Canadian Journal of Administrative Sciences-Revue Canadienne Des Sciences De L Administration最新文献

This conceptual paper has two aims. The first is to explain how frontline employees' workplace sabotage initially occurs when frontline employees experience perceived mistreatment from customers. Moral outrage arises among frontline employees and mediates the relationship between customer mistreatment and workplace sabotage. The second aim is to address changes in frontline employees' behavioral patterns during working hours. Initial negative workplace behaviors (workplace sabotage) are more likely to shift to good behavior (organizational citizenship behavior toward customer; OCB-customer) due to a need for moral cleansing, but will eventually revert to negative behaviors (additional workplace sabotage) as continuous customer mistreatment increases stress. To understand this process, moral-self regulation theory and the dual process model are introduced to support the conceptual model. Implications and future research directions are also discussed.

Drawing from social exchange theory, this study investigates how and when supervisor evasive knowledge hiding might lead to lower job performance by employees. The hypotheses were tested with three-round survey data, collected among employees and peers in various industries. Employees' perceptions that their supervisor engages in deceptive knowledge hiding undermine their own performance-enhancing efforts because they develop career plateau beliefs; this explanatory role is particularly salient among employees exposed to despotic leadership. This study pinpoints a notable risk for employees who feel upset when they believe a despotic supervisor is intentionally concealing knowledge: They grow disappointed with their career situation, which prompts them to adopt complacent behavioral responses that likely render it even more challenging to access valuable supervisor knowledge.

This research aims to test the impact of persuasive ads encouraging social distancing in the face of the coronavirus. A survey of 208 individuals found that the effectiveness of this communication depends mainly on the attitude toward the advertisement and the perceived effectiveness of the recommendation. However, while the negative impact of consumers' dispositional skepticism on their attitude toward the advertisement has been confirmed, the impact of trust in the advertiser, as well as the moderating effects of situational skepticism and altruism have not been established.

This study examines subordinate subjective congruence resulting from personal ethical identity and perceived ethical leadership (PEL) on followership behaviors, including: obedience, proactive, and constructive resistance behaviors through identification with supervisors. Using polynomial regressions, results from self-reported data of 208 employees in China supported that higher level of identification with supervisor occurs because of the following: (1) ethical congruence rather than ethical incongruence; (2) high-high rather than low-low congruence; (3) incongruence when personal ethical identity is lower than PEL rather than when personal ethical identity is higher than PEL. Moreover, such perceived ethical congruence facilitates followership obedience and proactive behaviors but not constructive resistance behavior via identification with supervisors. Relevant theoretical and practical implications are discussed.

The present article examines employee resilience during the COVID-19 pandemic, which created a major career disruption and a psychological strain for many individuals worldwide. Resilience is an essential psychological resource for coping with setbacks and maintaining mental health. Using a time-lagged survey design, we test a theoretical model that links career empowerment, a motivational cognitive construct, with resilience, mediated by career adaptability. Our findings support these hypotheses. In addition, we investigate the moderating role of neuroticism and authentic leadership in the relationship between the career empowerment and career adaptability. Findings show that while authentic leadership moderates this relationship, the hypothesis regarding neuroticism was not supported. Our research provides insights regarding resilience during crisis, which has both theoretical and practical implications.

This study investigated how innovation activities impact brand performance outcomes from the perspective of customer cognitive and affective mindsets. The collective findings from both Partial Least Squares Structural Equation Modeling (PLS-SEM) and fuzzy set qualitative comparative analysis (fsQCA), based on 372 customer responses, demonstrated that a combination of product, process, store, and marketing innovation activities produces optimal results in terms of customer-based brand equity, subsequently influencing purchase and recommendation. Post-hoc analysis revealed that perceived innovation activities exert a weaker influence on brand equity in high-tech product categories (e.g., smartphones) compared to lower-tech product categories (e.g., skin care products and apparel). This study confirmed that customers' perceptions of brand innovation activities result from both technological innovation (e.g., cutting-edge offerings) and symbolic innovations (e.g., new marketing communications).

This study examines usage of high-performance work practices (HPWPs) over time using a unique longitudinal survey of Canadian organizations. Human resource management (HRM) studies tell us HPWPs require long-term commitment but rarely measure it. Using event history analysis this study finds high rates of HPWP abandonment. The study also examines organizational supports for high-performance work system (HPWS). A Cox regression analysis finds rates of abandonment are reduced when HPWPs are accompanied by aligned business strategies and HR professional support. The results inform process research on HRM strategies and raise troubling questions for findings in studies that fail to measure duration. For managers, the findings highlight the importance of ensuring strategic alignment with and organizational support for HPWPs if they are to endure.

Board connectedness, a result of directors serving the boards of more than one firm, impacts companies positively (access to resources provided by connected directors) and negatively (directors being “spread too thin”). Given that debt quality has a high influence on the cost of debt, this paper examines how the cost of debt (bond yield spread) is influenced by a firm's board connectedness while considering the effect that debt quality (bond ratings) may have on such a relationship. Results show that the relationship between connectedness and the cost of debt is highly dependent on debt quality, where connectedness is associated with a lower cost of debt if debt quality is high; however, connectedness is also associated with a higher cost of debt if debt quality is low. We also note that as the debt quality for connected firms decreases as their cost of debt increases. We are contributing to administrative sciences by studying one of its key elements: governance, more specifically the connectivity of boards of directors. This contributes to the current debate on the effect of board connectivity: prior research has not provided conclusive results, and we show that the effect is different based on the characteristics of the firm's debt.

This study aims to establish how employees' experiences of workplace embitterment may direct them away from voluntary efforts to help coworkers, mediated by emotional exhaustion and moderated by religiosity. Three rounds of survey data, collected from employees and their supervisors in various Pakistani organizations, reveal that a sense of being emotionally overburdened by work links rancorous feelings due to negative work events with tarnished helping behavior, mitigated by employees' ability to draw on their religious faith. As an original contribution, this research addresses the effect of an actually felt negative emotion (workplace embitterment), instead of a source of emotional hardship, on employees' propensity to halt extra-role work efforts; it also describes how the personal resource of religiosity influences this process.