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Purpose: By investigating trust in the organization as a mediator and traditionality as a moderator, this study aims to examine the effect perceived organizational exploitation poses on frontline hotel employees' service performance. Design/methodology/approach: A three-wave survey that targets 219 supervisor–subordinate dyads from four Chinese hotels was conducted to test the hypotheses. The authors used SPSS 20.0 and AMOS 21.0 to analyze the data and verify the theoretical model. Findings: This study found that perceived organizational exploitation exerts a destructive impact on frontline hotel employees' service performance. Trust in the organization is a full mediator of the link connecting perceived organizational exploitation to service performance. Furthermore, traditionality weakens perceived organizational exploitation's impact on trust in the organization and subsequent service performance. Practical implications: The authors' findings remind hotels to cease exploiting their employees to avoid compromising service performance. Hotels should also endeavor to instill trust among employees toward the hotel and allocate more attention to employees with lower levels of traditionality. Originality/value: First, to the best of the authors' knowledge, this study is among the first to explore the impact of perceived organizational exploitation on frontline hotel employees' service performance. Second, this study reveals a novel mechanism underlying the connection between perceived organizational exploitation and service performance. Finally, this study identifies frontline hotel employees' traditionality as a vital moderator that mitigates the negative relationships among perceived organizational exploitation, trust in the organization and service performance. [ABSTRACT FROM AUTHOR]

Prejudice and discrimination against transgender and gender diverse individuals are pervasive in contemporary Chinese societies. However, there remains a limited understanding of the factors and processes contributing to transnegativity in this context. Building upon theoretical and empirical literature suggesting that traditional beliefs in Chinese culture may fuel transnegativity, the present study aimed to investigate the influence of traditionality and modernity on transnegativity. Employing a two-wave longitudinal design, the study explored the mechanisms underlying the relationships between traditionality, modernity, and transnegativity. A total of 373 participants were included in this study. More than 40% expressed skepticism toward individuals who identify outside the traditional binary categories of woman or man. The results indicated that traditionality was indirectly associated with higher levels of transnegativity over time, mediated by a stronger endorsement of traditional gender role beliefs and the internalization of gender norms, after controlling for baseline levels of transnegativity. Similarly, the negative association between modernity and transnegativity was mediated by traditional gender role beliefs and the internalization of gender norms. These findings offer valuable insights for researchers and practitioners working to eradicate transnegativity in China. The study underscores the importance of considering the influences of traditionality and modernity within Chinese culture when designing educational programs and awareness campaigns to address transnegativity effectively. [ABSTRACT FROM AUTHOR]

Extant research has uniformly demonstrated that servant leadership is beneficial for followers, teams, and even organizations. Drawing upon social information processing theory and social exchange theory, we challenge this prevalent conclusion by analyzing the dual impact mechanism of servant leadership on followers' work–family conflict. A total of 402 Chinese working adults responded to a three‐wave online questionnaire survey. The results revealed that: on the one hand, servant leadership can enhance thriving at work and reduce the work–family conflict of subordinates; on the other hand, servant leadership can also trigger workaholism in subordinates, which can increase work–family conflict. Traditionality of followers moderates the dual mechanism of servant leadership on work–family conflict. This study reveals the benefits and perils of servant leadership and the important role that traditionality plays in this unique leadership process. [ABSTRACT FROM AUTHOR]

Copyright of Sanat ve Tasarim Dergisi is the property of Ankara Haci Bayram Veli University 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.)

Drawing on social exchange theory, this study investigates whether supervisor-subordinate guanxi(SSG) promotes voice behavior in university teachers. Posting organizational identification as a mediator and traditionality as a moderator, we constructed a moderated mediation model. A sample of 218 Chinese university teachers completed a two-stage questionnaire, and the data obtained were analyzed using multiple linear regression. The findings reveal that SSG can positively predict the voice behavior of university teachers, and organizational identification partially mediates the relationship between SSG and voice behavior. Moreover, traditionality negatively moderates the relationship of SSG on voice behavior via organizational identification. [ABSTRACT FROM AUTHOR]

IntroductionFlight attendants, as the front-line staff in the cabin, play a crucial role in improving air travel safety. This research explores how psychological safety affects flight attendants’ adoption of mindful safety practices through voice participation. This mechanism also identifies ethical leadership and traditionality as two moderators.MethodsA self-reported questionnaire was used to collect data from 621 flight attendants in Chinese private commercial airline companies. PLS-SEM (partial least square structured equation modeling) is used to examine the hypotheses proposed in the present study.ResultsAfter data analysis, the results reveal that the underlying mechanism covering both mediating and moderating effects through which flight attendants’ voluntary and extra-role safety behavior could be improved.DiscussionThe findings extend the existing literature regarding the antecedents of flight attendants’ mindful safety practices adoption and obstacles to employee voice participation. Managerial implications are also provided in the commercial aviation industry and discussed along with future research directions.

The literature often focuses on the positive effects of mentoring, especially for protégés. When mentoring experiences are negative, the assumption is that these negative effects are less detrimental to the mentor than to the protégé, owing to the mentor's greater relative power in the relationship. This study uses ego depletion theory to examine the link between negative mentoring experiences (as rated by protégés) and mentor creativity and focuses on the mediating and moderating roles of mentor ego depletion and mentor traditionality on this link. The results are based on data from 227 protégés, 187 mentors, and 187 supervisors of mentors in Chinese organizations. The findings support a mediating effect of ego depletion on the negative relationship between negative mentoring experiences and mentor creativity. In addition, the study finds that traditionality attenuates both the positive relationship between negative mentoring experiences and ego depletion and the indirect effect of negative mentoring experiences on mentors' creativity through ego depletion. The implications for management theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Mentorship quality is an important aspect of mentorship effectiveness, yet we know little about its predictors. Using social identity theory, we examined the relationship between mentor alcohol use norms and mentorship quality as perceived by protégés. Our study also considered the mediating role of protégé identification with the mentor and the moderating role of protégé traditionality. The findings, based on mentor‐protégé dyadic data collected through a three‐wave survey in China, indicate that mentor alcohol use norms are negatively related to mentorship quality, and that this relationship is mediated by protégé identification with the mentor. Furthermore, the traditionality of protégés alleviates not only the negative relationship between mentor alcohol use norms and protégé identification with the mentor, but also the indirect relationship between mentor alcohol use norms and mentorship quality via protégé identification with the mentor. The results underscore the value of focusing on mentor behavioral norms that are not directed toward the protégé. We conclude with a discussion of the theoretical and practical implications for mentoring research. [ABSTRACT FROM AUTHOR]

The Estonian Folklore Archives (EFA) has intertwined with the basis of reasoning about folk and nation in many ways. The article discusses opposing concepts that affected the foundation of the institution and the development of its collections while altering according to prevailing ideologies. Traditionality and modernity, and unification and segregation were interlaced while constructing the Estonian nation during the period of national awakening (starting in the 1850s). In this modernist process the history of Estonians had to be (re)created. Country-wide folklore collection campaigns were organised, during which young people were gathering material from old people about culturally outdated genres and obsolete knowledge. These large collections became the basis of the EFA in independent Estonia and, according to erstwhile principles, the collection of folklore and filling in the white spots on the Estonian map continued. However, since there was no longer any threat to nationality, folklorists also began to experiment with new methods and study the genres, or social/national groups, which so far had been regarded as marginal or insignificant. The Soviet occupation was accompanied by major ideological changes. As a result of constant external pressure, folklorists enclosed themselves into ethnocentrist conservatism - folklore of Estonians and kindred peoples, archaic genres of peasants' tradition - were preferred to be recorded and studied once again. Authenticity - the set of qualities of texts such as archaic, traditional, oral, or reliable - became the supreme principle for collecting and publishing. Interest in ethnic minorities and contemporary topics arose only at the end of the Soviet era, experiencing an explosive success in the re-independent Estonia. [ABSTRACT FROM AUTHOR]

Abstract Background Leaders’ emotions and emotion regulation strategies influence subordinates’ attitudes and behaviors, while previous studies have mostly taken an emotional perspective. Leaders’ emotional competence also has an impact on subordinates through motivational and cognitive pathways. Based on self-determination theory, this study examined the impact of emotional leadership on subordinates’ work engagement, as well as the mediating role of subordinates’ intrinsic motivation and the moderating role of traditionality. Methods We first performed a scenario experiment study in which 116 Chinese college students were asked to read experimental materials on different leadership behaviors and answer relevant questions. Subsequently, a questionnaire survey was conducted, in which 347 Chinese enterprise employees were asked to rate their own experiences with emotional leadership, work engagement and intrinsic motivation. We used SPSS 25.0 for performance reliability analysis, correlation analysis and hierarchical regression analysis to test the reliability of the scales and investigate the relationship between the variables. Bootstrap analysis was used to test the mediating and moderating effects. Results Emotional leadership has a significant direct positive effect on subordinates’ work engagement and positively influences subordinates’ work engagement through the mediation of subordinates’ intrinsic motivation. The effect of emotional leadership on intrinsic motivation is stronger for those with high traditionality than for those with low traditionality. Conclusion Emotional leadership can improve subordinates’ work engagement by stimulating their intrinsic motivation. Therefore, managers need to be able to effectively regulate and manage subordinates’ emotions to stimulate their intrinsic motivation and to differentiate the management of subordinates with different levels of traditionality to improve subordinates’ work engagement.

Based on self‐consistency theory, this study examined the relationship between mentoring quality as perceived by protégés and protégés' proactive behavior. It focused on the mediating role of organization‐based self‐esteem (OBSE) and the moderating role of traditionality. To examine these relationships, we administrated three‐wave surveys to 237 subordinate–supervisor dyads in a construction enterprise. The results of hierarchical linear modeling demonstrated that (a) mentoring quality and proactive behavior had a positive relationship; (b) OBSE mediated this relationship; and (c) traditionality strengthened both the relationship between mentoring quality and OBSE and the indirect effect of mentoring quality on proactive behavior via OBSE. Our findings have theoretical and practical implications for research on mentoring and proactive behavior. [ABSTRACT FROM AUTHOR]

Abstract Wood attributes are important, because they directly affect the price persistence of wood products. Consumers consider the “aesthetic,” “traditionality,” “decay resistance,” and “scarcity” attributes important when evaluating wood. This study analyzed the impact of these four attributes on the price persistence of acoustic guitars. We obtained data from a Japanese internet auction platform and winning-bid data for two representative brands, Martin and Yamaha. We performed a quantitative analysis using the winning bid price as the dependent variable and the adoption of various wood attributes in each part of the guitar corresponding to the four attributes as explanatory variables. We found that rosewood, mahogany, palisander, and ebony have a significant impact on price persistence, and that all of them fit the four attributes of traditionality, decay resistance, scarcity, and aesthetics. We also found that traditionality was the key attribute among the four. Using wood in luxury brands without traditionality was not effective, even if other attributes were present. For mass-market brands, scarcity and decay resistance had positive effects on price persistence. The finding that scarcity and decay resistance were important only for mass-market brands can help companies understand market demand, determine product attributes, and achieve product–market fit.

Copyright of Itobiad: Journal of the Human & Social Science Researches / İnsan ve Toplum Bilimleri Araştırmaları Dergisi is the property of Itobiad: Journal of the Human & Social Science Researches 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.)

In response to recent calls to understand whether and when narcissism is detrimental to the organization in particular cultural contexts, the current research aims to investigate whether employee narcissism is related to employee silence, and how supervisor narcissism and employee traditionality moderate this relationship in China. The hypotheses were tested in multi-source data collected from 227 employees and their 56 supervisors in a Chinese machinery company. The results from the multi-level analyses showed that employees' narcissism was positively related to their silence behavior. In addition, this positive relationship was only positive and significant when supervisor narcissism or employee traditionality was high. We discuss the theoretical and practical implications, as well as future research directions. [ABSTRACT FROM AUTHOR]

The paper investigates how birth order and gender jointly influence naming decisions among Polish parents. The impact of birth order on the choice of first names has been extensively documented in historical and anthropological studies worldwide, but it has been largely ignored in sociological research on contemporary Western countries. The study is based on a survey of 317 users of a Polish parenting forum devoted to first names and naming decisions. The names of the first-born and second-born children of the research participants are compared in terms of their popularity and traditionality, measured both objectively and subjectively, in regard to the subjective motives declared behind the naming choices. The findings show that, on the whole, the first-born children received more popular and more traditional names than the second-borns. However, when the gender of the children was figured in, the difference between the first-born and the second-born boys turned out statistically significant only in the dimension of traditionality, whereas between the first-born and the second-born girls, only in the dimension of popularity. In a within-family comparison, the names given to siblings were found to be fairly consistent in both dimensions, and the gender of the first child influenced the preferences for the second one, especially if the latter was a girl. Those results can be interpreted in the frame of different social expectations towards the genders, with a particular focus on gendered concepts of the self.

Self-serving leaders satisfy their self-interests at the cost of both employees and organizations, leading to declining organizational competitive advantage and performance. Drawing upon the affective events theory (AET), we constructed and examined a theoretical model of self-serving leadership influencing counterproductive work behavior (CWB), where traditionality plays a significant moderating role through the lens of anger as a mediator. Data were collected in three waves using a survey questionnaire distributed in three industries located in the Southwest district of China. Hierarchical regression analyses were conducted on a sample of 316 employees to test the hypothesized research model. The results showed that self-serving leadership triggers employee anger, which in turn causes CWB. Furthermore, traditionality plays a significant moderating role, in which employees with higher levels of traditionality feel less anger and show less CWB. Overall, research findings have clarified how and why self-serving leadership affects employees' emotions (such as anger) and behavior (such as CWB), bringing new insights into the self-serving leadership and employee behavior literature. Research implications on the management of self-serving leadership, limitations, and future recommendations of research are also discussed. [ABSTRACT FROM AUTHOR]

Public service motivation contains distinctive cultural characteristics. Different cultural backgrounds shape public service motives with different connotations and levels. However, the traditional cultural values rooted in historical development and socialization process have not received enough attention in the research on public service motivation. In order to investigate the influence of Confucian culture based on Chinese scenes on public service motivation, in the current study we collected 1308 representative questionnaires from 12 cities in central and eastern China, and adopted the dual fixed effect model and moderating effect model to verify six hypotheses. The empirical results showed that Confucian culture has different effects on public service motivation from four dimensions, namely, attraction to politics and policy making (APP), commitment to public interest (CPI), compassion (COM), and self-sacrifice (SS). The paternalistic leadership plays a part in moderating the influence of Confucian culture on public service motivation. This study not only expands the cross-cultural applicability of the theory of public service motivation in non-western countries, but also supplements the evidence of research on public service motivation in East Asian countries. In practice, it is necessary for the organizations to consider the importance of specific cultural values for organizational culture and personal value orientation. [ABSTRACT FROM AUTHOR]

As hospitality firms face labor shortages, employees are asked to perform a greater range of tasks than ever before. However, employees may view certain tasks as outside the acceptable boundaries of their role, and consider them illegitimate. Illegitimate tasks can have a range of negative outcomes, yet we still do not understand how such tasks affect hospitality employees. Drawing on the cognitive-affective processing system framework, we investigate the effects of illegitimate tasks on proactive customer service performance (PCSP) of hospitality employees. In addition, we examine the intervening roles of harmonious work passion and perceived insider status, and the buffering role of traditionality. The results of two studies, using mixed methods, show that illegitimate tasks negatively affected proactive customer service performance (PCSP), and that perceived insider status and harmonious work passion mediate this relationship. Moreover, traditionality moderated these effects. These findings offer several theoretical and practical implications. [ABSTRACT FROM AUTHOR]

The paper investigates how birth order and gender jointly influence naming decisions among Polish parents. The impact of birth order on the choice of first names has been extensively documented in historical and anthropological studies worldwide, but it has been largely ignored in sociological research on contemporary Western countries. The study is based on a survey of 317 users of a Polish parenting forum devoted to first names and naming decisions. The names of the first-born and second-born children of the research participants are compared in terms of their popularity and traditionality, measured both objectively and subjectively, in regard to the subjective motives declared behind the naming choices. The findings show that, on the whole, the first-born children received more popular and more traditional names than the second-borns. However, when the gender of the children was figured in, the difference between the first-born and the second-born boys turned out statistically significant only in the dimension of traditionality, whereas between the first-born and the second-born girls, only in the dimension of popularity. In a within-family comparison, the names given to siblings were found to be fairly consistent in both dimensions, and the gender of the first child influenced the preferences for the second one, especially if the latter was a girl. Those results can be interpreted in the frame of different social expectations towards the genders, with a particular focus on gendered concepts of the self. [ABSTRACT FROM AUTHOR]

Background: Leaders' emotions and emotion regulation strategies influence subordinates' attitudes and behaviors, while previous studies have mostly taken an emotional perspective. Leaders' emotional competence also has an impact on subordinates through motivational and cognitive pathways. Based on self-determination theory, this study examined the impact of emotional leadership on subordinates' work engagement, as well as the mediating role of subordinates' intrinsic motivation and the moderating role of traditionality. Methods: We first performed a scenario experiment study in which 116 Chinese college students were asked to read experimental materials on different leadership behaviors and answer relevant questions. Subsequently, a questionnaire survey was conducted, in which 347 Chinese enterprise employees were asked to rate their own experiences with emotional leadership, work engagement and intrinsic motivation. We used SPSS 25.0 for performance reliability analysis, correlation analysis and hierarchical regression analysis to test the reliability of the scales and investigate the relationship between the variables. Bootstrap analysis was used to test the mediating and moderating effects. Results: Emotional leadership has a significant direct positive effect on subordinates' work engagement and positively influences subordinates' work engagement through the mediation of subordinates' intrinsic motivation. The effect of emotional leadership on intrinsic motivation is stronger for those with high traditionality than for those with low traditionality. Conclusion: Emotional leadership can improve subordinates' work engagement by stimulating their intrinsic motivation. Therefore, managers need to be able to effectively regulate and manage subordinates' emotions to stimulate their intrinsic motivation and to differentiate the management of subordinates with different levels of traditionality to improve subordinates' work engagement. [ABSTRACT FROM AUTHOR]

Knowledge hiding is one of the dilemmas of organizational knowledge management. For nurses, knowledge hiding behavior is not conducive to improving the quality and efficiency of their work and hinders the innovation of nursing services. Based on the social exchange theory, the current study constructed a moderated mediation model by taking psychological safety and felt obligation as mediating variables, and traditionality as moderating variable, and explored the mechanism of feeling trusted affecting knowledge hiding behavior. The empirical research based on 285 nurses from China shows that feeling trusted is negative correlate with knowledge hiding behavior; feeling trusted can negatively affect knowledge hiding by enhancing psychological safety and felt obligation; traditionality can positively moderate the relationship between feeling trusted and felt obligation, and feeling trusted has a stronger positive influence on felt obligation of highly traditional nurses; traditionality has no significant moderating effect between feeling trusted and psychological safety. Theoretically, this study supplements the influencing factors of knowledge hiding, examines the complex mechanism between feeling trusted and knowledge hiding and supplements the boundary conditions for feeling trusted to play its role from the perspective of individual characteristics (i.e., traditionality). From the perspective of practical implication, this study suggests that managers should pay attention to using trust strategies to enhance subordinates' psychological safety and felt obligation, especially for highly traditional nurses, thus reducing knowledge hiding. [ABSTRACT FROM AUTHOR]

The harm of horizontal knowledge hiding behavior (colleague--colleague) to individuals and organizations has been discussed and confirmed by many studies. The negative consequences of top-down (supervisor--subordinate) knowledge hiding have now emerged as a new focus of research. This study aims to enrich the understanding of the consequences of supervisor knowledge hiding by exploring its trickle-down effect and mechanism. Based on the displaced aggression theory in psychology, this paper analyses and examines the cognitive psychological process and mechanism informing employee knowledge hiding from colleagues when faced with their supervisor's malicious knowledge hiding behavior. Using a three-stage time-lag questionnaire survey strategy, we collect 233 valid samples of fulltime employees from representative provinces and cities in China, covering multiple industries. The following findings are observed: (1) Supervisor knowledge hiding from subordinates (SKHS) positively affects subordinate knowledge hiding from colleagues (SKHC); (2) Revenge motivation plays a mediating role; (3) Traditionality weakens the influence of supervisor knowledge hiding on a subordinates' revenge motivation. This study confirms the trickle-down effects of supervisor knowledge hiding behavior, extends research on the consequences of top-down knowledge hiding and its mechanism and provides new insights for organizational practice. [ABSTRACT FROM AUTHOR]

Wood attributes are important, because they directly affect the price persistence of wood products. Consumers consider the "aesthetic," "traditionality," "decay resistance," and "scarcity" attributes important when evaluating wood. This study analyzed the impact of these four attributes on the price persistence of acoustic guitars. We obtained data from a Japanese internet auction platform and winning-bid data for two representative brands, Martin and Yamaha. We performed a quantitative analysis using the winning bid price as the dependent variable and the adoption of various wood attributes in each part of the guitar corresponding to the four attributes as explanatory variables. We found that rosewood, mahogany, palisander, and ebony have a significant impact on price persistence, and that all of them fit the four attributes of traditionality, decay resistance, scarcity, and aesthetics. We also found that traditionality was the key attribute among the four. Using wood in luxury brands without traditionality was not effective, even if other attributes were present. For mass-market brands, scarcity and decay resistance had positive effects on price persistence. The finding that scarcity and decay resistance were important only for mass-market brands can help companies understand market demand, determine product attributes, and achieve product–market fit. [ABSTRACT FROM AUTHOR]

The monthly marriage and birth rate of the population of the Tambov province in 1915—1916 is considered in the article. The methodological basis of the work was the theory of modernization, which is considered by the author in the context of the history of Russia in the 19th — first half of the 20th centuries in the classical interpretation of the transition from traditional society to modern. The novelty of the article lies in the introduction into the scientific circulation of data on the seasonal dynamics of marriage and fertility of the Tambovites during the First World War. A comparative analysis of the corresponding numerical indicators among the townspeople and villagers in 1915—1916 with the pre-war period is carried out. The author comes to the conclusion that the seasonal dynamics of marriage and fertility can be used as a quantitative substantiation of such directions of spiritual modernization as the level of secularization and the propensity to innovate. The analysis shows that the general model of the demographic behavior of Tambov residents is generally correlated with the previous periods. The author comes to the conclusion that the revealed differences between the townspeople and villagers of the Tambov province in the studied plan indicate a greater inclination of the former to innovations and their higher level of secularization, and this confirms the position that the Tambov society was only at the initial stage of spiritual modernization.

Although the role of leadership in fostering employee creativity has been extensively studied, it is still unclear whether and how leader humor affects employee creativity. Drawing upon cultural representation theory (CRT), we examined creative self-efficacy as a mediator and traditionality as a situational factor in the relationship between leader humor and employee creativity by analyzing a sample of 306 employees and 88 leaders (paired data) collected through survey questionnaire from firms based in Hubei Province, China, covering the industries of automobile, IT, and medicine. Following the multi-level examination, leader humor was positively related to employee creativity, and creative self-efficacy was found to mediate the impact of leader humor on employee creativity. Furthermore, traditionality moderated the effect of leader humor on creative self-efficacy, as well as the indirect effect of leader humor on employee creativity through creative self-efficacy. This study provides a social psychological explanation for the association between humor and employee creativity, deepens the current understanding of the influence process of leader humor. Finally, the theoretical and practical implications of the study are discussed at the end alongside limitations and recommendations for future research.

At present, scholars have mainly focused on the individual-level influencing factors of constructive deviance, and few studies have concerned the motivating mechanism of empowering leadership on constructive deviance. Based on the conservation of resources theory, this study explored the cross-level influence of empowering leadership on constructive deviance in the Chinese cultural context. With the data of 85 leaders and 383 paired employees which were collected in two waves with one-month time lag, the results demonstrated that empowering leadership motivated employees to actively implement constructive deviance, and that organization-based self-esteem played a mediating role in the relationship. The high traditionality of employees weakened not only the positive effect of organization-based self-esteem on constructive deviance, but also the mediating role of organization-based self-esteem. This study lays a theoretical basis and provides some practical guidance for leaders to take effective empowerment strategies to motivate employees to engage in constructive deviance. [ABSTRACT FROM AUTHOR]

Qiao Wang,1 Jianmin Wang,2 Xiaohu Zhou,1 Fangyuan Li,1 Mengze Wang1 1School of Economics and Management, Nanjing University of Science and Technology, Nanjing, People’s Republic of China; 2College of Public Management, Guizhou University of Finance and Economics, Guiyang, People’s Republic of ChinaCorrespondence: Jianmin Wang; Xiaohu Zhou Email kirin_99@163.com; njustzxh@njust.edu.cnPurpose: Leaders try to stimulate follower taking charge to promote organizational change and effectiveness in current increasingly complex and changing environment. Based on social identity theory, we developed a mediated moderation model in which affective commitment was theorized as a mediating mechanism underlining why followers feel motivated to taking charge with the supervision of inclusive leadership. Furthermore, traditionality should be a relevant boundary condition to moderate such a relationship in China.Methods: There was three times lagged research conducted at the city of Shanghai, Shenzhen, and Nanjing. A series of valid questionnaires were accomplished by 246 participants, including the inclusive leadership, affective commitment, traditionality, and follower taking charge. Our model adopted hierarchical regression analysis to explore hypothesis.Results: Inclusive leadership is positively related to affective commitment (β= 0.589, p < 0.001). Affective commitment was positively related to follower taking charge (β= 0.165, p < 0.01). Affective commitment mediates the relationship between inclusive leadership and taking charge with 95% bias-corrected confidence intervals [0.068, 0.233]. Interactive effect of affective commitment and traditionality on follower taking charge was also significant (β=– 0.189, p < 0.001), and the effect of affective commitment on follower taking charge was more pronounced and positive with low (b = 0.361, p < 0.001) rather than high (b =0.172, ns.) level of affective commitment. Moreover, the indirect effect of inclusive leadership on taking charge through affective commitment was significant when traditionality was low (b = 0.270, 95% CI = [0.179, 0.371]), the indirect effect became insignificant with high traditionality (b = 0.046, 95% CI = [– 0.034, 0.123]).Conclusion: Our study shows that affective commitment mediates the relationship between inclusive leadership and follower taking charge. Moreover, the influence of affective commitment on follower taking charge was moderated by traditionality. Affective commitment was positively associated with taking charge only for followers with low traditionality. Additionally, the mediated moderation relationship between inclusive leadership and follower taking charge via affective commitment was stronger under low traditionality.Keywords: inclusive leadership, affective commitment, traditionality, follower taking charge, social identity theory

Gender stereotyping remains a pervasive issue in society. Gender stereotypes are cognitive structures containing socially shared knowledge and expectations about women and men. Research has found that the dimensions evaluation (sweetheart vs. bitch) and traditionality (businessman vs. stay-at-home dad) have high explanatory power for identifying gender stereotypes. As a pilot study, the current paper investigates the traditionality and evaluation perceptions of expressions for women and men in English and Spanish, analysing them in the framework of Conceptual Metaphor and Metonymy Theory. In an online questionnaire, university students in London and Madrid rated 20 expressions for women (e.g. Eng. bitch, Spa. princesa) and men (e.g. Eng. player, Spa. cabrón), previously produced by themselves in single brainstorming sessions. The results indicate the existence of gender stereotypes, especially regarding promiscuity, and a correlation between traditionality and evaluation. Surprisingly and contrary to previous research, female participants produce more promiscuous subtypes than male participants.

BackgroundAgeism is a global challenge, which leads to a range of adverse outcomes for elderly people worldwide, which maybe more severe among urban older adults in a competitive society. However, how self-perceived ageism influences the quality of life in a sample of urban older adults remains inconclusive.ObjectivesThe current study aims to assess the status of self-perceived stigma among urban Chinese older adults, identify its relationship with quality of life, and further explore whether both attitude toward own aging and traditionality moderate this relationship.Materials and MethodsPrimary data were collected through cross-sectional surveys among urban older adults in three provinces of China from October 2019 to December 2020. A total of 764 urban older adults were valid participants (effective response rate = 81.28%) and completed questionnaires via anonymous face-to-face interviews. Socio-demographic factors, self-perceived stigma, attitude toward own aging, traditionality, and quality of life were assessed using questionnaires that included the Self-perceived Stigma, Attitude Toward Own Aging, Traditionality, and SF-8 Scales.ResultsFor urban Chinese older adults, the average score of self-perceived stigma was 2.041 ± 0.726. Self-perceived stigma (β = −0.391, p < 0.05) and attitude toward own aging (β = −0.211, p < 0.05) both influenced quality of life. Additionally, attitude toward own aging (β = −0.530, p < 0.05) and traditionality (β = −0.525, p < 0.05) moderated the association between self-perceived stigma and quality of life. Simple slope analysis revealed that when the level of negative attitude toward own aging and traditionality was higher, the strength of the influence of self-perceived stigma on quality of life was stronger.ConclusionUrban Chinese older adults were aware of the self-perceived stigma, which contributes to decreased quality of life. Attitude toward own aging and traditionality could moderate the association between self-perceived stigma and quality of life. When negative attitudes toward own aging and traditionality are higher, self-perceived stigma has a greater effect on the quality of life. More interventions related to relieving self-perceived stigma, traditionality, and negative attitude toward own aging should be considered to build a new modern society that emphasizes health, friendliness, well-being, and dignity for all ages.

At present, scholars have mainly focused on the individual-level influencing factors of constructive deviance, and few studies have concerned the motivating mechanism of empowering leadership on constructive deviance. Based on the conservation of resources theory, this study explored the cross-level influence of empowering leadership on constructive deviance in the Chinese cultural context. With the data of 85 leaders and 383 paired employees which were collected in two waves with one-month time lag, the results demonstrated that empowering leadership motivated employees to actively implement constructive deviance, and that organization-based self-esteem played a mediating role in the relationship. The high traditionality of employees weakened not only the positive effect of organization-based self-esteem on constructive deviance, but also the mediating role of organization-based self-esteem. This study lays a theoretical basis and provides some practical guidance for leaders to take effective empowerment strategies to motivate employees to engage in constructive deviance.

Introduction: Flight attendants, as the front-line staff in the cabin, play a crucial role in improving air travel safety. This research explores how psychological safety affects flight attendants' adoption of mindful safety practices through voice participation. This mechanism also identifies ethical leadership and traditionality as two moderators., Methods: A self-reported questionnaire was used to collect data from 621 flight attendants in Chinese private commercial airline companies. PLS-SEM (partial least square structured equation modeling) is used to examine the hypotheses proposed in the present study., Results: After data analysis, the results reveal that the underlying mechanism covering both mediating and moderating effects through which flight attendants' voluntary and extra-role safety behavior could be improved., Discussion: The findings extend the existing literature regarding the antecedents of flight attendants' mindful safety practices adoption and obstacles to employee voice participation. Managerial implications are also provided in the commercial aviation industry and discussed along with future research directions., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Hu, Nadeem, Luo and Yi.)

In this article, we analyze the link between the discourses of two dominant religious communities - the Catholic Church in Croatia and the Orthodox Church in Serbia - and the attitudes and practices of the citizens of these two post-socialist states. In order to test this relationship, empirical data compiled on the citizens' level of religiosity, traditionality, and the gender division of labor in these societies were compared. The findings indicate that a correlation does exist between religiosity and traditionality in Croatia and Serbia; specifically, more religious individuals are still more traditional. Another correlation was found with the division of household work, but certain specificities emerge in relation to attitudes towards the division of labor between men and women. [ABSTRACT FROM AUTHOR]

Although in the social discourse, men and women are characterized by values that are specific to modernity or postmodernity, however, the analysis of social data often shows that the process of evolution must be located rather at the intersection between tradition and modernity. Thus, the status of men and women is in the process of being reconstructed and this is not a comfortable stage, especially for men. Marital modernity requires, as a matter of priority, a re-evaluation of the role structure and gender relations in the direction of equity, and in this endeavor, the greatest challenge is felt by men, who have to relinquish the old advantages of their traditional status. In this respect, a first hypothesis would be to consider women as having the main role in stimulating this action, and men as being less motivated to give up, by their own accord, the advantages offered by the traditional marital framework. From another point of view, we rhetorically ask whether women are ready for this challenge and to what extent the social context becomes supportive in this transition of role and gender relations. The study aims to make an analysis of gender and marital role relations, in order to identify the challenges of functionality in the contemporary transitional couple. [ABSTRACT FROM AUTHOR]

Drawing upon social information processing theory, we propose that moqi with supervisors mediates the relationship between servant leadership and follower feedback-seeking behavior. Subordinates' traditionality plays a moderating role in this process. A total of 440 Chinese working adults responded to the two-wave questionnaire survey in paper and pencil forms. Correlation analyses, mediation analysis, and moderated mediation analysis was performed through R and SPSS PROCESS Macro. The results revealed that servant leadership positively correlates with followers' feedback-seeking behavior via moqi with supervisors. Moreover, these indirect effects of servant leadership were moderated by traditionality, such that servant leadership had weaker relations with feedback-seeking behavior when traditionality was higher (vs. lower). Theoretical contributions and practical implications, limitations and suggestions for further study were discussed. [ABSTRACT FROM AUTHOR]

Drawing upon social information processing theory, we propose that moqi with supervisors mediates the relationship between servant leadership and follower feedback-seeking behavior. Subordinates’ traditionality plays a moderating role in this process. A total of 440 Chinese working adults responded to the two-wave questionnaire survey in paper and pencil forms. Correlation analyses, mediation analysis, and moderated mediation analysis was performed through R and SPSS PROCESS Macro. The results revealed that servant leadership positively correlates with followers’ feedback-seeking behavior via moqi with supervisors. Moreover, these indirect effects of servant leadership were moderated by traditionality, such that servant leadership had weaker relations with feedback-seeking behavior when traditionality was higher (vs. lower). Theoretical contributions and practical implications, limitations and suggestions for further study were discussed.

This article is the product of research on the remarkable consistency and reproduction of traditional festivities during a period of almost 300 years in El Pueblito, Corregidora, Queretaro (Mexico). It explains how the symbolic construction and production of the meaning of social action have been configured to preserve popular traditions in the context of an accentuated process of modernization. The central proposal is that the production of meaning in these festivities is coupled in a virtuous circle through the interconnections of a rich, active collective memory, the promotion of numerous events replete with ritualism during the year, an intense sociability, and the discretionary use of territory by social actors. All of this results in a solid symbolic construction that makes the reproduction of meaning possible. The qualitative analysis was carried out considering primarily the articulation between discourses and the participation of the social actors involved. [ABSTRACT FROM AUTHOR]

This article focuses on the proxemics, oculesics and tacesics as nonverbal communication peculiarities in the UK parliamentary debates within the scope of parliamentary discourse studies (discoursology) as a new branch of political discourse studies. It deals with studies of metonymy-based language representations of space used to name the MPs in the UK parliamentary debates. Here, the visual characteristics and behavioral patterns influencing MPs‟ role and participation in the debates are highlighted. The paper determines cognitive background and extralinguistic factors influencing the usage of naming models and MPs‟ colour determination in parliamentary debates. Such debates represent the events regardless of the party that gains the majority in the UK parliament in post-Thatcher period. It is concluded that nonverbal communication has become an inseparable part of parliamentary communication, serving as a unique communicative code used by the MPs. The results stipulate further modelling of the parliamentary debates to build their interactive and cognitive models for better insight into the British political life and the British national character. The received knowledge is of particular importance for teaching country studies, history of the UK, political science, and speech communication theory. [ABSTRACT FROM AUTHOR]

To evaluate the relationship between spiritual experience and hysterical experiences in Buddhist participants in ethnic groups in China, this cross-sectional study recruited 39 participants aged 16–57 years old, and self-administered surveys were administered in two villages, one city and one town by four research assistants in the Inner Mongolia and Qinhai areas. Binary logistic regression analyses were used to evaluate the factors associated with somatoform dissociation symptoms. Surveys were completed by 639 participants (mean age 31 years; 54.6% females) in 2017. Binary regression models showed that diverging from tradition and having a college education or above were associated with suffering from somatoform dissociation symptoms. By contrast, participants with higher experiences and older people were less likely to experience somatoform dissociation symptoms. Our current research highlights the contribution of spiritual experiences and traditional values to reducing somatization dissociation symptoms, and the findings could help to promote a new relationship between psychiatry and spiritual experiences that will benefit both mental health professionals and those who seek their assistance. [ABSTRACT FROM AUTHOR]

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The occupational turnover rate of construction workers is relatively high and the frequent occupational mobility of construction workers is harmful to improve the supply efficiency of construction products. Based on AET and COR theory, this paper builds a moderated mediating effect model of abusive supervision affecting construction workers' turnover intention under the construction project situation. Results show that abusive supervision has a significant positive impact on construction workers' turnover intention. Emotional exhaustion partly mediates the effect of abusive supervision on construction workers' turnover intention. Construction workers' traditionality moderates the effect of abusive supervision on construction workers' turnover intention as well as the mediating effect of emotional exhaustion. The higher the traditionality of construction workers is the weaker positive effect of abusive supervision on construction workers' turnover intention and the weaker the mediating effect of emotional exhaustion. [ABSTRACT FROM AUTHOR]