Abstract

One adverse consequence of interpersonal mistreatment is that it damages the relationship between the victim and the transgressor. Scholars have promoted forgiveness of such mistreatment as a victim response that can motivate transgressors to work towards relationship restoration. Building on social exchange theory and the social perception literature, we provide an account of when transgressors are less (vs. more) willing to restore their relationship with the victim in response to forgiveness. Specifically, we argue that transgressors perceive forgiveness from a victim who has high (vs. low) power, relative to the transgressor, as insincere, making transgressors less willing to restore the relationship. We further argue that this effect of high (vs. low) victim power is pronounced especially when the victim also has low (vs. high) status. Two experiments and two field studies support these predictions. These findings highlight the relevance of studying how contextual conditions color transgressors' perceptions of victims' behavior to understand relationship restoration after interpersonal mistreatment.

Keyword

forgiveness ;  hierarchy ;  interpersonal mistreatment ;  power ;  relationship restoration ;  sincerity ;  status

Abstract

Studies have started to examine factors that explain when and why leaders enact procedural justice. However, these studies have not considered the idea that justice enactment can be a self-serving instrument for leaders. In this paper, we propose a threat-based tripartite model of procedural justice enactment. Specifically, we examine how leaders in unstable (vs. stable) power positions combine information from the two fundamental dimensions of person perception-that is, their perceptions of a follower's competence and warmth-to shape the level of procedural justice they enact toward the follower. In support of our model, the results of a multisource organizational field study and a laboratory experiment show that leaders in unstable power positions enact procedural justice, particularly toward followers whom they perceive as highly competent but low in warmth. We discuss our findings in light of their implications for the justice and leadership literatures.

Keyword

competence ;  instrumentality ;  person perception ;  position stability ;  procedural justice ;  warmth

Abstract

Expressing (vs. withholding) forgiveness is often promoted as a beneficial response for victims. In the present research, we argue that withholding (vs. expressing) forgiveness can also be beneficial to victims by stimulating subsequent transgressor compliance - a response that is valuable in restoring the victim's needs for control. Based on deterrence theory, we argue that a victim's withheld (vs. expressed) forgiveness promotes transgressor compliance when the victim has low power, relative to the transgressor. This is because withheld (vs. expressed) forgiveness from a low-power victim elicits transgressor fear. On the other hand, because people are fearful of high-power actors, high-power victims can expect high levels of compliance from a transgressor, regardless of whether they express forgiveness or not. A critical incidents survey (Study 1) and an autobiographic recall study (Study 2) among employees, as well as a laboratory experiment among business students (Study 3), support these predictions. These studies are among the first to reveal that withholding forgiveness can be beneficial for low-power victims in a hierarchical context - ironically, a context in which offering forgiveness is often expected.

Keyword

compliance ;  deterrence theory ;  fear ;  forgiveness ;  Power

Abstract

Although organizational research has begun to examine the consequences of workplace envy, these studies primarily focus on envy directed toward peers. Our research extends the envy literature by focusing on leaders’ envy toward followers. Building on the social-functional perspective of emotions, we propose that leaders’ envy promote a defensive self-enhancing emotion - hubristic pride, which in turn facilitates laissez-faire leadership behaviors. Furthermore, follower benevolence moderates the effect of leaders’ envy on hubristic pride and laissez-faire leadership. Study 1, in a critical incident study among 165 leaders from various organizations, we found support for the prediction that leaders who experience more envy toward their followers are more likely to engage in laissez-faire leadership behaviors when envied followers are low on benevolence. In Study 2, multisource data collected from 120 leader-follower dyads in various organizations supports the prediction that leader hubristic pride mediates the relationship between leaders’ envy and laissez-faire leadership when follower benevolence is low. In Study 3, a well-controlled experiment conducted among 126 business students replicates these findings.

Keyword

Abstract

An apology, as an expression of remorse, can be an effective response from a transgressor to obtain forgiveness from a victim. Yet, to be effective, the victim should not construe the transgressor’s actions in a cynical way. Because low-power people tend to interpret the actions of high-power people in a cynical way, we argue that an apology (versus no apology) from high-power transgressors should be relatively ineffective in increasing forgiveness from low-power victims. We find support for this moderated mediation model in a critical incidents study (Study 1), a forced recall study (Study 2) among employees from various organizations and a controlled laboratory experiment among business students (Study 3). These studies reveal the limited value of expressions of remorse by high-power people in promoting forgiveness.

Keyword

apology ;  cynicism ;  forgiveness ;  power ;  remorse

Abstract

In the present article, we argue that the constant pressure that leaders face may limit the willpower required to behave according to ethical norms and standards and may therefore lead to unethical behavior. Drawing upon the ego depletion and moral self-regulation literatures, we examined whether self-regulatory depletion that is contingent upon the moral identity of leaders may promote unethical leadership behavior. A laboratory experiment and a multisource field study revealed that regulatory resource depletion promotes unethical leader behaviors among leaders who are low in moral identity. No such effect was found among leaders with a high moral identity. This study extends our knowledge on why organizational leaders do not always conform to organizational goals. Specifically, we argue that the hectic and fragmented workdays of leaders may increase the likelihood that they violate ethical norms. This highlights the necessity to carefully schedule tasks that may have ethical implications. Similarly, organizations should be aware that overloading their managers with work may increase the likelihood of their leaders transgressing ethical norms.

Keyword

Ego depletion ;  Moral identity ;  Unethical leadership

Abstract

Theories that explain employees' positive emotional, cognitive, and behavioral responses to fair procedures rely on control and relational processes. In the present study, we build on these models, but reverse this perspective to examine when leaders provide voice opportunities in their interactions with employees. We argued that leaders may take care of employees' perceived individual control needs (which influence their own outcomes) by granting them voice. However, this will be the case particularly when leaders perceive that this employee also wants to belong to the organization, because this makes it more likely that employees will use their voice in a way that does not hurt the organization's interest. Support for this predicted interaction effect was found in a laboratory experiment and a multisource field study. This research is among the first to identify factors that influence whether leaders will be more likely to act fairly, thus integrating procedural justice processes in the leadership literature.

Keyword

BEHAVIOR ;  COOPERATION ;  FOCUSED MODEL ;  JUDGMENTS ;  leadership ;  need for control ;  need to belong ;  ORGANIZATIONAL JUSTICE ;  PERFORMANCE ;  PERSPECTIVE ;  procedural fairness ;  SELF ;  TRANSFORMATIONAL LEADERSHIP ;  UNCERTAINTY MANAGEMENT ;  voice

Abstract

Although previous research on apologies has shown that apologies can have many beneficial effects on victims' responses, the dyadic nature of the apology process has largely been ignored. As a consequence, very little is known about the congruence between perpetrators' willingness to apologize and victims' willingness to receive an apology. In three experimental studies we showed that victims mainly want to receive an apology after an intentional transgression, whereas perpetrators want to offer an apology particularly after an unintentional transgression. As expected, these divergent apologetic needs among victims and perpetrators were mediated by unique emotions: guilt among perpetrators and anger among victims. These results suggest that an apology serves very different goals among victims and perpetrators, thus pointing at an apology mismatch.

Keyword

Anger ;  ANGER ;  Apologies ;  AUTOBIOGRAPHICAL NARRATIVES ;  FEELINGS ;  Forgiveness ;  FORGIVENESS ;  Guilt ;  GUILT ;  INJUSTICE ;  INTENTIONALITY ;  INTERPERSONAL CONFLICT ;  OFFENDER ACCOUNTS ;  Perpetrators ;  PERSPECTIVE ;  Transgressions