The Organizational Halo: How Perceived Philanthropy Awareness Curbs Abusive Supervision via Moral Pride
Dong Ju, Yan Tang, Shu Geng, Ruobing Lu, Weifeng Wang, Sylvia Terbeck · 2025
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Description
Dong Ju and co-authors show that a company's good deeds can quiet a boss's bad behavior, through the boss's own pride. Their 2025 study surveys 434 leaders in three waves. The logic runs through Affective Events Theory: learning that your organization gives generously is a morally warm event, and the moral pride it sparks makes abusive supervision less likely.
The chain held in the data. Awareness of company philanthropy predicted moral pride, and pride predicted less abuse of subordinates. The protective link ran stronger in leaders most concerned with keeping a moral reputation. The authors frame the halo as self-regulation: leaders protect a good self-image sparked by the firm's generosity. Their advice to organizations is to make philanthropy visible inside, not just outside.
Catalog record
| CREATOR | Dong Ju, Yan Tang, Shu Geng, Ruobing Lu, Weifeng Wang, Sylvia Terbeck |
|---|---|
| YEAR | 2025 |
| COLLECTION | PAPERS |
| FORMAT | TXT |
| FILE SIZE | 53 KB |
| VERSION | 1.0 |
| LICENSE | CC BY 4.0 |
| RIGHTS | CC BY |
| SOURCE | Europe PMC |