This page has only limited features, please log in for full access.

Unclaimed
Li Lin-Schilstra
College of Economics and Management, Nanjing Agricultural University, Nanjing, China

Honors and Awards

The user has no records in this section


Career Timeline

The user has no records in this section.


Short Biography

The user biography is not available.
Following
Followers
Co Authors
The list of users this user is following is empty.
Following: 0 users

Feed

Correction
Published: 16 March 2021 in Journal of Business Ethics
Reads 0
Downloads 0
ACS Style

Yuntao Bai; Lili Lu; Li Lin-Schilstra. Correction to: Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance. Journal of Business Ethics 2021, 1 -1.

AMA Style

Yuntao Bai, Lili Lu, Li Lin-Schilstra. Correction to: Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance. Journal of Business Ethics. 2021; ():1-1.

Chicago/Turabian Style

Yuntao Bai; Lili Lu; Li Lin-Schilstra. 2021. "Correction to: Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance." Journal of Business Ethics , no. : 1-1.

Original paper
Published: 23 February 2021 in Journal of Business Ethics
Reads 0
Downloads 0

An accumulating amount of research has documented the harmful effects of abusive supervision on either its victims or third parties (peer abusive supervision). The abusive supervision literature, however, neglects to investigate the spillover effects of abusive supervision through third-party employees’ (i.e., peers’) mistreatment actions toward victims. Drawing on social learning theory, we argue that third parties learn mistreatment behaviors from abusive leaders and then themselves impose peer harassment and peer ostracism on victims, thereby negatively affecting victims’ performance. Further, we posit that, if a victim has a proactive personality, this will weaken these indirect, negative effects. We conducted two studies, both with three-wave longitudinal data, to verify the hypotheses. The results of Study 1 evidence the significant indirect effects of abusive supervision on employee creative performance via both peer harassment and peer ostracism. Contrary to our moderation hypothesis, the analysis shows that victims’ proactive personality strengthens rather than weakens the negative indirect effects of peer harassment. Study 2 generally replicated the results of Study 1 with employee’s objective job performance as outcome. Our research contributes to the abusive supervision literature by highlighting a social learning process of third-party peer mistreatment, suggesting a spillover channel of abusive supervision on the victim’s performance.

ACS Style

Yuntao Bai; Lili Lu; Li Lin-Schilstra. Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance. Journal of Business Ethics 2021, 1 -19.

AMA Style

Yuntao Bai, Lili Lu, Li Lin-Schilstra. Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance. Journal of Business Ethics. 2021; ():1-19.

Chicago/Turabian Style

Yuntao Bai; Lili Lu; Li Lin-Schilstra. 2021. "Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance." Journal of Business Ethics , no. : 1-19.

Journal article
Published: 12 February 2021 in Animals
Reads 0
Downloads 0

To avoid the occurrence of boar taint in pork, the castration of piglets without pain relief is a common practice in many European countries. The public has been calling for more animal-friendly alternatives, which include anesthesia/analgesia, immunocastration, and the raising of entire males. To prevent potential trade barriers, the European Commission was initially more in favour of a single method. To date, however, only six countries have passed laws banning castration, and the pig farmers in these countries have chosen different alternatives. To understand the reasons behind the continuing fragmentation, this study examines the issue of castration within the context of four national pork production systems: in the Netherlands, France, Slovenia, and Germany. Drawing on in-depth qualitative data, the study demonstrates that stakeholders are generally willing to abandon the practice of piglet castration without anesthesia/analgesia. Their preferences for alternatives are largely dependent on contextual factors, however, including the structure, scale, and cost and quality orientation of the production system. The results imply that, although a single solution for castration is unlikely to evolve amongst the diverse pork-production systems in Europe, a future without the painful castration of piglets is possible if alternatives are accepted to coexist.

ACS Style

Li Lin-Schilstra; Paul Ingenbleek. Examining Alternatives to Painful Piglet Castration within the Contexts of Markets and Stakeholders: A Comparison of Four EU Countries. Animals 2021, 11, 486 .

AMA Style

Li Lin-Schilstra, Paul Ingenbleek. Examining Alternatives to Painful Piglet Castration within the Contexts of Markets and Stakeholders: A Comparison of Four EU Countries. Animals. 2021; 11 (2):486.

Chicago/Turabian Style

Li Lin-Schilstra; Paul Ingenbleek. 2021. "Examining Alternatives to Painful Piglet Castration within the Contexts of Markets and Stakeholders: A Comparison of Four EU Countries." Animals 11, no. 2: 486.

Research article
Published: 31 December 2020 in European Journal of Work and Organizational Psychology
Reads 0
Downloads 0

Although past research has acknowledged that participative leadership enhances creativity, how and when this link develops remain an underexplored topic. Based on social cognitive theory and social exchange theory, our study explores two mechanisms, i.e., creative self-efficacy as a motivational mechanism and supervisor-subordinate guanxi as an exchange-based mechanism, which simultaneously mediates the relationship between participative leadership and employee creativity. Using multisource and time-lagged data from 409 employees and 97 supervisors in China, we find that participative leadership affects creativity by simultaneously influencing creative self-efficacy and supervisor-subordinate guanxi. We also propose a moderated mediation model of employee identification with leader on both mechanisms; however, the moderation effect is found only for the exchange-based mechanism (i.e., supervisor-subordinate guanxi as the mediator). Our study sheds light on how (through both motivational and exchange-based mechanisms) and when (conditioned on employee identification with leader) participative leadership is positively related to creativity.

ACS Style

Wenjing Cai; Li Lin; Chun Yang; Xueling Fan. Does participation generate creativity? A dual-mechanism of creative self-efficacy and supervisor-subordinate guanxi. European Journal of Work and Organizational Psychology 2020, 1 -14.

AMA Style

Wenjing Cai, Li Lin, Chun Yang, Xueling Fan. Does participation generate creativity? A dual-mechanism of creative self-efficacy and supervisor-subordinate guanxi. European Journal of Work and Organizational Psychology. 2020; ():1-14.

Chicago/Turabian Style

Wenjing Cai; Li Lin; Chun Yang; Xueling Fan. 2020. "Does participation generate creativity? A dual-mechanism of creative self-efficacy and supervisor-subordinate guanxi." European Journal of Work and Organizational Psychology , no. : 1-14.

Journal article
Published: 13 June 2020 in Sustainability
Reads 0
Downloads 0

More and more consumers, at least in Western developed countries, are attentive to the sustainability aspects of their food, one of which concerns animal welfare. The conflict of harming an animal for the joy of eating meat causes a moral dilemma, affecting consumers’ reactions to, and choices of, animal-friendly products. This systematic review identified 86 studies from Scopus and Web of Science. The review outlines: (1) What are the personal antecedents among consumers regarding moral conflicts?; (2) In what situation do moral conflicts occur in consumer food choice?; (3) How do consumers emotionally experience the moral dilemma?; (4) How do consumers resolve moral conflicts over animal products? Researchers have studied personal factors and situational factors that arouse consumers’ moral dilemma and how the dilemma is solved, during which emotions and dissonance come into play. When synthesizing these findings into a comprehensive model, we notice that the current research is lacking on how personal factors change and interact with situations, which limits the understanding of the real-life context of consumers’ moral dilemma as well as their choices of animal-friendly products. More in-depth studies are needed to find situational factors that contribute to this complex psychological process.

ACS Style

Li Lin-Schilstra; Arnout R. H. Fischer. Consumer Moral Dilemma in the Choice of Animal-Friendly Meat Products. Sustainability 2020, 12, 1 .

AMA Style

Li Lin-Schilstra, Arnout R. H. Fischer. Consumer Moral Dilemma in the Choice of Animal-Friendly Meat Products. Sustainability. 2020; 12 (12):1.

Chicago/Turabian Style

Li Lin-Schilstra; Arnout R. H. Fischer. 2020. "Consumer Moral Dilemma in the Choice of Animal-Friendly Meat Products." Sustainability 12, no. 12: 1.

Journal article
Published: 26 February 2018 in Cross Cultural & Strategic Management
Reads 0
Downloads 0

Purpose As the global presence of Chinese firms grows, increasing numbers of Chinese managers are working abroad as expatriates. However, little attention has been paid to such Chinese expatriate managers and their leadership challenges in an inter-cultural context, especially across a large cultural distance. To fill the gap in the literature concerning the leadership challenges for expatriate managers in an inter-cultural context, the purpose of this paper is to elucidate the leadership styles of Chinese expatriate managers from the perspectives of three traditional Chinese philosophies (i.e. Confucianism, Taoism, and Legalism) in the inter-cultural context of the Netherlands. Design/methodology/approach The data for this qualitative study were collected via semi-structured, open-ended, narrative interviews with 30 Chinese expatriate managers in the Netherlands. Findings The results clearly show that the leadership style of Chinese expatriate managers is deeply rooted in the three traditional Chinese philosophies of Confucianism, Taoism, and Legalism, even in an inter-cultural context. Specifically, the study reveals two salient aspects of how Chinese expatriate managers frame and interact with a foreign cultural context from the perspectives of traditional Chinese philosophies. First, the Chinese expatriate managers reported an initial cultural shock related to frictions between the foreign cultural context and Confucianism or Taoism, but less so in the case of Legalism. Second, the Chinese expatriate managers also reported that their interactions with the Dutch culture are best described as a balance between partial conflict and partial complementarity (thus, a duality). In this sense, the leadership style of Chinese expatriate managers is influenced jointly by the three traditional Chinese philosophies and certain elements of the foreign cultural context. This is consistent with the Chinese perspective of yin-yang balancing. Originality/value This study is among the first to offer a more nuanced and highly contextualized understanding of leadership in the unique case of expatriate managers from an emerging market (e.g. China) in an advanced economy (e.g. the Netherlands). The authors call for more research to apply the unique perspective of yin-yang balancing in an inter-cultural context. The authors posit that this approach represents the most salient implication of this study. For practical implications, the authors argue that expatriate leaders should carefully manage the interplay between their deep-rooted home-country philosophies and their salient host-country culture. Reflecting on traditional philosophies in another culture can facilitate inter-cultural leadership training for Chinese expatriates.

ACS Style

Li Lin; Peter Ping Li; Hein Roelfsema. The traditional Chinese philosophies in inter-cultural leadership. Cross Cultural & Strategic Management 2018, 25, 299 -336.

AMA Style

Li Lin, Peter Ping Li, Hein Roelfsema. The traditional Chinese philosophies in inter-cultural leadership. Cross Cultural & Strategic Management. 2018; 25 (2):299-336.

Chicago/Turabian Style

Li Lin; Peter Ping Li; Hein Roelfsema. 2018. "The traditional Chinese philosophies in inter-cultural leadership." Cross Cultural & Strategic Management 25, no. 2: 299-336.

Journal article
Published: 28 March 2017 in The International Journal of Human Resource Management
Reads 0
Downloads 0
ACS Style

Yuntao Bai; Li Lin-Schilstra; Joseph T. Liu. Leveraging the employee voice: a multi-level social learning perspective of ethical leadership. The International Journal of Human Resource Management 2017, 30, 1869 -1901.

AMA Style

Yuntao Bai, Li Lin-Schilstra, Joseph T. Liu. Leveraging the employee voice: a multi-level social learning perspective of ethical leadership. The International Journal of Human Resource Management. 2017; 30 (12):1869-1901.

Chicago/Turabian Style

Yuntao Bai; Li Lin-Schilstra; Joseph T. Liu. 2017. "Leveraging the employee voice: a multi-level social learning perspective of ethical leadership." The International Journal of Human Resource Management 30, no. 12: 1869-1901.