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This study examines whether workplace spirituality can influence the emotional labor strategy choices and the subjective well-being of service employees. We integrate conservation of resources theory and social role theory to examine the joint effects of workplace spirituality and gender differences on deep acting and surface acting. Our findings suggest that deep acting and surface acting differentially mediate the relationship between workplace spirituality and subjective well-being. Through a moderated mediation analysis, we demonstrate a stronger connection for females between subjective well-being and workplace spirituality through deep acting than for males. The results of this study shed light on how and why workplace spirituality and individual differences influence the emotional labor and subjective well-being of service employees. These results also expand our knowledge of how to help service employees gain and invest resources during their work processes and also provide a new practical way the service organization can decrease the potential negative effects of emotional labor on service employees., Author(s): Wen Chi Zou [sup.1] , Jeffery D. Houghton [sup.2] , Jun Justin Li [sup.3] Author Affiliations: (1) grid.259384.1, 0000 0000 8945 4455, School of Business, Macau University of Science [...]

In today's team-based organizational environments, the paradoxical tension between the possible benefits of team unity resulting from team member homogeneity and potential advantages of team member diversity stemming from team member heterogeneity is a challenging issue for team leaders, team members, and team researchers. The objective of this study is to advance team unity in diversity as a new concept in the team diversity literature that has potential for resolving the paradox between team unity and team diversity to effectively harness the advantages of both. This research follows established methods to conceptualize and define the team unity in diversity concept before developing, refining, and validating a team unity in diversity measurement scale. The resulting 17-item instrument demonstrates a stable bi- factor structure with robust convergent, discriminant, and nomological validity. Implications for theory and practice are discussed along with directions for future research exploring team unity in diversity. Keywords: team unity in diversity, scale development, measurement instrument, paradox, Teamwork is a key driver for the successful operation of various group-level tasks in organizational settings (Salas et al, 2015). Moreover, recent surveys suggest that employees spend upwards of 80% [...]

Objective: Stress remains a major health concern among college students today. Consequently, research on student stress is imperative, from both an organizational and an individual perspective. This research study explores the moderating role of coping skills on the relationship between self-leadership and stress among college students. Participants: Data from 643 full-time undergraduate students attending a 4-year public university in the mid-Atlantic region were collected in February 2017 and analyzed using a moderated regression model. Results: The results indicate self-leadership practices do reduce student stress levels and that this relationship is moderated by student coping skills. Conclusion: The findings from this study deepen our understanding of how self-leadership practices may decrease student stress and showcases self-leadership as an effective tool for reducing college student stress.

As the roles of faculty members have continued to expand, leaders in higher education need a better understanding of the drivers of faculty engagement. The current paper develops and tests a hypothesized model of faculty engagement in which faculty member grit is positively related to faculty member engagement both directly and indirectly through faculty member–academic chair leader member exchange (LMX). Using a sample of 156 faculty members in a mid‐sized public university in the mid‐Atlantic region of the United States, we tested the hypothesized model using PROCESS Model 4 with 5000 boot‐strapped samples and a 95% confidence interval. Results show significant direct positive relationships between faculty member grit and faculty member engagement and between faculty member–academic chair LMX and faculty member engagement, but no significant indirect relationship of faculty member grit through LMX. Implications for higher education leaders are discussed, along with limitations and directions for future research. [ABSTRACT FROM AUTHOR]

This study via the sensemaking perspective examines whether spiritual leadership can influence employee workplace spirituality and employee corporate social responsibility (CSR) participation. We also examine the joint effects of spiritual leadership and employee Machiavellianism on employee workplace spirituality. Using a sample of 556 employees from four commercial banks in China, analyses demonstrate that employee workplace spirituality mediates the relationship between spiritual leadership and employee CSR participation and that the indirect effect of spiritual leadership on employee CSR participation is dependent on the level of employee Machiavellianism. These results shed light on how and why spiritual leadership and employee Machiavellianism influence employee workplace spirituality and employee CSR participation. The theoretical and practical implications of these finding are discussed along with directions for future research. [ABSTRACT FROM AUTHOR]

This article develops and presents a model of the relationships among emotional intelligence, self-leadership, and stress coping among management students. In short, the authors' model suggests that effective emotion regulation and self-leadership, as mediated through positive affect and self-efficacy, has the potential to facilitate stress coping among students. A primary implication of the model is that basic emotion regulation and self-leadership strategies could be included in introductory management courses to potentially increase management students' abilities to cope with stress. Furthermore, because the model has the potential to generalize to the workplace, management students exposed to emotion regulation and self-leadership strategies may be better equipped to effectively manage stress in their future careers. (Contains 1 figure.)

Four major components of corporate social performance - community relations, environment, diversity, and employee relations - are studied to explore potential sources of competitive advantage for businesses. Developing knowledge and skills in these areas can provide competitive advantages and provide benefits to both organization and society.

Our purpose in this paper is to provide a comprehensive examination of recent research into individual differences in order to better understand the future promise of self-leadership as a concept [...]

In this paper, we develop and present a contingency model of leadership and psychological empowerment that specifies the circumstances and situations under which follower self-leadership should be encouraged. The model [...]

Traditionally, the merger literature has examined mergers and acquisitions from a strategic or financial perspective, largely overlooking important behavioral issues. In this paper, we present a comprehensive behavior-based framework of merger processes and outcomes designed to provide more academic rigor to the study of the behavioral aspects of the merger process. The proposed framework combines and synthesizes established merger-related behavioral concepts and relationships with new ones that are not encompassed within the current literature.

Whereas the predominance of leadership research has focused upon top-down influence processes, we examine the process of leading from the inside out, i.e., self-leadership. Based on a meta-analysis of 57 effect sizes and 16,493 observations, the overall results suggest that self-leadership is positively and strongly related to individual outcomes (ρ =.38). Results also help to clarify when self-leadership is most effective relative to outcome type, showing a stronger relationship between self-leadership and creativity/innovation than between self-leadership and task performance. We further explore the incremental value of cognitive self-leadership strategies over and above basic behaviour-focused self-leadership. Our findings suggest that when individuals engage in cumulative self-leadership involving both behavioural and cognitive strategies, relationships with individual outcomes are stronger than when people employ behaviour-focused self-leadership alone. Finally, we explore a meta-analytic path model examining mediating mechanisms to clarify not only how but also why self-leadership influences outcomes of interest. Implications regarding the nature and importance of the mechanisms through which self-leadership is linked to outcomes and future directions for further advancing self-leadership theory and research are delineated. [ABSTRACT FROM AUTHOR]