Topic: Prosocial Response to Client-Instigated Victimization: The Roles of Forgiveness and Workgroup Conflict
Time: At 9:00, July 9 (Monday), 2018.
Venue: Room A 218, Teaching Building No.5, West Campus
Lecturer: Zhu Lei
Zhu Lei is an associate Zhu Lei is an associate professor (permanent professor) at the University of Manitoba, Canada. Research expertise: organizational behavior / human resource management. Study and work experience: Bachelor of Science in Management, Finance, and Economics of University of Toronto. He received his PhD from University of British Columbia, Canada. He is a visiting scholar at the Fuqua School of Business, Duke University, USA. He completed the Canadian Social Science Fund: The moderating effects of task complexity and rejection frequency on reactions to help rejection (2016-2017); Monkey see, but won't do: The differential effect of moral identity symbolization (2017-2018); Moral identity symbolization in organizations: Mechanisms and consequences (2018-2023).
In 2014, he’s been granted several awards, including “the Best Student Paper Award” by the American Institute of Management - Gender and Diversity in Organizations Division and in 2015, “Associates’ Achievement Award”–Research Category.
His academic papers were published by Journal of Applied Psychology、Journal of Business Ethics、Social Psychology、Social Psychological and Personality Science、Cognition、Organizational Psychology Review、Proceedings of the National Academy of Sciences of the United States of America.
We investigate forgiveness as a human service employee coping response to client-instigated victimizations and further explore the role of workgroup conflict in 1) facilitating this response, and 2) influencing the relationship between victimization and workplace outcomes. Using the theoretical lens of Conservation of Resources (Hobfoll, 1989), we propose that employees for give clients – especially in the context of low workgroup conflict. From low to moderate levels of client-instigated victimization, we suggest that victimization and forgiveness are positively related; however, this positive relationship does not prevail when individuals confront egregious levels of victimization (i.e., an inverted-U shape). This curvilinear relationship holds under low but not under high workgroup conflict. Extending this model to workplace outcomes, findings also demonstrate that the indirect effects of victimization on job satisfaction, burnout, and turnover intentions are mediated by forgiveness when workgroup conflict is low. Experiment-and field-based studies provide evidence for the theoretical model.
All are welcome!
School of Economics and Management
July 6, 2018
[Translated by Lv Bo]