“One-dimensional” mentality： The effects and mechanism of bottom-line mentality
LIANG Fenghua1,2, DUAN Jinyun1
1 School of Psychology and Cognitive Science, East China Normal University, Shanghai 200062; 2 School of Education Science, ShangRao Normal University, ShangRao 340001
[1] 胡华, 朱征, 杨朦晰, 李艳. (2021). 得失之间:领导底线心智对员工亲团队不道德行为的影响研究.外国经济与管理, 10, 120-134. [2] Babalola M. T., Greenbaum R. L., Amarnani R. K., Shoss M. K., Deng Y., Garba O. A., & Guo L. (2020). A business frame perspective on why perceptions of top management’s bottom-line mentality result in employees’ good and bad behaviors.Personnel Psychology, 73(1), 19-41. [3] Babalola M. T., Mawritz M. B., Greenbaum R. L., Ren S., & Garba O. A. (2021). Whatever it takes: How and when supervisor bottom-line mentality motivates employee contributions in the workplace.Journal of Management, 47(5), 1134-1154. [4] Babalola M. T., Ren S., Ogbonnaya C. N., Riisla K., & Gok K. (2022). Thriving at work but insomniac at home: Understanding the relationship between supervisor bottom-line mentality and employee functioning.Human Relation, 75(1), 33-57. [5] Balducci C., Alessandri G., Zaniboni S., Avanzi L., Borgogni L., & Fraccaroli F. (2020). The impact of workaholism on day-level workload and emotional exhaustion, and on longer-term job performance.Work & Stress, 35(1), 6-26. [6] Balducci C., Cecchin M., Fraccaroli F., & Schaufeli W. B. (2012). Exploring the relationship between workaholism and workplace aggressive behaviour: The role of job-related emotion.Personality and Individual Differences, 53(5), 629-634. [7] Bandura, A. (1986). Social foundations of thought and action: A social-cognitive theory. Englewood Cliffs, NJ: Prentice-Hall. [8] Bao, H., Wang, H. (Jane), & Sun, C. (2021). How and when environmental regulation induces middle managers’ proactive behavior.The Career Development International, 24(5), 438-452. [9] Bonner J. M., Greenbaum R. L., & Quade M. J. (2017). Employee unethical behavior to shame as an indicator of self-image threat and exemplification as a form of self-image protection: The exacerbating role of supervisor bottom-line mentality.Journal of Applied Psychology, 102(8), 1203-1221. [10] Brenner, S. & Molander, E. (1977). Is the ethics of business changing?Harvard Business Review, 55(1), 57-71. [11] Caruso E. M., Vohs K. D., Baxter B., & Waytz A. (2013). Mere exposure to money increases endorsement of free-market systems and social inequality.Journal of Experimental Psychology: General, 142(2), 301-306. [12] Carton A. M., Murphy C., & Clark J. R. (2014). A (blurry) vision of the future: How leader rhetoric about ultimate goals influences performance.Academy of Management Journal, 57(6), 1544-1570. [13] Castille C. M., Buckner J. E., & Thoroughgood C. N. (2018). Prosocial citizens without a moral compass? Examining the relationship between Machiavellianism and unethical pro-organizational behavior.Journal of Business Ethics, 149(4), 919-930. [14] Chun J. S., Shin Y., Choi J. N., & Kim M. S. (2013). How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior.Journal of Management, 39(4), 853-877 [15] Clark M. A., Michel J. S., Zhdanova L., Pui S. Y., & Baltes B. B. (2016). All work and no play? A meta-analytic examination of the correlates and outcomes of workaholism.Journal of Management, 42(7), 1836-1873. [16] Egan, M. (2016). Wells Fargo uncovers up to 1.4 million more fake accounts. CNN Money. Retrieved from https://money.cnn.com/2017/08/31/investing/wells-fargo-fake-accounts/index.html. [17] Eissa G., Wyland R., & Gupta R. (2020) Supervisor to coworker social undermining: The moderating roles of bottom-line mentality and self-efficacy.Journal of Management and Organization, 26(5), 756-773. [18] Eissa G., Wyland R., Lester S. W., & Gupta R. (2019). Winning at all costs: An exploration of bottom-line mentality, Machiavellianism, and organisational citizenship behaviour.Human Resource Management Journal, 29(3), 469-489. [19] Emerson, R. M. (1976). Social exchange theory.Annual Review of Sociology, 2, 335-362. [20] Engelbrecht G. J., de Beer L. T., & Schaufeli W. B. (2020). The relationships between work intensity, workaholism, burnout, and self-reported musculoskeletal complaints.Human Factors and Ergonomics in Manufacturing & Service Industries, 30(1), 59-70. [21] Farasat, M., & Azam, A. (2022). Supervisor bottom-line mentality and subordinates’ unethical pro-organizational behavior.Personnel Review, 51(1), 353-376 [22] Farasat M., Azam A., & Hassan H. (2021). Supervisor bottom-line mentality, workaholism, and workplace cheating behavior: The moderating effect of employee entitlement.Ethics & Behavior, 31(8), 589-603. [23] Fishbein M.,& Ajzen, I. (2010). Predicting and changing behavior: The reasoned action approach Psychology Press The reasoned action approach. Psychology Press. [24] Geurts, S. A., & Sonnentag, S. (2006). Recovery as an explanatory mechanism in the relation between acute stress reactions and chronic health impairment.Scandinavian Journal of Work, Environment & Health, 32(6), 482-492. [25] Graham, K. A., & Smith, R. S. (2021). When leaders are marketers: A duality perspective on the effect of openness to experience on marketing behaviors and the moderating role of bottom-line mentality. Current Psychology, published online. [26] Greenbaum R. L., Babalola M., Quade M. J., Guo L., & Kim Y. C. (2021). Moral burden of bottom-line pursuits: How and when perceptions of top management bottom-line mentality inhibit supervisors’ ethical leadership practices. Journal of Business Ethics, 174, 109-123. [27] Greenbaum R. L., Bonner J. M., Mawritz M. B., Butts M. M., & Smith M. B. (2020). It is all about the bottom line: Group bottom-line mentality, psychological safety, and group creativity.Journal of Organizational Behavior, 41(6), 503-517. [28] Greenbaum R. L., Mawritz M. B., & Eissa G. (2012). Bottom-line mentality as an antecedent of social undermining and the moderating roles of core self-evaluations and conscientiousness.Journal of Applied Psychology, 97(2), 343-359. [29] Keltner D., Gruenfeld D. H., & Anderson C. (2003). Power, approach, and inhibition.Psychological Review, 110(2), 265-284. [30] Kerr-Dineen, L. (2016). The 48 greatest quotes about winning. Retrieved from https://ftw.usatoday.com/2016/02/best-sports-quotes-about-winning [31] Kerr, S. (1975). On the folly of rewarding A while hoping for B.Academy of Management Journal, 18(4), 769-783. [32] Kouchaki M., Smith-Crowe K., Brief A. P., & Sousa C. (2013). Seeing green: Mere exposure to money triggers a business decision frame and unethical outcomes.Organizational Behavior and Human Decision Processes, 121(1), 53-61. [33] Quade M. J., McLarty B. D., & Bonner J. M. (2020). The influence of supervisor bottom-line mentality and employee bottom-line mentality on leader-member exchange and subsequent employee performance.Human Relations, 73(8), 1157-1181. [34] Quade M. J., Wan M., Carlson D. S., Kacmar K M., Greenbaum R. L. (2021). Beyond the bottom line: Don’t forget to consider the role of the family.Journal of Management, 48(8), 2167-2196. [35] Leary, M. R., & Miller, R. S. (2000). Self-presentational perspectives on personal relationships. In W. Ickes, & S. Duck (Eds.), The social psychology of personal relationships(pp. 129-154). New York: John Wiley & Sons. [36] Liao, H., & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes.Academy of Management Journal, 47(1), 41-58. [37] Lin Y., Yang M., Quade M. J., & Chen W. (2021). Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance.Human Relations, 75(2), 349-372 [38] Mawritz M. B., Greenbaum R. L., Butts M. M., & Graham K. A. (2017). I just can’t control myself: A self-regulation perspective on the abuse of deviant employees.Academy of Management Journal, 60(4), 1482-1503. [39] Mesdaghinia S., Rawat A., & Nadavulakere S. (2019). Why moral followers quit: Examining the role of leader bottom-line mentality and unethical pro-leader behavior.Journal of Business Ethics, 159(2), 491-505. [40] Mogilner, C., & Aaker, J. (2009). “The time vs. money effect”: Shifting product attitudes and decisions through personal connection.Journal of Consumer Research, 36(2), 277-291. [41] Moore, C. & Gino, F. (2015). Approach, ability, aftermath: A psychological process framework of unethical behavior at work.The Academy of Management Annals, 9(1), 235-289. [42] Pfeffer, J. (1998). Six dangerous myths about pay.Harvard Business Review, 76(3), 109-119. [43] Rice, D. B., & Reed, N. (2021). Supervisor emotional exhaustion and goal-focused leader behavior: The roles of supervisor bottom-line mentality and conscientiousness.Current Psychology, 41(12), 8758-8773. [44] Salancik, G. R., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design.Administrative Science Quarterly, 23, 224-253. [45] Schaufeli, W. B. (2016). Heavy work investment, personality and organizational climate.Journal of Managerial Psychology, 31(6), 1057-1073. [46] Shepard, H. A. (1965). Changing interpersonal and intergroup relationships in organizations. In J. G. March (Ed.), Handbook of organizations (pp. 1115-1143). Chicago: Rand [47] Tai K., Lee K., Kim E., Johnson T. D., Wang W., Duffy M. K., & Kim S. (2022). Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.Journal of Applied Psychology, 107(5), 854-865. [48] Tangney J. P.,& Dearing, R. L. (2002). Shame and guilt. New York, NY: Guilford Press. [49] Taylor K., Medina J., Buckley C., & Stevenson A. (2019). Admissions scandal: When “hard work” (plus ＄6.5 million) helps get you into Stanford. New York Times. Retrieved from https://www.nytimes.com/2019/05/02/us/yusi-molly-zhao-china-stanford.html?searchResultPosition=3 [50] Tenbrunsel, A. E., & Messick, D. M. (1999). Sanctioning systems, decision frames, and cooperation.Administrative Science Quarterly, 44(4), 684-707. [51] Tenbrunsel, A. E., & Smith-Crowe, K. (2008). Ethical decision making: Where we’ve been and where we’re going.Academy of Management Annals, 2(1), 545-607. [52] Wang L., Zhong C.-B., & Murnighan J. K. (2014). The social and ethical consequences of a calculative mindset.Organizational Behavior and Human Decision Processes, 125(1), 39-49. [53] Wolfe, D. M. (1988). Is there integrity in the bottom line: Managing obstacles to executive integrity. In S. Srivastva (Ed.), Executive integrity: The search for high human values in organizational life.(pp. 140-171). Jossey-Bass. [54] Yu T., de Ruyter K., Patterson P., & Chen C.F. (2018). The formation of a cross-selling initiative climate and its interplay with service climate.European Journal of Marketing, 52(7-8), 1457-1484. [55] Zhang Y., He B., Huang Q., & Xie J. (2020). Effects of supervisor bottom-line mentality on subordinate unethical pro-organizational behavior.Journal of Managerial Psychology, 35(5), 419-434.
