喻园管理论坛2023年第57期(总第880期)
演讲主题: Unlocking the Resource Gain Paradox: How Psychological Entitlement Impacts Employees' Response to Servant Leadership and Customer Aggression
主 讲 人: 陈志俊，上海财经大学商学院教授
主 持 人: 刘智强，必赢766net手机版副院长、教授
活动时间: 2023年6月19日（周一） 15:00-18:00
活动地点: 管理大楼119室
主讲人简介：
陈志俊，上海财经大学创新团队首席专家、商学院MBA项目学术主任、人力资源管理系主任、教授、博士生导师，澳大利亚西澳大学商学院荣誉研究员。现担任Human Relations副主编及Asia Pacific Journal of Management以及Journal of Business Research编委会委员。在Journal of Applied Psychology, Organization Science, Personnel Psychology, Journal of Management及 Journal of Organizational Behavior等国际一流管理学学术期刊发表论文多篇。曾荣获Human Relations年度审稿人特别赞赏奖、Ahern 青年学者研究奖、上海市哲学社会科学优秀成果奖一等奖、中振科研基金优秀成果奖等多项国内外学术荣誉。主持教育部产学合作协同育人项目1项，并指导学生获第三届全国大学生人力资源管理知识技能竞赛总决赛本科组二等奖。现担任中国管理国际研究会中国大陆区代表。研究兴趣包括组织管理与领导力、员工前瞻性行为以及工作设计。主讲组织行为学、招聘与选拔、战略人力资源管理、社会心理学等课程。
活动简介：
By enriching employees' resource reservoir, servant leadership enables employees to improve their self-esteem perceptions and counteract fierce endangerment such as customer aggression. Yet, employees sometimes make suboptimal resource investment decisions that can lead to a less desirable outcome, which we call the "self-esteem cocoon." By integrating the conservation of resources (CoR) theory with the key resource theories, we argue employees lower in psychological entitlement draw on resources gained from their servant leaders to shield their self-esteems when being attacked by rude customers, thereby forming a self-esteem cocoon. By contrast, those high in psychological entitlement are profuse of personal resources at their disposal. Without seeing resource loss caused by fierce assaults, they will take resource gains from a servant leader for granted, thereby forming a self-esteem cocoon, too. When called by customer aggression to expand resource reservoir, servant leadership is more strongly associated with their self-esteem perception and subsequent job performance, leading to the gain paradox as CoR predicts. Our hypotheses obtained consistent support by data from three field studies. Consequently, our study offers a novel framework accounting for when employees make suboptimal investment decisions and lead to less desirable perceptual and performance outcomes.
