Lmx and Job Tension: Linear and Non-Linear Effects and Affectivity

We examined whether linear or non-linear LMX–job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX–job tension relationship. Specifically, the LMX–job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX–job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed.     

Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.     

社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Hope,Social Support,and Postpartum Depression: Disentangling the Mediating Effects of Negative Affectivity

We examined the potentially mediating effects of negative affectivity (NA) on the hope–depression relationship among a sample of postpartum women. We also assessed the social support reported by these women and examined the possible mediating effects of NA on the social support–postpartum depression relationship. Correlational analyses of data obtained from women (N = 98) who had given birth in the previous 6 months revealed that NA did not mediate either hope or social support in the prediction of postpartum depression. Hope accounted for a significant degree of variance in postpartum depression. These data suggest that hope has palliative effects among women following childbirth and these effects are not nullified or explained by emotional predispositions.     

Employee–supervisor political skill congruence and work outcomes: The mediating role of leader–member exchange quality

This study aims to investigate the effect of employee–supervisor political skill congruence on the quality of leader–member exchange (LMX), which in turn influences employees' job satisfaction and turnover intention. For this purpose, two survey studies were conducted. The first study examined the relationship between employee–supervisor political skill congruence and LMX using multi-source data collected from 287 employee–supervisor dyads. The second study examined the indirect effect of congruence in political skill on work outcomes through LMX by using time-lagged multi-source data collected from 142 employee–supervisor dyads. The findings indicate that compared with incongruence, congruence in political skill is associated with higher employee-rated LMX. Moreover, among dyads with congruent political skills, congruence at high levels of political skill is associated with higher employee-rated LMX compared with congruence at low levels of political skill. Moreover, in case of incongruency, low employee–high supervisor political skill combination was related to higher supervisor-rated LMX compared with high employee–low supervisor political skill combination. Lastly, employee–supervisor political skill congruency indirectly influences job satisfaction and turnover intention through employee-rated LMX. This research significantly contributes to the political skill literature by examining potential consequences of employee–supervisor congruence in political skill in the workplace.     

Perceived Job Image Among Police Officers in Singapore: Factorial Dimensions and Differential Effects

Abstract

The authors examined the perceived job image of police officers in Singapore and its differential effects on their work-related attitudes (e.g., job satisfaction, organizational commitment, and intention to quit). The authors obtained data from questionnaire surveys and focus-group interviews. Perceived job image consisted of 4 dimensions: (a) prestige, (b) integrity, (c) competence, and (d) nonroutine job nature. Results of hierarchical regression analyses suggested that the first 2 dimensions of the perceived job image construct were salient in affecting the police officers' work-related attitudes.     

The Evasion of Propaganda: How Prejudiced People Respond to Anti-Prejudice Propaganda

This experiment tested the hypothesis that there would be a significant increase in powerlessness scores over a 10 year period. The sample was drawn from a population of college students originally tested in 1964. At the 10 year follow-up, all Ss had graduated from college and were either professionally employed (mostly as teachers) or engaged in child-rearing/home activities. The average age of the 1974 sample was 29 years and consisted of 70 females and 30 males. The test instrument was the adult version of Rotter's Internal-External (I-E) Locus of Control Scale which consists of 23 forced-choice items. There were no significant differences on total I-E scores over the 10 year period. However, with use of the Mirels two-factor scoring system, significant increases in social-political control were found. No significant differences in personal control were found. It was concluded that care should be taken in utilizing cross-sectional findings and that utilizing multidimensional scores suggests different results for previously published reports.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.     

The Interactive Effects of Role Conflict and Role Ambiguity on Job Satisfaction and Attitudes Toward Organizational Change: A Moderated Multiple Regression Approach

This study investigates the joint effects of both role conflict and role ambiguity on job satisfaction and three dimensions of attitudes toward organizational change, namely affective, cognitive, and behavioral tendency in a multicultural work setting. The study used a sample of 397 employees from several manufacturing and service organizations in the United Arab Emirates. Results of the moderated regression analysis revealed that role conflict and role ambiguity have no interactive effects on job satisfaction and the three dimensions of attitudes toward organizational change. Results of the moderated regression analysis revealed that role conflict and role ambiguity independently and negatively affect job satisfaction, cognitive attitudes, and behavioral tendency attitudes toward organizational change. Results further pointed out that role ambiguity affected attitude toward organizational change independently and negatively. Implications, limitations, and lines of future research were discussed.     

Perceived Organizational Support and Turnover Intention: The Mediating Effects of Personal Sacrifice and Job Fit

ABSTRACT

This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.     

It is Better to Receive than to Give: Advice Network Effects on Job and Work-Unit Attachment

Purpose  The purpose of this paper was to investigate the relationship between advice-giving, advice-receiving, and employee work attitudes. We argue that (1) both advice-receiving and advice-giving will be positively related to job involvement; (2) advice-receiving will be more strongly associated with work-unit commitment than advice-giving; and (3) job involvement will mediate the relationship between advice-receiving and work-unit commitment. Design/methodology/approach  We conducted an empirical study of admissions department employees at a large university in southwest Pennsylvania in the United States. Respondents completed surveys which included questions related to demographics, social network ties, and attitudes. Findings  We found that while advice-giving and advice-receiving were positively related to job involvement, only advice-receiving was positively related to work-unit commitment. Job involvement fully mediated the relationship between advice-receiving and work-unit commitment. Implications  Our study (1) shows that advice-giving and advice-receiving are related to important work-related attitudes in organizations; (2) highlights the importance of the directionality of advice flow, as employees who received as opposed to provided advice tended to have higher levels of work-unit commitment; and (3) demonstrates that social network ties were related to work-unit attachment through job involvement. Originality/value   We examine job involvement and work-unit commitment using a social network analysis thus providing new insights about the relationships between advice-giving, advice-receiving and these important variables. An earlier version of this paper won the Best Paper Award at the 2005 Southwest Academy of Management Conference. The authors would like to dedicate this paper to Margie Jonnet.