Purpose - A paternalistic employer is one that looks down on its employees and expects them to do everything their way. On the other hand, the job demand-resource (JD-R) model, developed by Arnold Bakker and Evangelia Demerouti, has been widely used in the last decade to characterize the...

Using a large-scale real effort experiment, we explore whether and how different peer assignment mechanisms affect worker performance and stress. Letting individuals choose whom to compare to increases productivity to the same extent as a targeted exogenous matching policy designed to maximize...

This study explores and compares the impact of family responsibility on job performance among internal migrant and non-migrant female workers. A total of 155 questionnaires were collected from female housekeeping attendants working in hotels in Guangzhou, China. The analysis used partial least...

Employee task performance plays a critical role in driving organizational success, and understanding its interaction with employee psychological status is essential for unlocking a workforce's full potential. Psychological ownership has been shown to significantly influence performance outcomes,...

Drawing on the theory of threatened egotism, this study hypothesized that organization-based self-esteem moderates the negative relationship between abusive supervision and affective organizational commitment, as well as the positive relationships between abusive supervision and intentions to...

This study analyzes the gender gap in self- and peer evaluations based on a laboratory experiment. Five players performed a creativity task in a high-stakes winner-takes-all tournament. The treatment without validation informed all players that evaluations that they will conduct determine who...

This study investigates the relationships between goal attainment perception (GAP), team performance (TP), and motivation potential score (MPS). Another purpose of this paper is to examine whether or not there is a mediating role for motivation potential scores in the relationship between goal...

In crisis-stricken economies, leadership effectiveness increasingly hinges not on technical expertise alone but on emotional competence. While emotional intelligence (EI) has been widely acknowledged as a catalyst for effective leadership and employee outcomes, its role in volatile and...

This study aims to identify the impact of digital infrastructure in its dimensions (hardware components, software, communication networks, databases, human skills) on the performance of employees in its combined dimensions (work speed, work quality, and knowledge of work requirements) with the...

The impact of hierarchical differentiation on team effectiveness is heavily discussed in scientific research with strong argumentslined up on both the pro and the contra sides. To contribute to this debate, I investigated the relationship between a specificfacet of hierarchical differentiation,...

Objective This study examines the impact of transformational leadership on key employee outcomes, including affective organizational commitment, job performance, employee engagement, and job satisfaction, within the context of today's rapidly evolving, human -centric tech era. With the...

This paper examines the causal impact of the working environment on worker performance and explores the underlying mechanisms. Specifically, we use games from the Chinese Basketball Association (CBA) as our research sample and exploit the "neutralvenues policy" induced by COVID-19 to address...

This study examines how performance pressure influences the complex relationships between job autonomy and critical employee outcomes in contemporary organizations. Specifically, we investigate the relationships between employees' job autonomy, work engagement, and innovative behavior, while...

Purpose - Civil service workers are valuable resources for any nation and play a crucial role in driving their country's economic development. Per the supervisor, this research examines the impact of mindfulness, proactive personality, and career competencies on employee job performance. The...

We conduct a field experiment studying how financial incentives for achieving specific course grades affect university students, whether effects vary by ability, and whether allowing students to choose their goals improves outcomes. We find that incentives negatively affect performance,...

We evaluate a firm’s unusual, worker-centered, solution to the agency problem: enabling employees to reduce the cost of effort rather than pushing them with performance rewards. We randomize the roll-out of the firm’s "Discover Your Purpose" intervention among 2,976 white-collar employees...