaders’ high expectations are universally perceived as and therefore foster the same desirable results for all employees. We argue and find that the extent to which followers’ work engagement benefits from high leader expectations depends on their implicit followership theory of industry (IFTI; i.e. the general belief that employees are hardworking, productive, and willing to go above and beyond). We also find that when followers hold a high IFTI but feel that their leader does not convey high expectations, their engagement at work suffers. In addition, we examine whether leaders’ IFTI forms the origin of naturally occurring Pygmalion effects. Our results show that a positive IFTI among leaders is especially interpreted as high/positive expectations by followers who also hold a high/positive IFTI. Our study introduces boundary conditions to the Pygmalion-at-work model by revealing the interactive role of leaders’ and followers’ implicit followership theory of industry. We contribute to the advancement of cognitive, follower-centric perspectives on leadership and provide evidence for the importance of schema congruence. 

Abstract:
Homeworking, Well-Being and the COVID-19 Pandemic: a Diary Study.

As a response to the COVID-19 pandemic, many governments encouraged or mandated homeworking wherever possible. This study examines the impact of this public health initiative on homeworkers’ well-being. It explores if the general factors such as job autonomy, demands, social support and work–nonwork conflict, which under normal circumstances are crucial for employees’ well-being, are outweighed by factors specific to homeworking and the pandemic as predictors of well-being. Using data from four-week diary studies conducted at two time periods in 2020 involving university employees in the UK, we assessed five factors that may be associated with their well-being: job characteristics, the work–home interface, home location, the enforced nature of the homeworking, and the pandemic context. Multi-level analysis confirms the relationship between four of the five factors and variability in within-person well-being, the exception being variables connected to the enforced homeworking. The results are very similar in both waves. A smaller set of variables explained between-person variability: psychological detachment, loneliness and job insecurity in both periods. Well-being was lower in the second than the first wave, as loneliness increased and the ability to detach from work declined. The findings highlight downsides of homeworking, will be relevant for employees’ and employers’ decisions about working arrangements post-pandemic, and contribute to the debate about the limits of employee well-being models centred on job characteristics. 

Abstract:
How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance.

Is it wise to be authentic, that is, to express your inner thoughts and feelings, in a team context? Although authenticity can be argued to benefit teamwork as authentic team members contribute their unique perspectives, it can also hinder teamwork if those unique perspectives are not heard and integrated. Using theory on groups as information processors, we propose that when team members both contribute their own unique perspectives (team mean authentic living), and try to understand each other's contributions (team mean perspective taking), a process of information elaboration occurs at the team level, which in turn leads to team performance. Study 1 tested these assumptions in 67 teams of students (N = 247), whereas Study 2 used 37 teams of employees (N = 194). Results support the hypothesized interaction between team mean authentic living and team mean perspective taking on team information elaboration such that the effects were positive when perspective taking was high but negative when it was low. In terms of team performance, although team information elaboration consistently predicted team performance in both studies, Study 1 could not confirm the hypothesized indirect effects, whereas Study 2 confirmed only the hypothesized positive indirect effect. (PsycInfo Database Record (c) 2021 APA, all rights reserved). 

Abstract:
New versus Frequent Donors: Exploring the Behaviour of the Most Desirable Donors.

While there is no shortage of worthy recipients for prosocial behaviour, there is a constant battle to attract and keep donors. This research examines both money and blood donor behaviour for two key groups, new donors, (to grow the donor base), and frequent donors (to secure current support streams). We draw on over 1.2 million records from a U.S. health related charity for a three-year timeframe; and records of all Australian blood donors (1.1 million) for a five-year timeframe. We show the law-like patterns that underpin brand growth in other markets also apply in the non-profit sector. The vast majority of new donors give just once or twice a year with few giving at higher frequency levels. The stability of donation churn across blood and money suggests a structural norm in behaviour over time rather than an outcome of marketing activity. We discuss implications for resource allocation and marketing strategies.  

Abstract:
Overqualification at Work: a Review and Synthesis of the Literature.

Both perceived and objective measures of employee overqualification can impact job attitudes, various workplace behaviors, and work relationships. Utilizing motivation and capability-based theoretical approaches, this review summarizes research regarding the antecedents (demographic influences, personality traits, relational influences, job characteristics) and outcomes (individual health and well-being, turnover intentions and turnover, job performance, organizational citizenship behaviors, interpersonal relationships, innovative behaviors, counterproductive work behaviors, and career success) of overqualification. In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for research.  

Abstract:
Positive and negative tie perceptual accuracy: Pollyanna principle vs. negative asymmetry explanations.

We examine the affective content of ties and explore whether negative affective tie content is systematically advantaged or disadvantaged when recalling the social network as compared to positive affective tie content. We test this in three workgroups from two organizations and analyze differences in perceptual accuracy comparing negative and positive affective tie perception. We theorize that ego will be more accurate for others’ positive than negative ties due to generalized positivity bias, or the Pollyanna principle. We also theorize that ego will be more accurate for their own negative ties due to negative asymmetry perspective, as ego will attend more to those ties that pose a personal threat. Findings suggest that observers were more accurate overall about their own and others’ positive compared to negative affective ties. We conclude that the Pollyanna principle is an important factor in explaining perceptions in naturalistic cognitive networks. Supplementary analysis showed that negative ties were more likely to be missed and imagined and having a valenced tie toward another person influences perceptions of that persons’ network ties. Finally, we find that balanced and imbalanced triads were also important factors of relative accuracy. The study's contribution, limitations, and future research are also discussed. 

Abstract:
Proactivity at Work: the Roles of Respectful Leadership and Leader Group Prototypicality.

We propose that two aspects of leadership, perceived respectful leadership and the degree of leaders prototypicality, positively affect employee proactivity. A multisource and multilevel field study of 234 employees supervised by 62 leaders shows that respectful leadership relates positively to employee proactivity in terms of personal initiative and that leader group prototypicality diminishes this effect. Moreover, perceived respectful leadership and prototypicality substitute for one another in their relation to follower proactivity. This study contributes to previous research that shows leader follower relationships enhance proactivity by showing the impact of perceived respectful leadership and leader group prototypicality. 

Abstract:
Problematizing leadership learning facilitation through a trickster archetype: an investigation into power and identity in liminal spaces.

This study uses the archetype of a ‘trickster’ to reflect back on, and hence problematize, the role of the educator/facilitator identity in leadership learning. This is based on the view that a trickster is a permanent resident in liminal spaces and that these liminal spaces play an important role in leadership learning. Our approach was based on the reading of the trickster literature alongside reflective conversations on our own experiences of facilitation of leadership learning, development and education. We suggest that paying attention to the trickster tale draws attention to the romanticization of leadership development and its facilitation as based on a response to crisis that leads to a further enhancement of the leader as a hero. Hence, it also offers ways to problematize leadership learning by uncovering the shadow side of facilitation and underlying power relations. We therefore contribute by showing how, as facilitators, we can use the trickster archetype to think more critically, reflectively and reflexively about our role and practices as educators, in particular, the ethical and power-related issues. In our conclusions, we make recommendations for research, theory and practice and invite other facilitators to share with us their trickster tales.  

Abstract:
Spa tourism opportunities as strategic sector in aiding recovery from Covid-19: the Spanish model.

Spa tourism has been experiencing over the last decades significant changes in its nature. Supply and demand have changed in recent years, impacting on the function of thermal centers in general, and on the use of their base resource, mineral-medicinal water, in particular. Recently, this productive sector has been forced to resituate itself due to the unexpected outbreak of the Covid pandemic whose impacts on the sector are still to be fully calibrated, although it has already halted a large part of economic activity and global flows of people and goods. The present investigation examines the function and potential that spas have as health agents. In the case of Spain, this research note reflects on the opportunities, for a repositioning of this activity in the tourist dynamics that arise during and after a period of crisis. 

Abstract:
Testing the motivational effects of attainable role models: Field and experimental evidence.

The motivational theory of role modeling proposes motivational processes as critical mechanisms through which attainable role models can increase role aspirants' adoption of more ambitious goals. We conducted four studies to empirically test this proposition with role aspirants and their role models in field and experimental settings (total N = 2,165). Results provide empirical support for motivational processes of role modelling. Together they demonstrate that role models increase role aspirants' subjectively perceived probability of success (i.e. expectancy) and in turn motivation and goals, but only when they are perceived as attainable. These findings reveal how vital it is to raise the visibility of role models who embody representations of the possible and call for further research to understand how role models can reinforce expectancy by changing perceptions of one's own success, particularly the aspirations of minority group members. 

Abstract:
To which world regions does the valence-dominance model of social perception apply?.

Over the past 10 years, Oosterhof and Todorov's valence-dominance model has emerged as the most prominent account of how people evaluate faces on social dimensions. In this model, two dimensions (valence and dominance) underpin social judgements of faces. Because this model has primarily been developed and tested in Western regions, it is unclear whether these findings apply to other regions. We addressed this question by replicating Oosterhof and Todorov's methodology across 11 world regions, 41 countries and 11,570 participants. When we used Oosterhof and Todorov's original analysis strategy, the valence-dominance model generalized across regions. When we used an alternative methodology to allow for correlated dimensions, we observed much less generalization. Collectively, these results suggest that, while the valence-dominance model generalizes very well across regions when dimensions are forced to be orthogonal, regional differences are revealed when we use different extraction methods and correlate and rotate the dimension reduction solution. PROTOCOL REGISTRATION: the stage 1 protocol for this Registered Report was accepted in principle on 5 November 2018. The protocol, as accepted by the journal, can be found at https://doi.org/10.6084/m9.figshare.7611443.v1.  

Abstract:
When being oneself is socially rewarded: Social identification qualifies the effect of authentic behavior at work.

Is “be yourself” always the best advice? We suggest that interpersonal consequences of behaving authentically depend on the extent to which individuals identify with the social environment where they behave authentically. Bridging the research on authenticity, social identity, and conflict, we propose that for high identifiers, authentic behavior reveals how similar they are to others, thereby reducing dyadic relationship conflict. When social identification is low, behaving authentically increases the salience of how different the individual is from others, increasing relationship conflict. In a multi-source time-lag sample of professional work teams (Study 1), we found that authentic behavior indeed reduced relationship conflict and enhanced task performance for high identifiers, but had an inverse, detrimental effect for low identifiers. In a sample of student teams (Study 2), we only found an attenuating effect of authentic behavior on relationship conflict for high identifiers, and no effect for low identifiers. These results suggest that the advice “to be yourself” applies in educational contexts involving younger adults, but has to be prescribed with care in professional work contexts. Our findings emphasize the importance of social context for the consequences of authentic behavior, and call for more research on the contextual effects of authenticity. 

Abstract:
All for us and us for all: Introducing the 5R Shared Leadership Program.

While most leadership programs seek to develop the leadership qualities of the formal team leader, programs that aim to develop the leadership qualities of team members are rare. This article draws on insights from organisational and sport psychology to develop and introduce a new leadership development program — the 5R Shared Leadership Program (5RS) — that (1) implements a structure of shared leadership (through Shared Leadership Mapping) and (2) further develops participants’ leadership potential (through the 5R's of Readying, Reflecting, Representing, Realising, and Reporting). More specifically, being a close intertwinement of shared leadership theorising and the social identity approach to leadership, 5RS helps leaders in the team to create, embody, advance, and embed a collective sense of ‘us’ in their teams. In this article, we aim to shed light on the underpinning theoretical foundation of 5RS, while also sharing insights about how 5RS can be delivered in practice. Furthermore, to provide initial insight into the applicability of 5RS in both organisational and sport contexts, we conducted a longitudinal qualitative comparison study. This involved collecting qualitative data from two initial implementations: with an organisational team (N = 16) and a sport team (N = 16). A critical reflection on these initial implementations of 5RS leads to recommendations for future efforts to develop shared leadership in organisational and sporting teams. In particular, we highlight the importance of explaining the nature of shared leadership at the start of the program and of having multiple follow-up sessions for participants. In conclusion, by helping leaders in the team to develop and mobilise a sense of ‘us-ness’, 5RS gives leaders and their teams the tools to create the best possible version of ‘us’. 

Abstract:
Be(com)ing Real: a Multi-source and an Intervention Study on Mindfulness and Authentic Leadership.

Although authentic leadership has been shown to inform a host of positive outcomes at work, the literature has dedicated little attention to identifying its personal antecedents and effective means to enhance it. Building on strong theoretical links and initial evidence, we propose mindfulness as a predictor of authentic leadership. In 2 multi-source field studies (cross-sectional and experimental), we investigated (a) the role of leaders’ trait mindfulness and (b) the effectiveness of a low-dose mindfulness intervention for perceptions of authentic leadership. The results of both studies confirmed a positive relation between leaders’ trait mindfulness and authentic leadership as rated by both followers and leaders. Moreover, the results of study 2 showed that the intervention increased authentic leadership via gains in leaders’ mindfulness, as perceived by both followers and leaders. In addition, we found that the intervention positively extended to followers’ work attitudes via authentic leadership. The paper concludes with a discussion of the study’s implications for leadership theory and leader development. 

Abstract:
Examining the relationships between market indicators and hotel pricing approaches.

Hotels are employing revenue management (RM) to improve profitability by efficiently managing the effects of capacity, as well as the effects of performance factors to model consumer behavior. This empirical paper discusses the extent and use of different pricing approaches and their success in this multichannel environment. Do hotels consider the effect of different pricing strategies? We compare the impact of the RM factors on the main pricing techniques and by using a hotel chain scale. Based on a sample of revenue managers’ responses, the results of this study confirm that while traditional pricing techniques are an old applicable approach, they are still used extensively. The empirical results show an association among distribution channels and dynamic pricing (DP) strategies, albeit the relationship is not such robust concerning traditional pricing techniques. From a practical standpoint, hotels would advance consumer-centric strategies to bargain competitive rates in the market. The results indicate that more than half of the respondent properties transact business through a type of opaque mechanism, but not for the luxury category. Empirical analysis by chain scale illustrates that in practice, most companies are adopting different pricing techniques considering the period and the market hurdles. Small chain hotels mainly implemented some form of traditional pricing techniques or the opaque mechanism, while the DP approach is more consistent with large chain hotels. This implies that the current environment of available data on the pricing optimization left of any provision of the consumer’s willingness to pay is challenging and distresses the hotels’ promotion of product segmentation.  

Abstract:
From zero to hero: an exploratory study examining sudden hero status among nonphysician health care workers during the COVID-19 pandemic.

The recent COVID-19 pandemic has raised the visibility of health care workers to the level of public heroes. We study this phenomenon by exploring how nonphysician health care workers, who traditionally believed they were invisible and undervalued, perceive their newfound elevated status during the pandemic. Drawing from a qualitative study of 164 health care workers, we find that participants interpreted the sudden visibility and social valorization of their work as temporary and treated it with skepticism, incredulity, and as devoid of genuinely transformative power. We seek to contribute to the recent call to develop novel approaches to understanding the contours of the paradoxical nature of invisibility in the workplace by offering insights into what makes "invisible" workers accept or reject publicly driven elevation in their sudden social valorization. (PsycInfo Database Record (c) 2020 APA, all rights reserved). 

Abstract:
Identity economics meets identity leadership: Exploring the consequences of elevated CEO pay.

Economists have recently proposed a theory of identity economics in which behavior is understood to be shaped by motivations associated with identities that people share with others. At the same time psychologists have proposed a theory of identity leadership in which leaders' influence flows from their creation and promotion of shared identity with followers. Exploring links between these approaches, we examine the impact of very high leader pay on followers' identification with leaders and perceptions of their leadership. Whereas traditional approaches suggest that high pay incentivizes leadership, identity-based approaches argue that it can undermine shared identity between leaders and followers and therefore be counterproductive. Supporting this identity approach, two studies provide experimental and field evidence that people identify less strongly with a CEO who receives high pay relative to other CEOs and that this reduces that leader's perceived identity leadership and charisma. The implications for leadership, economics, and organizations are discussed. 

Abstract:
Impacts of climate change on tourism and marine recreation.

Tourism. and. marine. recreation form. a. major. component. of. the. UK. visitor economy. with. the. tourism. sector. alone. worth. £127. billion. and. accounting for. 3.1. million. jobs. in. 2017. Much. of. this. activity. takes. place. in. coastal resorts and natural settings. While the nature and value of such activity and settings. have. been. extensively. researched. far. less. is. known. about. the magnitude. of. possible. impacts. of. climate. change. on. them. and. the. likely adaptations. that. will. be. necessary. Many. likely. effects. recognised. in. 2013 remain. broadly. evident. but. have. not. been. revisited. in. light. of. subsequent advances in climate science. The body of knowledge on ‘what is happening’ and ‘what may happen’ has not grown, and together this suggests a relative decline in the evidence base relating to tourism and marine recreation. Three knowledge. gaps. identified. in. 2013. (visitor. preferences. for. conditions, vulnerability of coastal destinations, and the magnitude and timing of climate change. impacts). have. not. been. satisfactorily. addressed. in. the. interim. In 2019. the. key. challenges. and. emerging. issues. are. more. broadly. based, namely:. to. move. beyond. the. 2013. picture. in. particular. to. consider. the potential and effectiveness of current and planned approaches to adaptation; to appraise. both. vulnerabilities andopportunities. for. business. more systematically; and to improve analytical precision by considering the effects ofclimate change on different types of tourism and marine recreation and the attendant combinations of activities, stakeholders and geographies at the local (i.e. destination) level. 

Abstract:
In self-defense: Reappraisal buffers the negative impact of low procedural fairness on performance.

Contrary to an often-found result in the organizational justice literature, we suggest that there may be circumstances under which organization members will not perform poorly in response to being on the receiving end of low procedural fairness. To explain the theoretical mechanism, we integrate the group engagement model of justice with the emotion regulation perspective. Specifically, we argue that the detrimental effect of lower procedural fairness on performance is attenuated when individuals engage in reappraisal. Moreover, this is the case because reappraisal makes lower procedural fairness less likely to undermine self-perceived standing in the organization. Three experiments and a multisource survey among employees reveal support for these predictions. This research contributes to the organizational justice literature by showing that reappraisal can help maintain performance when people have experienced low procedural fairness, extending the typical finding that low procedural fairness undermines performance. Theoretical and practical implications, limitations, and suggestions for future research are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved). 

Abstract:
Jump-Starting the Socialization Experience: the Longitudinal Role of Day 1 Newcomer Resources on Adjustment.

We examine the newcomer adjustment patterns of 985 new hires at a Fortune 500 technology organization across their first year on the job. Data were collected from newcomers, their managers, and company records from organizational entry (employee’s first day) to the end of the first year of employment. We examined, first, whether newcomer resources (material, personal, social, and status resources) related to early newcomer adjustment levels (role clarity, task mastery, and acceptance) and rates of adjustment and, second, how newcomer resources and the rate of adjustment related to manager ratings of newcomer adjustment at 9 and 12 months post-entry. The average of every adjustment variable was higher at the latest data collection point, indicating that time was on newcomers’ side and was related, overall, to higher adjustment levels. Finally, we explored which resources related to the three newcomer adjustment indicators and the shapes adjustment trajectories took depending on resources at organizational entry. Results indicated that personal resources (proactive personality, optimism, and organizational knowledge) were related to early adjustment. Regarding material resources, having a work station ready the first day on the job was related to adjustment. For social resources, meeting one’s manager the first day on the job was related to early social acceptance. For status resources, greater newcomer job level was unexpectedly not related to early adjustment. We found partial support for the direct relationships between early adjustment levels or adjustment rates and manager ratings of adjustment at 9 months but limited support for manager ratings of adjustment at 12 months.  

Abstract:
Making 'us' better: High-quality athlete leadership relates to health and burnout in professional Australian football teams.

Overtraining, exhaustion, and burnout are widely recognized problems amongst elite athletes. The present research addresses this issue by exploring the extent to which high-quality athlete leadership is associated with elite athletes' health and burnout. Participants (120 male athletes from three top-division Australian football teams) were asked to rate the quality of each of their teammates in four different leadership roles (i.e. as task and motivational leaders on the field and as social and external leaders off the field), and also to indicate their identification with their team as well as their self-reported health and burnout. Findings indicated that (a) being seen to be a good athlete leader by other members of the team and (b) having a good athlete leader on the team were both positively associated with better team member health and lower burnout. This relationship was mediated by athletes' identification with their team, suggesting that leaders enhance athletes' health and reduce athlete burnout by creating and maintaining a sense of shared identity in their team. This, in turn, suggests that coaches can foster an optimal team environment by developing the leadership potential of their athlete leaders - in particular, their skills that foster a sense of shared team identification. This is in the interests not only of team performance but also of team members' health and burnout. 

Abstract:
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality.

In this study, we hypothesized that perceived overqualification would interact with person-organization fit (P-O fit) to predict extra-role behaviors toward coworkers (organizational citizenship behaviors targeting others [OCBI] and voice) and indirectly relate to advice network centrality. We collected data from 332 municipality services employees reporting to 41 supervisors in Istanbul, Turkey, across three timepoints and from three different sources. Tests of our model provided partial support for our predictions. Results revealed that perceived overqualification had negative main effects on OCBI and interacted with P-O fit to affect voice. Further, P-O fit moderated the indirect effects of perceived overqualification on advice network centrality such that there were significant negative indirect effects via OCBI only when P-O fit is low. Implications for the overqualification, perceptions of fit, and social network literatures are discussed. 

Abstract:
Rethinking history and memory in organization studies: the case for historiographical reflexivity.

the historic turn in organization studies has led to greater appreciation of the potential contribution from historical research. However, there is increasing emphasis on integrating history into organization studies, rather than on recognizing how accommodating history might require a reorientation. As a result, key conceptual and methodological insights from historiography have been overlooked or at times misrepresented. We identify four modes of enquiry that highlight distinctions from history about ‘how to conceptualize’ and ‘how to research’ the past. First, historical organization studies research the past primarily through reference to archival sources. Second, retrospective organizational history reconstructs the past principally from retrospective accounts, such as those generated in oral history. Third, retrospective organizational memory uses ethnography and interviews to explore the role of memory in the present. Fourth, historical organizational memory traces the institutionalization of organizational memory through archival research. From the analysis, we argue that historical organization studies are increasingly established, and interest in ‘uses of the past’ has contributed to the rise of retrospective organizational memory. However, historiographical reflexivity – a new concept for organization studies – focuses attention on engaging with both history and collective memory, and on the distinct methodological choices between archival and retrospective methods.  

Abstract:
Shopping and tourism: a state-of-the-art review.

© 2020 Hamdard Foundation Pakistan. All rights reserved. Shopping is a common and enjoyable activity for the tourists while travelling. The relationship between shopping and tourism has been discussed extensively. Despite the numerous researches conducted on shopping tourism, the review in this segment is insufficient and in an early stage of research. This research attempts to expand the understanding of the nature of shopping tourism research. More explicitly, this review paper discusses on the relationship between tourism and retailing with the purpose of looking at the research trends between the years 2016-2019 using meta-analysis. Based on the extensive review and discussion of the related literature, shopping behaviour remains as the main focus of research and most studies were dominated by quantitative methods. 

Abstract:
Situational judgement tests for selection: Traditional vs construct-driven approaches.

CONTEXT: Historically, situational judgement tests (SJTs) have been widely used for personnel selection. Their use in medical selection in Europe is growing, with plans for further expansion into North America and Australasia, in an attempt to measure and select on 'non-academic' personal attributes. However, there is a lack of clarity regarding what such tests actually measure and how they should be designed, scored and implemented within the medical and health education selection process. In particular, the theoretical basis from which such tests are developed will determine the scoring options available, influencing their psychometric properties and, ultimately, their validity. METHODS: the aim of this article is to create an awareness of the previous theory and practice that has informed SJT development. We describe the emerging interest in the use of the SJT format to measure specific constructs (eg 'resilience', 'dependability', etc.), drawing on the tradition of 'individual differences' psychology. We compare and contrast this newer 'construct-driven' method with the traditional, pragmatic approach to SJT creation, often employed by organisational psychologists. Making reference to measurement theory, we highlight how the anticipated psychometric properties of traditional vs construct-driven SJTs are likely to differ. CONCLUSIONS: Compared to traditional SJTs, construct-driven SJTs have a strong theoretical basis, are uni- rather than multidimensional, and may behave more like personality self-report instruments. Emerging evidence also suggests that construct-driven SJTs have comparable predictive validity for workplace performance, although they may be more prone to 'faking' effects. It is possible that construct-driven approaches prove more appropriate at early stages of medical selection, where candidates have little or no health care work experience. Conversely, traditional SJTs may be more suitable for specialty recruitment, where a range of hypothetical workplace scenarios can be sampled in assessments. 

Abstract:
The value of 21st century work–family supports: Review and cross-level path forward.

© 2020 John Wiley. &. Sons, Ltd. The adoption of work–family supports (WFSs), defined as discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work–family conflict and/or supporting their family roles outside of the workplace, has become a growing trend in contemporary organizational life. Yet, despite their widespread popularity and vast scholarship investigating their effects, questions remain as to the value (i.e. positive effects or benefits) they provide to organizations and their stakeholders. In this review, we carefully examine and critique current research that explores the value of WFSs conducted within different academic disciplines, across global research contexts, and using a variety of methodological approaches. We pay particular attention to understanding the different ways and conditions under which employees and organizations can benefit from WFSs, and we highlight the potential paths (i.e. why and when) through which value can be experienced. In conducting this comprehensive review, we also discuss the critical theoretical and empirical limitations associated with extant studies. Lastly, we offer a path forward and agenda to explore new and novel directions for future research, including work and family relationships and cross-level investigations of WFSs that integrate individual, interpersonal, and organizational perspectives. 

Abstract:
When do Followers Perceive Their Leaders as Ethical? a Relational Models Perspective of Normatively Appropriate Conduct.

In the aftermath of various corporate scandals, management research and practice have taken great interest in ethical leadership. Ethical leadership is referred to as “normatively appropriate conduct” (Brown et al. in Organ Behav Hum Decis Process 97(2):117–134, 2005), but the prescriptive norms that actually underlie this understanding constitute an open question. We address this research gap by turning to relational models theory (Fiske in Structures of social life: the four elementary forms of human relations, Free Press, New York, 1991), which contextualizes four distinct moralities in four distinct interactional norms (i.e. the relational models). We expect that the norms inherent in each model dictate the type of leader relationship that followers deem ethical. Specifically, we hypothesize that, for each norm, followers will perceive leaders as less ethical the more discrepant, i.e. the more incongruent, followers’ ideal relational norm is with the perceived norm that they attribute to their actual leader–follower interaction. We tested the respective incongruence hypothesis in a cross-sectional survey of 101 Dutch employees. Polynomial regression and surface response analyses provide support for the hypothesized incongruence effects in each of the four relational models, suggesting that normatively appropriate conduct should not be limited to caring (i.e. community-oriented) behaviors. Indeed, all four relational models can predict ethical leadership perceptions. We discuss the implications in the context of ethical leadership research and managerial practice. 

Abstract:
Impossible Standards and Unlikely Trade-Offs: can Fathers be Competent Parents and Professionals?.

 

Abstract:
A post-disciplinary perspective on e-tourism.

 

Abstract:
The Chair, Board Processes and Gender: a case based exploration of faultlines in the boardroom.

 

Abstract:
The Impact of Regulating Board Gender Diversity on the Trickle-Down Effect: an Attention-Based View.