The identity of leaders, correspondingly, shaped the transformational actions and the power they wielded at work, according to the evaluations of their followers. We observed a weaker influence of affect-focused rumination on the behaviors of leaders, this effect channeled through the mechanisms of resource depletion and leader identity, when ruminations were more frequent (in contrast to less frequent) occurrences. Leaders who are less seasoned in their roles. Our supplementary experience-sampling study used leaders' self-reported behaviors to successfully replicate the negative effects of depletion on transformational actions, exhibiting how power is exerted through leader identity. Leaders in the work setting can benefit from understanding the theoretical and practical ramifications of our research. All rights to the PsycInfo database record are reserved by the American Psychological Association, 2023.

Recent disclosures have highlighted the troubling trend of high-performing individuals in various occupations, promoted through the ranks despite unethical behavior. We explore the impact of employee performance on supervisors' moral assessments of employee misconduct, examining how supervisors' focus on performance affects their moral reasoning in promotion decisions, using principles of motivated moral reasoning. Our model's performance was tested in three distinct studies: a field study involving 587 employees and their 124 supervisors at a Fortune 500 telecom company, a two-sample experiment with working adults, and an experimental procedure that intentionally varied the underlying mechanisms. The evidence revealed a moral double standard whereby supervisors administered less severe punishments to the unethical acts of top-performing employees. Due to their emphasis on achieving results, supervisors' punitive judgments played a role in determining promotability, with the degree of influence varying. Our research underscores the differential moral consideration given to high performers and the uneven disciplinary responses from supervisors. This has implications for behavioral ethics research and organizations aiming to both retain high-performing employees and maintain fair application of ethical standards throughout the company. The PsycINFO database record, produced in 2023, is the property of the APA, and all rights are reserved.

While leader-member exchange (LMX) theory provides a comprehensive analysis of leader-follower relationship development, the significance of LMX agreement as a theoretically substantial relational construct has been relatively overlooked. Scholarly comprehension of its significant role in the relationships between leaders and their followers has, as a result, been curtailed by this. To consolidate the meaningful effects of LMX agreement on leader-follower connections, and to gain deeper insight into the variables affecting its variability across diverse groups, we conducted a meta-analysis. Random effects meta-regression analyses supplied substantial evidence for the moderating impact of LMX agreement between studies. Stronger relationships emerged between LMX and follower task performance and organizational citizenship behaviors when sample-level LMX agreement was high. In contrast, variations in national cultural patterns (horizontal individualism versus vertical collectivism), along with modifications in the duration of relationships, displayed a significant connection with LMX agreement. We likewise explored a considerable number of methodological elements, which predominantly exerted a negligible effect on the research results. These meta-analytic findings collectively indicate that LMX agreement is a key relational variable within LMX theory, capable of maximizing the benefits of high-quality leader-follower relationships. side effects of medical treatment Substantively, its character as a significant phenomenon is interwoven with the way it differs across various contexts, influenced by situational factors. From the synthesis of our theoretical model and empirical data, we delineate the implications for LMX theory and suggest key directions for the advancement of LMX research. From the original text regarding PsycINFO Database Record (c) 2023 APA, all rights reserved, provide ten sentences with distinct structures and unique wording, maintaining the same length and complexity.

The disparity in age, education, and tenure between supervisors and their subordinates is a common aspect of the workplace, described as status congruence. Subordinates are now more frequently encountering status incongruence, where their supervisors may not possess these established status indicators. We analyze the effect of status congruence or incongruence on subordinate assessments of supervisor competence and its subsequent influence on perceptions of the promotion system. Our research, grounded in system justification theory, anticipated and found that lower supervisor competence was associated with perceived fairness (Study 1) and acceptance (Study 2) of the promotion system. This relationship was strengthened when factors like low personal power in Study 1 and low system escapability in Study 2 amplified system justification motivations. Moreover, to ascertain the role of system justification, we created an implicit measure of the construct, and, in two further studies (3a and 3b), showed that participants displayed more system justification in conditions predicted by our theoretical reasoning. The theoretical and practical import of this subject is discussed thoroughly. The copyright 2023 PsycINFO database record is protected by the rights of the APA.

Leadership effectiveness is significantly impacted by the situation, although a complete, widely agreed-upon, and research-backed model for understanding situational leadership has yet to be developed. This research employed 1159 leaders' situation ratings and narratives to construct an empirically driven taxonomy of leadership situations. Leaders judged the psychological situation characteristics, which were created using natural language processing techniques. Leader ratings' factor analyses unveiled a six-dimensional taxonomy of psychological leadership situation characteristics, encompassing Positive Uniqueness, Importance, Negativity, Scope, Typicality, and Ease. Innate mucosal immunity From the analysis of leader narratives through topic modeling, a preliminary accompanying typology of structural leadership situation cue combinations was developed, specifically Market/Business Needs, Barriers to Effectiveness, Interpersonal Resources, Deviations/Changes, Team Objectives, and Logistics. In order to facilitate the measurement of situational perceptions, we constructed the Leadership Situation Questionnaire (LSQ), a 27-item instrument designed to evaluate six dimensions of psychological leadership situation characteristics. Our initial exploration of the nomological network of psychological leadership situation characteristics, leveraging the LSQ, involved examining their associations with leader personality, leader actions, leadership outcomes, and composite indicators of structural leadership situation cues. Existing leadership research is organized and future situation-related leadership hypothesis research is founded, thanks to the psychological leadership situation characteristics taxonomy and its accompanying measure, the LSQ, which also provides practical implications for leader assessment and development. Copyright 2023, the American Psychological Association holds exclusive rights to this PsycINFO database record.

Motivated by the desire to prevent insomnia and its negative effects within the workplace, organizational scholars have investigated numerous factors that precede the condition. Yet, most studies have remained fixated on the antecedents that escape the employee's purview and management. Consequently, our shared comprehension of methods for employees to adjust their workplace conduct and thereby alleviate insomnia symptoms and avoid detrimental outcomes has, unfortunately, remained confined. selleckchem Employee voice expression, a prosocial but emotionally demanding behavior under employee's control, was examined in this study to determine its effect on sleep quality, and how sleep quality, in turn, affects voice expression on the subsequent workday. In a study encompassing 113 full-time employees, surveyed twice a day throughout ten workdays, we found a connection between expressing proactive professional opinions and increased positive affect at the close of the workday, a smoother transition away from work in the evening, and a decrease in nocturnal sleep difficulties. We discovered that employees who voice their concerns excessively at work often experience increased negative emotions at the end of their workday, struggle to disengage from work during evenings, and are more prone to experiencing sleep difficulties during the night. The current research further establishes that, while insomnia is not correlated with the following day's prohibitive voice expression, employees experiencing sleep deprivation are less likely to engage in promotive voice due to psychological exhaustion. Our research suggests that the sleep problems of employees could be reduced if they regulate costly workplace behaviors, including vocalizations. The APA's PsycInfo Database, copyright 2023, reserves all rights for this record.

Research demonstrates a link between the work environment and the psychological and physical well-being of those employed. The link between work quality and well-being is such that reductions in work quality, typified by escalated job stressors and decreased job resources, are thought to negatively affect well-being; conversely, elevated work quality, characterized by reduced job stressors and augmented job resources, is anticipated to positively affect well-being. Previous studies on the connection between work conditions and well-being often operate under the assumption that any decrease in work quality negatively impacts well-being, while a corresponding improvement in work quality positively influences well-being. While Hobfoll's conservation of resources (COR) theory proposes that losses exert a more significant influence than gains do.