Studies on abusive supervision have adopted justice and resource perspectives to explain its effects on employee organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). However, these studies have not provided a comprehensive account of why abusive supervision affects OCB and CWB and which of these two mediating mechanisms matters more. To address these questions, we conducted two studies using meta-analytic structural equation modeling. In the main study, we analyzed 427 primary studies that incorporated 973 independent correlations ( N = 336,236). The results showed that both organizational justice (the justice lens) and work stress (the resource lens) mediated the influence of abusive supervision on OCB and CWB. Furthermore, organizational justice accounted for a greater proportion of abusive supervision’s effect on OCB than did work stress, whereas work stress accounted for a greater proportion of abusive supervision’s effect on CWB than did organizational justice. Finally, between-study moderation analyses showed that the effect of abusive supervision on CWB was stronger in masculine cultures than in feminine cultures. The supplementary study incorporated effect sizes from six existing meta-analyses ( N = 151,381) and largely replicated the main study’s findings.

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This paper reviews the relationship between employees' perceived CSR and its dimensions and work outcomes, and explores the moderating effects of the samples' demographic characteristics (i.e., gender, age), and national culture, based on a metaanalysis of 65 studies from 67 samples. Results show that perceived CSR and its dimensions are positively related to employees' positive attitudes and behaviours, and negatively related to their negative attitudes and behaviours. The results also partially support the moderating effects of the samples' demographic characteristics in terms of age and gender, and national culture. This study supplements existing theoretical review articles, and further confirms the psychological effects of perceived CSR. In addition, the results further confirm the rationality of CSR practices and provide suggestions for enterprises to better use CSR strategies to motivate their employees.

This quantitative review systematically integrates the antecedents and outcomes of psychological ownership (PO) and examines its incremental validity and explanatory power compared with two other forms of workplace attachment (i.e., organizational commitment and organizational identification). Across 141 studies published over 20 years, our meta-analysis shows that apart from the factors related to the three traditional categories of PO antecedents (i.e., control, knowing, and investment), safety (e.g., organizational justice, trust, perceived organizational support, and relational closeness) is an emerging antecedent leading to PO. In addition, we find that PO is related not only to employees’ attitudinal and performance outcomes but also to some dark-side outcomes (e.g., territorial behaviors). Furthermore, after applying two advanced methods, that is, two-stage meta-analytic structural equation modeling and dominance analysis, to the analysis of 294 studies (including 291 primary studies and three published meta-analyses), the results reveal that PO has an incremental validity above that of organizational commitment and organizational identification in predicting employees’ in-role performance and organizational citizenship behaviors. Theoretical and practical implications are discussed.

The past decade has witnessed growing interests in empirically examining the effectiveness of servant leadership in management research. Our study reviews the literature on servant leadership and analyzes the relationship between servant leadership and outcome variables. Drawing on social exchange theory, this study uses meta-analysis to find that servant leadership is positively related to followers' job-related outcomes (e.g., psychological empowerment, organizational commitment, service quality), leader-related outcomes (e.g., leader effectiveness), and group-related outcomes (e.g., group service performance). Further, we find that the relationships between servant leadership and its outcomes are moderated by cultural factors (i.e., traditionality, masculinity, individualism, and power distance). Finally, we examine the incremental validity of servant leadership by taking transformational leadership into account and comparing their effects on job performance and organizational citizenship behavior (OCB) via leader-member exchange (LMX). Implications for theory and practice are discussed, and an agenda for future research is proposed.

Evidence from experiments with single objects indicates that perceiving objects leads to automatic extraction of affordances. Here we examined the influence of implied between-object actions on affordance processing. Images of task-irrelevant object pairs (e.g., a spoon and a bowl) were followed by imperative central targets. Participants made speeded left/right responses to targets, and the responses randomly aligned with the affordance of one of the objects. The orientation of one object was manipulated across trials, leaving the colocation between objects correct or incorrect for potential interaction. Four experiments demonstrated that positioning the objects correctly for between-object actions led to a prioritization of the object active in the action (e.g., the spoon) over the passive (e.g., the bowl) object. Moreover, there was an inhibitory effect on responses to the passive object: responses congruent with the passive object were slower when pairs of objects were shown as if in interaction, compared with when they were not. The effects did not change in the single-hand response task but disappeared when the passive objects were absent-though an affordance should still have been presented by the active object. These results present evidence for affordance selection in action-related object pairs, and suggest inhibition of the action afforded by the passive objects under conditions of affordance competition.

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a school of Business, east china university of science and Technology, shanghai, china; b research Institute of economics and management, southwestern university of finance and economics, chengdu, china; c school of management, university of new south Wales, sydney, australia; d school of Business administration, southwestern university of finance and economics, chengdu, china ABSTRACT Based on a survey of a sample of employees (n = 726), we examine whether work-to-family enrichment mediates the relationship between two types of flexible work arrangements (i.e. flextime and a compressed workweek) and two workrelated outcomes (job satisfaction and turnover intention). In addition, we examine the moderating effect of gender on the relationship between flexible work arrangements and workto-family enrichment and between work-to-family enrichment and the work-related outcomes. The results show that workto-family enrichment acts as a mediating factor between flexible work arrangements and outcomes. In addition, the relationship between work-to-family enrichment and turnover intention is stronger for female employees. Finally, the implications for research and practice are discussed.