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- Conflict (1)
- Cross-cultural differences (1)
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Purpose: This study questions whether applicants with different cultural backgrounds are equally prone to fake in job interviews, and thus systematically examines cross-cultural differences regarding the attitude toward applicants’ faking (an important antecedent of faking and a gateway for cultural influences) on a large scale.Design/Methodology/Approach: Using an online survey, employees’ (N = 3252) attitudes toward faking were collected in 31 countries. Cultural data were obtained from the Global Leadership and Organizational Behavior Effectiveness project (GLOBE).Findings: Attitude toward faking can be differentiated into two correlated forms (severe/mild faking). On the country level, attitudes toward faking correlate in the expected manner with four of GLOBE’s nine cultural dimensions: uncertainty avoidance, power distance, in-group collectivism, and gender egalitarianism. Furthermore, humane orientation correlates positively with attitude toward severe faking.Implications: For international personnel selection research and practice, an awareness of whether and why there are cross-cultural differences in applicants’ faking behavior is of utmost importance. Our study urges practitioners to be conscious that applicants from different cultures may enter selection situations with different mindsets, and offers several practical implications for international personnel selection.Originality/Value: Cross-cultural research has been expected to answer questions of whether applicants with different cultural backgrounds fake to the same extent during personnel selection. This study examines and explains cross-cultural differences in applicants’ faking in job interviews with a comprehensive sample and within a coherent theoretical framework.
Purpose
The purpose of this paper is to examine the direct and indirect crossover effects of leaders’ exhaustion on followers’ somatic complaints by testing leaders’ health-oriented behavior toward employees as a possible underlying mechanism.
Design/methodology/approach
A two-wave online study using data from different sources was conducted. In a sample of 106 leaders and followers, leaders were paired with one or two followers. Leaders rated their level of exhaustion at Time 1, and followers rated their leaders’ health-oriented leadership behavior (i.e. StaffCare behavior) and their own level of somatic complaints three months later (Time 2).
Findings
Results provided evidence of an indirect crossover effect from leaders’ exhaustion to followers’ somatic complaints through StaffCare behavior. There was no direct crossover effect.
Practical implications
Findings suggest that organizations should attend to leaders’ health as a means to allow for StaffCare behavior and thus protect employee health.
Originality/value
StaffCare behavior represents a new concept that focuses on health-related aspects of leadership. This is the first study to take an in-depth look at the question of how this leadership behavior is tied to crossover from leader exhaustion to follower health.
Conflict has negative effects on employees' job satisfaction and performance. Transformational leadership, on the other hand, has been shown to have strong positive relations with both job satisfaction and performance, but is negatively related to conflicts at the workplace. However, up to now how these different factors influence one another remains unclear. With this study, we take a closer look at the role of conflict and focus on task and relationship conflicts as possible mediators between transformational leadership and job satisfaction on the one hand and performance on the other. Data from professional orchestra musicians in German-speaking countries were used, as transformational leadership is often likened to the method of leadership found in orchestras. Structural equation modeling indicated that task conflict mediated the effect of transformational leadership on performance and relationship conflict mediated the effect of transformational leadership on job satisfaction. Implications and limitations are discussed.
Die Buchreihe „Forschende Frauen in Bamberg“ begleitet das gleichnamige Forschungskolloquium der Frauenbeauftragten der Otto-Friedrich-Universität Bamberg. Der neunte Band unserer Reihe umfasst als Besonderheit sowohl das Kolloquium 2016 als auch 2017. Anlässlich des von uns für 2016 ausgerufenen „Genderjahres“ haben alle in diesem Buch veröffentlichten Beiträge eine Gemeinsamkeit: Untersucht werden Fragestellungen, die sich mit Genderthemen befassen, beziehungsweise Geschlechterunterschiede aufzeigen oder Frauen in den Fokus nehmen.