报告题目 | Family Demands Diversity, Team Work-Family Conflict, and Employee Individual Effort: A Moderated Mediation Model | 报告人（单位） | Ping (Tyra) Shao（the California State University） | 点评人（单位） | 周路路（金洋娱乐软件安卓版） | 点评人（单位） | 许勤（金洋娱乐软件安卓版） | 时间地点 | 时间：2019年4月17日（周三上午10：00） 地点：九龙湖经管楼B-203 | 报告内容摘要 | In response to the criticism that most of the work-family research has been conducted at the individual level of analysis, Bhave, Kramer, and Glomb (2010) proposed the construct of team work-family conflict that refers to the collective level of work-family conflict in a team. However, it is unclear why team work-family conflict emerges and how the conflict impacts individual employees’ work outcomes. Drawing on resource exchange as our theoretical framework, we argue that family demands diversity within a team reduces team work-family conflict which, in turn, increases individual employee effort. We also argue that team-level resentment of teammates’ family responsibilities (teammate resentment) and perceived supervisor family support moderate the mediated model. Using a sample of 40 work teams and their team leaders, we found support for our model. Implications of our findings for diversity and work-family research and practice are discussed. | 报告题目 | A CEO SELF-REGULATION MODEL OF CORPORATE SOCIAL PERFORMANCE: AN INTEGRATION OF POWER THEORY WITH REGULATORY FIT THEORY | 报告人（单位） | Ping (Tyra) Shao（the California State University） | 点评人（单位） | 葛沪飞（金洋娱乐软件安卓版） | 点评人（单位） | 鞠传静（金洋娱乐软件安卓版） | 时间地点 | 时间：2019年4月17日（周三下午15：00） 地点：九龙湖经管楼A-501 | 报告内容摘要 | Integrating power theory with regulatory fit theory, we present a CEO self-regulation model of corporate social performance (CSP). We argue that, from the power-as-opportunity perspective, power makes self-oriented CEOs lead their firms away from achieving CSP, whereas from the power-as-responsibility perspective, power makes other-oriented CEOs lead their firms toward achieving CSP. Additionally, we draw upon regulatory fit theory and propose that CEOs’ promotion (prevention) focus further strengthens the relationship between high-power CEOs’ self- (other-) orientation and CSP. Analyzing the panel data of the U.S. S&P 500 firms during the period of 2001-2015, we found support for all the hypotheses, except that CEOs’ prevention focus did not modify the relationship between high-power CEOs’ other-orientation and CSP. These findings offer important insights for corporate social responsibility research. | 报告人简介 | Dr. Ping (Tyra) Shao joined the California State University, Sacramento's College of Business Administration faculty in the area of Organizational Behavior and Human Resource Management in Fall 2010. She earned her MBA at the University of Sheffield in 2004 and her Ph.D. in Management at Drexel University in 2010. Her research focuses on leadership processes in organizations. Her recent work appears in the Journal of Applied Psychology, Journal of Organizational Behavior, Human Relations, Journal of Vocational Behavior, and Leadership Quarterly as well as in the Academy of Management Conference Best Paper Proceedings. |
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