Search

The study intends to investigate the impact of servant leadership on pro-social rule-breaking directly and through the intervening mechanism of psychological safety. More, the study also plans to investigate whether compassion at work moderates the effect of servant leadership on psychological safety and pro-social rule-breaking and the indirect intervening effect of psychological safety between servant leadership and pro-social rule-breaking. Responses were collected from 273 frontline public servants in Pakistan. Using social information processing theory, the results revealed that servant leadership positively influences pro-social rule-breaking and psychological safety and that psychological safety influences pro-social rule-breaking. Results also revealed that psychological safety acts as an intervening mechanism in the relationship between servant leadership and pro-social rule-breaking. Moreover, compassion at work significantly moderates the relationships of servant leadership with psychological safety and pro-social rule-breaking, and that compassion at work ultimately alters the size of the intervening effect of psychological safety between the connection of servant leadership and pro-social rule-breaking. [ABSTRACT FROM AUTHOR]

This study aims to identify the key determinants of the level of informalization of micro-enterprises in Nigeria. We seek to understand the motives of entrepreneurs doing business in different segments of the informal sector and to clarify further the relationship between formal and informal economic activity. To fill the research gap, we developed a theoretical framework that focuses on a decision matrix regarding the level of informality. The quantitative approach involved a sample of 120 entrepreneurs operating in the Nigerian informal economy. Our results show that institutional constraints significantly affect the decision to engage in the informal sector. The institutional constraint is related to ambiguity in tax assessment and business registration policies and procedures, including the mismanagement of those in power. We conclude that the presence of informal firms is not always as harmful as it sometimes is considered to be. [ABSTRACT FROM AUTHOR]

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The cross cultural analysis on the business set up in France and Unites States has been presented. The analysis has come up with the conclusions that the reason for less entrepreneurship in France than United States is due to the less economic growth and financial difficulties of French rather than the legal system.

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Destructive leadership and employee silence have attracted increasing attention in the academy of organisational behaviour and human resource management. However, the research on the mediating mechanism and boundary variables of their relationship has received little attention. The main purpose of our research was to explore the underlying influence of negative leadership (specifically, destructive leadership) on employee silence by developing a moderated mediation model. Drawing from conservation of resources theory, role theory, and the job characteristic model, the new theoretical model concentrates on the role of stress with three dimensions as mediators and the job complexity as a moderator. Using 318 samples collected from multiple companies in southeast China, the model was tested through confirmatory factor analysis, correlation analysis, and the PROCESS program in AMOS and SPSS environments. Results reveal that employees may resort to silence in the workplace due to their feelings of role conflict, role ambiguity, and role overload when they face destructive leadership; while the presence of high job complexity makes the adverse impact of destructive leadership even worse. Managerial and practical implications, limitations, and research directions in future are discussed and offered. [ABSTRACT FROM AUTHOR]

Despite the importance of attributional complexity (AC) of managers in cross-cultural contexts, empirical tests of the relationship between AC and the degree to which managers make isomorphic (accurate) attributions are absent. This study provides a crucial contribution to the literature by focusing on the hitherto unexamined empirical link between AC and accurate attributions. This study also contributes to the literature by drawing on the psychological and leader attribution literature to delineate the processes resulting from the information processing of attributionally complex individuals who use complex schemata and then linking these processes to leadership in cross-national contexts. This article tests the theoretical propositions of the model focusing on the process through which AC of managers affects the accuracy of their attributions, subsequently leading to their behaviors that create the climate for leader effectiveness. We provide an empirical test with data from manager–subordinate dyads in France and India. The following hypotheses are supported: AC of managers is linked to accuracy of attributions, as perceived by subordinates and performance enhancement strategies of managers are linked to isomorphic attributions and to key outcome variables (subordinate satisfaction and leadership perceptions), with power distance being a critical moderator. By examining and showing evidence for the moderating impact of power distance, we also contribute to the cross-cultural management literature on leadership. Results are discussed, along with limitations/directions for future research. [ABSTRACT FROM AUTHOR]

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Alternative finance, which differs from traditional banks insofar as it serves developing societies' most disadvantaged populations, in many cases is merely a humanitarian gesture and not a base for sustainable development. [ABSTRACT FROM AUTHOR]

Past research on citizenship behavior has pointed primarily to its voluntary side—organizational citizenship behavior (OCB)—but some scholars have suggested that there is a nonvoluntary version of citizenship behavior—compulsory citizenship behavior (CCB). Drawing on conservation of resources theory and social identity theory, in this research we firstly examined the psychological mechanism underlying the relationship between CCB and the critical workplace deviant behavior of employee silence by developing a moderated mediation model wherein CCB predicted subordinates’ silence behavior through emotional exhaustion, with organizational identification acting as the boundary condition. Results from 2-wave lagged data (N = 242) collected in the manufacturing sector in China support our hypothesized model. We found that CCB was positively related to employee silence, and emotional exhaustion fully mediated this relationship; organizational identification weakened the relationship between CCB and emotional exhaustion, and organizational identification weakened the indirect effect of CCB on employee silence via emotional exhaustion. Contributions, practical implications, and several promising avenues for future research are discussed. [ABSTRACT FROM AUTHOR]