This study identifies the influencing processes that underlie the effect of the three paternalistic leadership dimensions on subordinates' work performance/organizational citizenship behaviours. The results, based on data collected from private firms in China, showed that perceived interactional justice mediated the effects of moral leadership and benevolent leadership on trust‐in‐supervisor. However, perceived interactional justice did not mediate the relationship between authoritarian leadership and trust‐in‐supervisor. In addition, trust‐in‐supervisor was found to be positively associated with work performance and organizational citizenship behaviours. Cultural and practical implications and future research directions are also discussed.

PurposeThe purpose of this study is to examine the mediating role of perceived procedural justice and interactional justice on the relationship between moral leadership and the four psychological empowerment dimensions manifested in individuals' perceptions of meaning, competence, self‐determination, and impact.Design/methodology/approachData from 241 subordinates, who reported to 110 supervisors, were collected from clothing companies in southern mainland China. The subordinates responded to a self‐report survey, which consisted of the variables of interest. Because of the nature of nested data, hierarchical linear regression (HLM 6.0) was used for analysis.FindingsA fully mediated model of perceived justice was supported. Procedural justice and interactional justice were found to be differentially associated with the elements of psychological empowerment. Specifically, while perceived procedural justice accounted for more unique variance in the empowerment facets of meaning, competence, and impact, perceived interactional justice accounted for more unique variance in the facet of self‐determination.Originality/valueThis study contributes to the literature by first examining the relationships among moral leadership, two types of perceived justice, and the four empowerment dimensions in the Chinese context. A detailed discussion of the implication for both researchers and practitioners is also provided.

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Based on gender role expectations model, we examined how balance-focused attitudes would affect job stress by influencing individuals' perceptions of family interference with work (FIW), and investigated whether a gender difference would exist in the relationships among balance-focused attitudes, FIW and job stress. Using two independent samples from the United States and China, we found support for the indirect influence of balance-focused attitudes on job stress, through FIW. Participants with balance-focused attitudes experienced lower levels of job stress as they perceived less interference from family to work. As expected, such indirect effect was more pronounce among male participants, meaning that the male participants benefited more from having balance-focused attitudes. Discussion, theoretical and practical implications are provided.

The relations among self-esteem, stress, and ingratiatory behaviors in the workplace were examined. Competing models for moderating and mediating effects of self-esteem on the relationship between stress and ingratiation were presented. Data from a sample of 136 employees at a state lottery organization were used to test the competing models. Support was found for the full mediation model, wherein self-esteem completely mediated the relationship between stress and ingratiation.