We May Be Different, but I Can Help You

Dong, Zhilin; Liu, Haiyang; Liu, Shengming

doi:10.1177/1548051816665582

Cited by 11 publications

(6 citation statements)

References 77 publications

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“…No effects on the other dependent variables were found. This research hence shows that higher value similarity can indeed cause more positive perceptions and motivations towards others, a finding broadly consistent with seminal evidence showing that higher value similarity causes a reduction in prejudice (Rokeach & Mezei, 1966;Stein et al, 1965), higher organisational commitment (Bai et al, 2017), and organisational identification (Edwards & Cable, 2009).…”

Section: Causal Effects Of Value Similaritysupporting

confidence: 89%

Measured and manipulated effects of value similarity on prejudice and well-being

Wolf

Hanel

Maio

2020

European Review of Social Psychology

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We review recent research investigating the effect of shared human values on personal and social outcomes. Using more precise methods than past research, cross-sectional and experimental evidence suggests that well-being and prejudice are predicted by the extent to which people's values align (or are perceived to align) with those of other people around them. Importantly, this research shows that these effects depend on the type of values being considered and are more nuanced than prior research suggests. For example, wellbeing is higher among individuals who perceive their fellow citizens to share their values of power and achievement. Prejudice against immigrants is higher among individuals who value conservation more but perceive immigrants to value openness. Moreover, experimentally highlighting actual value similarities rather than mean differences improves attitudes towards outgroups. We discuss how future studies can improve our understanding of value similarity effects and their underlying mechanisms.

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Section: Causal Effects Of Value Similaritysupporting

confidence: 89%

Measured and manipulated effects of value similarity on prejudice and well-being

Wolf

Hanel

Maio

2020

European Review of Social Psychology

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“…Studies focusing on value incongruence suggest that this inconsistency can cause employees to experience both genuine and perceived threats, such as anticipated interpersonal conflicts or isolation by others (Jehn et al, 1997;Tepper et al, 2011) or events that obstruct them from achieving their goals (Bouckenooghe et al, 2005). Both perceived and actual threats of gains could trigger employees' perceptions of tension and stress (Bai et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Facades of conformity and cyberloafing: a moderated mediation model

Ye,

Qian

2023

JMP

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PurposeDespite previous research highlighting the consequences of facades of conformity (FOC) on attitudes, emotions and feelings, little is known about their negative effects on behaviors. This study draws on the job stress process model to examine the association between FOC and cyberloafing and explores how anxiety functions as an underlying mechanism affecting cyberloafing.Design/methodology/approachA total of 185 employees from Chinese organizations participated in a two-wave questionnaire survey.FindingsThe study found a positive relationship between FOC and cyberloafing and noted that anxiety mediates this relationship. The research also identified that performance–avoidance goal orientation moderates the relationship between FOC and anxiety, as well as the indirect effects of the FOC–cyberloafing relationship via anxiety.Practical implicationsThe research findings demonstrate that FOC is positively associated with anxiety and cyberloafing. The disruptive nature of FOC in the workplace has been revealed. Furthermore, this study provides valuable suggestions for managers on how to reduce employee FOC and cyberloafing.Originality/valueUsing the job stress process model, this study investigates whether (main effect), how (a mediating mechanism) and when (boundary condition) FOC drives cyberloafing, deepening the understanding of the relationship between FOC and cyberloafing.

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“…Finally, the emotional support provided by empowering leadership also contributes to the activation of the individual’s emotional energy ( Chow, 2018 ). In addition, from a cultural context perspective, previous studies have confirmed that high power distance has an inhibitory effect on positive work behaviors (e.g., job performance and voice behaviors) ( Bai et al, 2017 ; Zhou and Liao, 2018 ). Empowering leadership can reduce the negative effects of power distance ( Luo and Xiao, 2020 ), stimulating individual vigor.…”

Section: Introductionmentioning

confidence: 93%

How Do Empowered Leaders Influence the Job Satisfaction of Kindergarten Teachers in China? Evidence From Mediation Analysis

2021

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Given the current shortage of kindergarten teachers, this study examines the relationship between empowering leadership and job satisfaction among kindergarten teachers in China from the perspective of their job characteristics and the Chinese cultural context. The participants were 557 Chinese kindergarten female teachers whose average number of years of experience was 2.82 (SD = 3.02). They completed a self-report survey regarding empowering leadership, vigor, affective commitment, and job satisfaction. The study results show that vigor and affective commitment could mediate the relationship between empowering leadership and job satisfaction. Finally, we discuss the findings of this study in depth. At the same time, we suggest that administrators should focus on the empowering leadership of Chinese kindergarten teachers, strive to increase their level of dynamism, and finally, strengthen the emotional connection between the organization and the Chinese kindergarten teachers. Thus, we suggest that educational administrators should empower kindergarten teachers more, rather than allowing them to be mere enforcers. In addition, how to enhance the individual dynamics of early childhood teachers and their emotional connection to the organization may also be something for educational administrators to consider.

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We May Be Different, but I Can Help You

Cited by 11 publications

References 77 publications

Measured and manipulated effects of value similarity on prejudice and well-being

Measured and manipulated effects of value similarity on prejudice and well-being

Facades of conformity and cyberloafing: a moderated mediation model

How Do Empowered Leaders Influence the Job Satisfaction of Kindergarten Teachers in China? Evidence From Mediation Analysis

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