Co-sponsored by Guanghua Leadership Institute
3-5pm, July 18 (Monday), 2011
Registration Deadline: Sunday, July 10, 2011.
Dear IACMR Members,
You are cordially invited to attend a research seminar organized by Guanghua CISCO Leadership Institute and IACMR on July 18, 2011. The seminar speaker is distinguished Professor Ya-Ru Chen from Johnson Graduate School of Management, Cornell University. The instructional language for the seminar is English. Please find attached the seminar abstract and the biographies of the speakers. Please note that this is a FREE event to current active IACMR members and all those interested in becoming members of IACMR. Please read further below for pre-registration procedure.
Room 111, New Building of Guanghua School of Management
Time/Date: July 18, Monday, 3:00 to 5:00 pm
- IACMR Information
Er-Ming Xu, Renmin University, current IACMR Representative at Large
Yi-Chi Zhang, Peking University, past IACMR Representative at Large
Other IACMR founding members
- Research Seminar
慦hen managers lack internal serenity: Interactive effect between perceived organizational status and self-esteem on managers’ trust in subordinates and procedural justice
Ya-Ru Chen, Cornell University
Due to limited space, we strongly encourage you to reserve your place in advance. The registration will be on a first-come-first-serve basis. Please contact Irene Zhang at firstname.lastname@example.org with your full name and job title (faculty or doctoral student, department, and university) to register for the seminar by Sunday, July 10, 2011.
IACMR Membership Service
One field study and one scenario study were conducted to examine the interactive effect between managers’ own perceived organizational status and self-esteem on their trust in subordinates and procedural justice toward them. I predicted that when managers experienced incongruence between organizational status and self-esteem relative to when they experienced congruence between the two, they would be more likely to experience anger (when low status/high self-esteem) or insecurity (when high status/low self-esteem), which would then lead to lower trust in subordinates and lower procedural justice toward them. Moreover, I hypothesized that trust in subordinates would play a mediating role for the organizational status x self-esteem interaction effect and procedural justice. Converging findings from both studies confirm these predications. Implications to the literactions of status, trust, and organizational justice are discussed.