PurposeAlthough voice endorsement is essential for individuals, teams and organizational performance, leaders who consider followers' voice to be threatening are reluctant to implement followers' ideas. The authors, taking note of this phenomenon, investigate why leaders who feel a threat from followers' voice exhibit voice rejection at the workplace and when this detrimental tendency can be diminished. Thus, based on the self-defense tendency as per self-affirmation theory, the authors argue that those leaders who experience threat triggered by followers' voice, justify voice rejection through the self-defense tactics: message derogation and source derogation. In addition, the authors also propose that a leader's positive (negative) affect experienced before voice exposure may decrease (increase) self-defense and voice rejection.Design/methodology/approachTo test the authors’ moderated mediation model, they conducted two independent vignette studies (N = 269; N = 208). The purpose of the first vignette study was to test the simple mediation (i.e. the direct and indirect effects), whereas the second study aimed to test the moderated mediation model.FindingsIn Study 1, the authors found that the leader's perceived threat to competence provoked by followers' voice was positively related to voice rejection, and the relationship was partially mediated by message derogation and source derogation. In line with this, in Study 2, the authors tested the moderated mediation model and replicated the findings of Study 1. They found that the effects of leader's perceived threat to competence on voice rejection through self-defense tactics are weaker (stronger) at the high (low) values of a leader's positive affect. In contrast, the effects of a leader's perceived threat to competence on voice rejection through self-defense tactics are stronger (weaker) at the high (low) values of a leader's negative affect.Originality/valueThis study suggests that leaders who experience a threat to competence instigated by employee voice are more likely to think that ideas proposed by employees are non-constructive and employees who suggest those ideas are not credible, and these appraisals have a direct influence on voice rejection. However, if leaders are in a good mood vs. bad mood, they will be less likely to think negatively about employees and their ideas even when they experience psychological threats. The findings highlight several avenues for future researchers to extend the literature on employee voice management and leadership coaching by providing theoretical and managerial implications.
In the customer complaint literature, researchers have found that the lack of an incidental sense of power is one of the reasons why customers do not complain. However, two issues are left unanswered: does a chronic sense of power influence consumer complaining behavior, and how individuals who feel chronically powerless can be encouraged to complain when dissatisfied. The present study is intended to address this topic. Drawing on the approach–inhibition theory of power, we argue that the probability of complaint success increases the complaint behavior of customers with a low chronic sense of power, thereby mitigating the differences in the complaint behavior of consumers with low and high power. The three studies indicated that a low chronic power was negatively associated with complaining intentions and that this association was mitigated by the perceived success of complaining.
Over one billion students worldwide were severely impacted by school closures predicated by the COVID-19 pandemic. Most reviews have focused on developing countries with established infrastructure supporting e-learning. This contrasts with many African countries struggling to provide their students with the financial and structural support they need during this unprecedented time. This literature review examines Africa University Student learning during the COVID-19 era. A literature search was conducted on the Web of Science and EBSCO for relevant studies published from 2020 to 2021. The search terms include COVID-19, university student, learning, and higher education. Inclusion and exclusion criteria were used in selecting the final 58 articles. Our analysis found that Africa benefited from e-learning by acquiring technical skills and developing proactive coping strategies. However, the benefits are undermined by challenges associated with restricted access to technology, poor institutional policies, disruptive environments, and emotional turmoil. We learned that the representative Asian country, China, invested in multiple online teaching methods and focused on improving awareness of e-learning. These strategies enabled China to go back to school quickly after the lockdown. Future research should include all the scientific databases to obtain comparable results.
The study examined the responses of employees to supervisors who exhibited abusive behavior and invoked dispositional awe to influence their followers. The proposition is that two divergent predictors of supervisor effectiveness interact to affect the behavior of subordinates. The purpose of this study was to examine the interactive effect of perceived abusive supervisory behavior and perceived supervisor dispositional awe on employee creative self-efficacy and creativity. To test the proposed model, we collected cross-sectional data from 196 working professionals pursuing their Masters of Business Administration (MBA) at a large university in China. Our findings confirmed that perceived abusive supervisory behavior and perceived supervisor dispositional awe were predictors of employee creativity. Also, perceived supervisor dispositional awe moderated the relationship between perceived abusive supervisory behavior and employee creative self-efficacy. The theoretical and practical implications for leaders and organizations were discussed.
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