Abstract

In the present study, we examined whether greater personality dissimilarity would indirectly lead to lower organizational commitment as a result of heightened emotional exhaustion. We also proposed and tested the notion that the experience of being dissimilar to one’s workgroup members in the traits of (a) agreeableness, (b) conscientiousness, or (c) emotional stability would have the strongest positive effect on emotional exhaustion in workgroups with low justice climates. The data from 8196 members of the U.S. Armed Services confirmed the predicted negative indirect effect for agreeableness dissimilarity, but showed that conscientiousness dissimilarity resulted in a positive indirect effect on commitment. Contrary to expectations, emotional stability dissimilarity did not demonstrate a significant relationship. Multilevel moderated mediation analyses revealed that the presence of a strong workgroup justice climate attenuated the significant mediated relationships. Finally, we report supplementary polynomial regression analyses and discuss their implications for workgroup composition and individual career development.

Keyword

Commitment ;  Emotional exhaustion ;  Justice climate ;  Personality dissimilarity

Abstract

Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader-member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader-member exchange quality yielded high levels of job dedication among all employees except the emotionally unstable working in highly political climates. These results not only reinforce the need to hire emotionally stable workers and keep organizational politics at low levels but also point to the limitations of leader influences on employee contextual performance.

Keyword

5-FACTOR MODEL ;  5 PERSONALITY DIMENSIONS ;  ADEQUATE TAXONOMY ;  CONTEXTUAL PERFORMANCE ;  emotional stability ;  job dedication ;  LEADER-MEMBER EXCHANGE ;  LMX ;  ORGANIZATIONAL CITIZENSHIP BEHAVIOR ;  PERCEPTIONS ;  politics ;  SCALE POPS ;  TASK-PERFORMANCE ;  WORK BEHAVIORS

Abstract

CEIBS Assistant Professor of Management Emily David joined CEIBS in mid-2016 after a stint in the United Arab Emirates where she complemented her role as an academic with mentoring participants in a female empowerment programme. Years before, she had also lived in Bolivia. Her experiences as an expatriate, like many other aspects of her life, have shaped the direction of her academic research. Now she’s in Shanghai, where, in addition to giving her all to her students she is enjoying the culinary delights. “I just want to give a personal shout out to whoever invented xiao long bao. I'm a really huge fan,” she says with a mischievous laugh. “I love that stuff, I eat it every week. That’s one of my favourite parts of living here!”

Keyword

Abstract

She explains why she loves Shanghai and the field of psychology and how her research has covered everything from cross-cultural interactions on the International Space Station to the impact of familiarity on expatriate turnover.

Keyword