The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour

A questionnaire survey among 170 employees of a Dutch company showed that supervisor supportiveness moderated the relationship between employees' perceived influence in the workplace and their levels of innovative behaviour. As hypothesized, the results suggest that when supervisors are perceived as being supportive of employee innovation, employees feel encouraged to use their influence to carry out innovative activities at work, whereas supervisors perceived as not being supportive inhibit them from doing so.     

Social Comparison,Inequity, and Absenteeism among Bus Drivers

Abstract

In this study, absenteeism among bus drivers is predicted on the basis of equity theory and social comparison theory. The number of objectively recorded absence spells (up to a maximum of 14 calendar days) is assessed in a sample of 116 bus drivers from a transport company in the Netherlands. Using the program LISREL, a social psychological model is developed (i.e. tested and revised). The study demonstrates the impact upon absenteeism of two social factors: (1) conflicts with superiors, which are associated with drivers' perception of investing more in the exchange relationship with the company than they receive in return; and (2) the perceived norms of colleagues regarding being absent from work. In addition to their impact upon absence behaviour, both social factors also seem to influence the personal norm regarding being absent. Unexpectedly, the personal absence norm is not significantly associated with absence behaviour. It is concluded that equity theory and social comparison theory enhance our understanding of absenteeism among bus drivers.     

Group norms and excessive absenteeism: The role of peer referent others

Drawing from social identity and social influence theory, we propose that the absence-related norms of an individual’s work-based referent others will have a significant effect on the likelihood of excessive absence behavior. We then develop and test a model of the social mechanisms potentially underlying the relationship between referent absence norms and the likelihood of excessive absence behavior. Our findings indicate that referent group norms significantly explain excessive absence behavior, even when taking into account the absence norms associated with the formal organizational units within which these referent groups are often nested. They also indicate that permissive referent group norms are likely to have a greater impact on the probability of target excessive absence when the target has a more conformist disposition. Finally, post-hoc findings suggest that the more negative targets’ perceptions of the consequences of absenteeism, the more attenuated the impact of permissive group norms on excessive absence behavior.     

The influence of confidence on associations among personal attitudes, perceived injunctive norms, and alcohol consumption

Social norms theories hold that perceptions of the degree of approval for a behavior have a strong influence on one's private attitudes and public behavior. In particular, being more approving of drinking and perceiving peers as more approving of drinking, are strongly associated with one's own drinking. However, previous research has not considered that students may vary considerably in the confidence in their estimates of peer approval and in the confidence in their estimates of their own approval of drinking. The present research was designed to evaluate confidence as a moderator of associations among perceived injunctive norms, own attitudes, and drinking. We expected perceived injunctive norms and own attitudes would be more strongly associated with drinking among students who felt more confident in their estimates of peer approval and own attitudes. We were also interested in whether this might differ by gender. Injunctive norms and self-reported alcohol consumption were measured in a sample of 708 college students. Findings from negative binomial regression analyses supported moderation hypotheses for confidence and perceived injunction norms but not for personal attitudes. Thus, perceived injunctive norms were more strongly associated with own drinking among students who felt more confident in their estimates of friends' approval of drinking. A three-way interaction further revealed that this was primarily true among women. Implications for norms and peer influence theories as well as interventions are discussed.     

The psychological conditions of meaningfulness,safety and availability and the engagement of the human spirit at work

Building on Kahn's (1990) ethnographic work, a field study in a U.S. Midwestern insurance company explored the determinants and mediating effects of three psychological conditions — meaningfulness, safety and availability — on employees' engagement in their work. Results from the revised theoretical framework revealed that all three psychological conditions exhibited significant positive relations with engagement. Meaningfulness displayed the strongest relation. Job enrichment and work role fit were positively linked to psychological meaningfulness. Rewarding co‐worker and supportive supervisor relations were positively associated with psychological safety, whereas adherence to co‐worker norms and self‐consciousness were negatively associated. Psychological availability was positively related to resources available and negatively related to participation in outside activities. Finally, the relations of job enrichment and work role fit with engagement were both fully mediated by the psychological condition of meaningfulness. The association between adherence to co‐worker norms and engagement was partially mediated by psychological safety. Theoretical and practical implications related to psychological engagement at work are discussed.     

What Will the Boss Think? The Impression Management Implications of Supportive Relationships With Star and Project Peers

Although impression management scholars have identified a number of tactics for influencing supervisor evaluations, most of those tactics represent supervisor‐targeted behaviors. This study examines the degree to which employees form supportive relationships with peers for impression management purposes. In so doing, we explore this intriguing question: Will employees gain more from forming supportive relationships with “stars” (i.e., top performers who are “on the fast track” in the organization) or “projects” (i.e., “works in progress” who need help and refinement to perform well)? We examined this question in 2 field studies. Study 1 included 4 sources and 2 time periods; Study 2 included 2 sources and 3 time periods. The results showed that supportive relationships with both stars and projects seemed to represent impression management opportunities, insofar as they predicted supervisor positive affect and perceptions of employee promotability. Impression management motives only predicted supportive relationships with stars, however, not projects. Relationships with projects were driven by prosocial motives not concerns about managing images. We discuss the practical and theoretical implications of our results for the managing of impressions and peer relationships.     

Supported Supervisors Are More Supportive,but Why? A Multilevel Study of Mechanisms and Outcomes

This study examines organizational support theory as it extends to supervisor support by (1) testing two explanations for the relationship between supervisors’ perceived organizational support and their supportive supervision and (2) examining perceived supervisor support in relation to subordinate performance and commitment. Multisource survey data from a correctional facility, with a matched sample of 51 supervisors and 283 subordinates, were collected. Multilevel structural equation modeling was used for analysis. Supervisors were more supportive when they felt supportive treatment was preferred by the organization and less supportive when they felt obligated to help the organization. Perceived supervisor support was associated with subordinate performance and commitment at the subordinate level (i.e., among employees reporting to the same supervisor) but not at the supervisor level (i.e., across supervisor-follower groups). Employees who feel supported by their supervisor perform better and are more committed to their employer. To encourage supervisor support, organizations should both model support to supervisors and communicate the expectation for supervisor support. Supervisors who feel obligated to reciprocate to a supportive organization may be less inclined to support their subordinates. This study examines the prevailing, yet untested, mechanism (felt obligation) used to explain the relationship between supervisor’s perceptions of organizational support and their supportive supervision, as well as an alternative explanation based on social information processing. The study provides a nuanced multilevel analysis of perceived supervisor support as related to subordinate outcomes and extends previous models by including subordinate withdrawal and commitment.     

Social Comparisons and Absenteeism: A Structural Modeling Approach1

In this study a social comparison model is constructed that predicts objectively recorded absence frequency among male Dutch blue-collar workers from a metal factory in the Netherlands. By employing LISREL, the model is developed (tested and revised) in Plant North (N = 254), and successfully cross-validated in Plant South (N= 199). The study demonstrates the impact of two social comparison processes upon absenteeism. Absenteeism is the result of: (a) the perception that one is less well-off than one's colleagues on several job aspects, and (b) the adjustment of one's personal absence norm to that of the work group. In addition, our study reveals that, rather than being absent or having tolerant absence norms, employees may develop feelings of resentment in response to perceived inequity and a tolerant group absence norm. It is concluded that social comparison theory enhances our understanding of absenteeism.     

Antecedents and consequences of workplace bullying: a longitudinal analysis with a structural equation model

Most studies focusing on the antecedents and consequences of workplace bullying have used a cross-sectional design, which impedes determining the causality of the relationships. In the present work, we analyzed, by means of structural equation models, the relationship between workplace bullying and some variables that are considered antecedents (interpersonal conflicts, role ambiguity, role conflict, and workplace social support) or consequences (health complaints and inclination to absenteeism from work) of this phenomenon. Multicenter study with two phases. The sample consisted of 696 employees from 66 centers. Workplace bullying was assessed by means of the "Mobbing-UNIPSICO" questionnaire, and the other variables with frequency scales. The cross-sectional models indicated a significant association between role conflict, workplace social support, and workplace bullying in both study periods. Concerning the longitudinal relationships, only workplace social support was a significant predictor of workplace bullying, which, in turn, was a cross-sectional and longitudinal predictor of workers' health complaints. Our results show the mediating effect of workplace bullying between certain work conditions and health complaints, and it is recommendable to replicate these findings in a multi-occupational sample.     

Continued Bullying Victimization from Childhood to Young Adulthood: a Longitudinal Study of Mediating and Protective Factors

Bullying in schools has severe consequences for victims’ adjustment. It is unclear, however, whether victims of school bullying continue to be victimized in other contexts during adulthood. Mediating processes through which peer victimization in school increases the risk of revictimization in adulthood, as well as protective factors, also need to be explored. This study examined 1) the longitudinal association between peer victimization in school and victimization at work during young adulthood, 2) the predictive link of reactive and proactive aggression and anxious-withdrawn behavior in childhood with victimization in school and at the workplace, 3) the potential mediating role of depression symptoms, and 4) the potential protective effect of friendship support. The study included 251 participants (61% females) followed from age 12 to age 22. Participants reported about their victimization in school from ages 12 to 17 and their workplace victimization at age 22. They also reported about their depression-related thoughts and feelings and about friendship support. Teachers rated reactive and proactive aggression and anxiety-withdrawal at age 12. Structural equation modeling revealed that anxiety-withdrawal at age 12 predicted peer victimization in school, which in turn predicted later victimization at work. The latter association was partially mediated by increased depression symptoms. However, friendship support counteracted (via a main effect) the link between school victimization and subsequent depression symptoms. Bullying victims may benefit from interventions aimed at reducing depression symptoms and fostering social skills to establish supportive friendships to help avoid the generation of new interpersonal stress such as workplace victimization in adulthood.     

Social identity and the transition to entrepreneurship: The role of group identification with workplace peers

What role does social identity play in the transition from employed work to entrepreneurship? It was expected that social identity affects the cognitive processes that, according to the theory of planned behavior (TPB), underlie the formation of entrepreneurial intentions. Focusing on academic scientists' intentions to commercialize research knowledge, we investigated social identity (scientists' group identification with their workplace peers in academia) as a moderator in the TPB model. Our hypotheses were tested in a sample of 488 German scientists. The data revealed that entrepreneurial intentions were predicted by attitude, social norms, and perceived control and that group identification was negatively associated with perceived control. Multi-group structural equation modeling further showed that group identification moderated the TPB-intention link. Scientists with low group identification based their entrepreneurial intentions not so much on social norms and attitudes but on their self-initiative and control beliefs. Among scientists with high group identification, in turn, entrepreneurial intentions were mainly a function of social norms. These results, in sum, illustrate the long-neglected importance of identification with, and social cohesion within, peer groups at the workplace for the transition to entrepreneurship.     

Challenging gender stereotypes: Theory of mind and peer group dynamics

To investigate the social cognitive skills related to challenging gender stereotypes, children (N = 61, 3–6 years) evaluated a peer who challenged gender stereotypic norms held by the peer's group. Participants with false belief theory of mind (FB ToM) competence were more likely than participants who did not have FB ToM to expect a peer to challenge the group's stereotypes and propose that the group engage in a non‐stereotypic activity. Further, participants with FB ToM rated challenging the peer group more positively. Participants without FB ToM did not differentiate between their own and the group's evaluation of challenges to the group's stereotypic norms, but those with ToM competence asserted that they would be more supportive of challenging the group norm than would the peer group. Results reveal the importance of social‐cognitive competencies for recognizing the legitimacy of challenging stereotypes, and for understanding one's own and other group perspectives.     

Employee and Supervisor Ratings of Motivation: Main Effects and Discrepancies Associated with Job Satisfaction and Adjustment in a Factory Setting1

Research and theory on employee job satisfaction and well-being has increasingly concentrated on both intrinsic and extrinsic motivational factors. According to self-determination theory (Deci & Ryan, 1985). autonomy, relatedness, and competence are three intrinsic psychological needs that, if fulfilled in the workplace, will lead to greater satisfaction, performance, and general well-being. This study examines employee and supervisor perceptions of the employee's autonomy, competence, and relatedness in the workplace, as well as the degree and direction of discrepancies between employee and supervisor reports. Both employee and supervisor ratings of intrinsic motivational factors were significantly related to work satisfaction, psychological health, and self-esteem, after controlling for the extrinsic factors of pay and job status. Results of discrepancy analyses were somewhat supportive of overrating being associated with greater well-being and job satisfaction. Discussion of the results ties this study to relevant research from a self-determination perspective and to the growing literature on discrepancies and self-perception.     

When employees behave badly: the roles of contract importance and workplace familism in predicting negative reactions to psychological contract breach

In this paper, we examine the influence of contract importance, feelings of violation, and workplace familism on the relationship between psychological contract breach and organizational deviance. Results from a study of 168 supervisor–employee dyads in a pharmaceutical organization suggest that (a) feelings of violation mediated the relationship between perceived breach and supervisor‐rated organizational deviance; (b) relational and transactional contract importance influenced the relationship between breach and feelings of violation such that the relationship was stronger under conditions of high relational and transactional importance; and (c) high levels of workplace familism mitigated the effects of feelings of violation on supervisor‐rated organizational deviance.     

THE EFFECTS OF ON-SITE CHILD CARE ON EMPLOYEE ATTITUDES AND PERFORMANCE

Using a quasi-experimental posttest design, this study compared supervisor perceptions of performance and absenteeism and employee attitudes of 155 child care center users and waiting list employees. Although child care was not related to supervisor views of performance or absenteeism, employees were more likely to receive favorable appraisals if absenteeism was low. Child care had greatest impact on females and employees without a family buffer. Child care positively influenced users' attitudes toward managing work and child care responsibilities, and views on the attractiveness and administration of benefits. The greater the use of care across all dependents, the more favorable the attitudes. A "frustration effect" occurred involving the lowering of waiting list employees' perceptions of the attractiveness and fairness of child care. The study suggests that child care benefits are more likely to significantly effect employee attitudes and membership behaviors such as recruitment and retention than performance or absenteeism.     

Vertical vs horizontal bullying: A need of socio‐interactive ethical trainings at workplace

Bullying at workplaces is a growing problem associated with several antecedents and outcomes of psychological disorders. Extant literature shows the relationship of victimization with the owning‐up curriculum to confront bullying, but so far there is little research to cure the issue of bullying through ethics and there is no study to check the impact of ethical lessons and exercises in training materials to curb bullying at workplace. The current paper is based on a literature review of aggression and bullying, and chiefly addresses the HR practices in rescuing the people from peer victimization. Conceptually segregating supervisor‐subordinate (vertical) and peer‐peer (horizontal) bullying psychology, this paper attempts to see what possible corrective steps can be taken by senior managers, supervisors and psychologists to resolve this critical problem through interior capacities. In this paper, we have developed three propositions for conducting a future empirical investigation in connection to a cohort study. By addressing the counterproductive/deviant behavior, the present report is likely to be beneficial for psychology scientists and HR practitioners in noticing and resolving the bullying issues at the workplace for the well‐being of employees.     

Social cognitive processes mediating the relationship between exposure to television's sexual content and adolescents' sexual behavior

This study used multiple-group structural equation modeling to test a model explaining the association between exposure to televised sexual content and initiation of intercourse among an ethnically diverse national sample of 1,292 adolescents. The authors hypothesized, on the basis of social-cognitive theory, that exposure to televised sexual content would influence adolescents' safe-sex self-efficacy, sex-related outcome expectancies, and perceived peer norms regarding sex, and that each of these would, in turn, influence intercourse initiation. Findings support a model in which the relationship between exposure to TV's sexual content and intercourse initiation is mediated by safe-sex self-efficacy among African Americans and Whites but not among Hispanics. Outcome expectancies and perceived peer norms may also mediate the link between exposure and intercourse initiation among all 3 racial/ethnic groups, although evidence of this could not be confirmed.     

Comparing to perfection: How cultural norms for appearance affect social comparisons and self-image

Theory and research suggests that cultural norms for appearance present unrealistic standards of beauty which may contribute to women's body dissatisfaction. In Study 1, women described their appearance more negatively than men and made more upward social comparisons about their bodies, but not about other domains. Women also compared more than men with unrealistic targets (e.g., models). In Study 2, we explored the role of cultural norms for appearance in social comparisons with relevant (peer) or irrelevant (model) superior targets. When cultural norms were not salient, participants judged a peer to be more relevant, compared more with the peer, and were more negatively affected by the peer. However, when cultural norms were salient, participants judged a professional model to be equally relevant, compared more with the model and felt worse after exposure to the model. We discuss the powerful role of cultural norms in determining social comparison processes and self-appraisals.     

The Role of Parental Mediation and Peer Norms on the Likelihood of Cyberbullying

ABSTRACT

Cyberbullying is a disturbing behavior associated with the use of communication technologies among adolescents. Many studies have been devoted to the activities of cyber victims as risk factors, while others have considered parental mediation a protective factor. However, there is a paucity of studies investigating the joint contribution of parental mediation, peer norms and risky online activities to the likelihood of being bullied on the Internet. To fill this gap, we conducted a study among a representative sample of 495 sixth to eleventh grade adolescents. We measured risky behavior online with items indicating the frequency of posting personal details, sending an insulting message and meeting face-to-face with a stranger met online. Respondents reported their perceptions about their peers. attitudes toward these risky online behaviors. We also measured three types of parental mediation: active guidance, restrictive supervision and non-intervention. Binary logistic regression findings show that risky online behaviors and peer norms regarding these behaviors had a significant effect, suggesting that the likelihood of being bullied on the Internet is associated with both risky behavior online and the norms prevalent within the adolescents. peer group. Restrictive supervision had a significant effect, implying that parents who feel their children are being bullied online may increase their oversight. The results emphasize the critical role of peers and the declining influence of parents in adolescence.