Research on leadership and subsequent follower outcomes has remained a prominent topic of study in the organizational sciences. Unfortunately, the leadership literature has neglected the role of follower characteristics as potential influences on the relationship between leader behavior and follower work behavior. In this session, we will review the literature on follower individual differences as they relate to leader effectiveness. We will also report the results of 2 studies that we conducted to further examine this issue. In the first study, we found that follower promotion focus mediated the relationship between transformational leadership and follower organizational citizenship behavior. In the second study, we found support for a moderated mediation model in which transformational leadership moderated the relationship between work ethic and work engagement, which subsequently predicted follower proactive behavior at work. We will conclude the session by discussing the implications of this area of research on the study and practice of leadership.

Antecedents of organizational citizenship behaviors and counterproductive work behaviors have been studied in depth, focusing on both individual differences and environmental variables. However, motivation has been largely overlooked as a contributor to these voluntary behaviors. Self-Determination Theory, a motivational framework, posits that environmental support in the form of fulfilled basic psychological needs leads to activities geared towards growth and development, whereas a lack of environmental supports thwarts these attempts towards self-growth. It is hypothesized that environmental support will account for unique variance above and beyond previously studied antecedents of voluntary workplace behaviors. This was supported using hierarchical regression. It was also hypothesized that locus of control will moderate the effect of environmental support on voluntary behaviors, such that environmental support will play a larger role in people with an external locus of control, compared to those with an internal locus of control. This was not supported using moderated regression, but the trends suggest that future research in this area may be more successful. The implications for research and practice are discussed.

This purpose of this study was to examine the effect that employee gender might have on performance ratings. Specifically, it was thought that negative performance episodes, such as aggressive behavior, might have less of an effect on performance ratings for males compared to females because males have a stereotype of being more aggressive. Additional hypotheses examined how different types of negative performance affected perceptions that the employee was behaving according to their gender ideal, and whether people judged male and female aggressiveness differently. To this end, 134 undergraduate students participated in a 2 x 3 design experiment where they read about a hypothetical server in a restaurant who had committed various negative behaviors at work. The results were, for the most part, not significant. The exception was that there were some slight group differences in how well the employees in the various conditions fit their gender ideal.

Cyberloafing is the nonsanctioned recreational use of the computers/internet during work hours. Although research is increasing, the processes related to cyberloafing are not well understood. In the current studies, I developed, tested, and evaluated a series of causal minor-cyberloafing models. In Study 1, I empirically compared four minor-cyberloafing taxonomies and selected two of these models as my working taxonomies for minor cyberloafing. In Study 2, I tested and evaluated eight causal minor-cyberloafing models using structural equation modeling techniques and various model-data fit indices. Results of Study 2 indicated that the models were not plausible, bringing into question the value of the proposed models. Despite the poor primary results, I did find a number of potentially important results in the subsequent exploratory analyses. First, I observed high correlations between minor cyberloafing and four of my exploratory variables. Second, I found that one’s perception of the descriptive cyberloafing norms predicted minor cyberloafing above and beyond one’s perception of the injunctive cyberloafing norms. Finally, I found that the predictors cyberloafing attitudes and perceived descriptive norms accounted for a substantial amount of variance in minor cyberloafing. I discuss the theoretical implications of the exploratory results and future directions for research in the discussion section.

The present study has two primary contributions to the existing literature linking stressors to employee reactions. First, job satisfaction and emotional exhaustion are proposed to mediate the relationship between stressors and both forms of voluntary workplace behaviors, specifically OCB and CWB. A comprehensive framework, which includes both streams of voluntary workplace behaviors (OCB and CWB) will expand the common practice of investigating them separately and helps us better understand the parallel mechanisms linked to OCB and CWB. Secondly, the role of proactive personality will be investigated to gain insights into how it relates to job attitudes and voluntary work behaviors. We will have new look at the dispositional antecedents of OCB and CWB by investigating how proactive people react, feel, and behave in the organizational context.

The aim of the study was to investigate the reduction of counterproductive work behavior (CWB) through two interventions. The sample consisted of 22 nursing assistants working in an elderly nursing home, who were divided into two treatment groups, where one received a mindfulness intervention and one received a feedback intervention. The main hypothesis was that both interventions would be effective in reducing CWB by increasing self-efficacy through positive feedback and increasing emotional regulation through mindfulness practice, respectively. A pre-post quasi-experimental design was used, where the participants engaged in the interventions two times per week for four consecutive weeks. The results did not support the main hypothesis, as the interventions did not significantly reduce CWB. The lack of support for the main hypothesis is most likely due to low self-reported engagement in CWB at baseline. However, the interventions did significantly affect both self-efficacy and emotional regulation, but not in line with the hypotheses’ expectations. The feedback intervention significantly increased both emotional regulation dimensions but not self-efficacy, while the mindfulness intervention increased emotional self-efficacy and showed strong tendencies towards increasing social self-efficacy, but did not increase any of the emotional regulation dimensions as hypothesized. A conclusion from the results is that more research is needed to further investigate the effectiveness of the two interventions.

This paper titled "Motivation and stimulation of work behavior and company culture" aims at evaluating the system of motivation and stimulation of work behavior in a selected organization and at proposing changes, especially those developing company culture. The organization Czech Cycling Federation was selected for the purposes of this paper. In the practical part a questionnaire research was carried out consisting of 33 questions in which 46 respondents from the total of 52 employees participated. The results of the questionnaire research have proved the company culture as strong. The employees consider bright side of the organization a positive work environment, friendly atmosphere at the workplace and clear assignment of tasks. The less favorable side includes insufficient communication between the management of the organization and employees and employee motivation. Based on the results of the questionnaire research changes were proposed to improve the situation in the organization. The proposed changes and recommendations include improving between management and subordinates, listen to the opinions and ideas of employees, trying to keep a good name in the field.

The main aim of this work is to determine the current level of employee satisfaction, the reasons that lead to these results, and ways that the current situation can be improved. The theoretical part is focused on the most important topics related to satisfaction characterization, it's influence of work behavior, factors affecting it, importance and methods to investigate it. The practical part is focused on exploration of employee job satisfaction in the chosen company. This finding has been based on the questionnaire survey. The list of areas examined of satisfaction and analyzed problem areas of employee satisfaction. To these results were then suggest ways, how could the current employee satisfaction effectively as possible to increase and secure.

Purpose - This study aims to identify how remote work may negatively influence the innovative climate, and how organizations can overcome the identified challenges. In doing so, we present challenges of remote work and solutions of how organizations, leaders, and employees can manage the challenges.  Method – The analysis was based on 18 interviews with industry experts and employees at the case study company, as well as secondary data regarding best practices. We combined and analyzed all data by thematic analysis. Findings - We identified 12 challenges with remote work that negatively influences the innovative climate within four areas: communication, collaboration, resources, and leadership. We have also mapped out 14 solutions to overcome those identified challenges.  Theoretical contribution - Remote work has been investigated several times but the connection to the innovative climate has not earlier been established. Thus, in this study, we bridge the gap between the challenges of remote work and the innovative climate at organizations. Additionally, independent of the COVID-19 pandemic, we contribute with findings on how remote work may negatively influence the innovative climate in organizations, how organizations can overcome these challenges, and how an innovative climate can be fostered remotely. Practical implications - We show how remote work negatively influences the innovative climate at organizations and what leaders, employees, and organizations could do to overcome these challenges and foster innovation despite working remotely. See appendix 4, 5, 7, and 8 for practical guidelines that describe what four different stakeholders (leaders, employees, organizations, and meeting moderators) can do, and appendix 6 for a suggested etiquette for remote meetings. Limitations of the study - We collected most of the data through one company in the high technology industry focused on gathering qualitative findings. Thus, our findings might be limited in terms of generalizability. Therefore, validation of our findings in other industries would be interesting for future research. / Syfte - Studiens syfte var att identifiera hur distansarbete negativt kan påverka det innovativa klimatet hos organisationer och hur dessa utmaningar kan övervinnas. För att uppnå det presenterade vi utmaningar med distansarbete samt lösningar på hur organisationer, ledare, mötesmoderatorer och anställda kan hantera utmaningarna. Metod – Analysen baserades på 18 intervjuer med branschexperter och anställda vid fallstudieföretaget, samt sekundära data om bästa praxis. All data analyserades med hjälp av tematisk analys. Resultat - Vi identifierade 12 utmaningar med distansarbete som negativt påverkar det innovativa klimatet inom fyra områden: kommunikation, samarbete, resurser och ledarskap. Vidare har vi kartlagt 14 lösningar för att övervinna de identifierade utmaningarna. Teoretiskt bidrag - Distansarbete har undersökts flera gånger men kopplingen till det innovativa klimatet har inte fastställts tidigare. I denna studie överbryggar vi klyftan mellan utmaningarna med distansarbete och det innovativa klimatet i organisationer. Dessutom, oberoende av COVID-19-pandemin, bidrar vi med kunskap om hur distansarbete kan påverka det innovativa klimatet hos organisationer negativt, hur organisationer kan övervinna dessa utmaningar och hur ett innovativt klimat kan främjas på distans. Praktiska implikationer - Vi visar hur distansarbete negativt påverkar det innovativa klimatet i organisationer och vad ledare, anställda och organisationer kan göra för att övervinna dessa utmaningar och främja innovation trots att de arbetar på distans. Se bilaga 4, 5, 7 och 8 för praktiska riktlinjer som beskriver vad fyra olika roller (ledare, anställda, organisationer och mötesmoderatorer) kan göra, och bilaga 6 för ett förslag på en etikett för distansmöten. Studiens begränsningar - Majoriteten av studiens kvalitativa data samlades in från ett företag och därför kan våra resultat vara begränsade avseende generaliserbarhet. Validering av våra resultat i andra branscher skulle därför vara aktuellt för framtida studier.

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