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1.
Lauren Borden Paul E. Levy Stanley B. Silverman 《Journal of business and psychology》2018,33(3):345-364
Purpose
The purpose of this study was to investigate the association between leader arrogance on subordinate outcomes of feedback seeking, morale, and burnout through its relationships with subordinate feedback environment perceptions. Additionally, perceived organizational support and subordinate feedback orientation are examined as moderators that influence the degree to which leader arrogance exerts its effects on these outcomes.Design/Methodology/Approach
Survey data were obtained from 302 participants on Amazon’s Mechanical Turk website and analyzed using Hayes’ (2013) PROCESS in SPSS.Findings
Subordinates with more arrogant supervisors reported less favorable feedback environment perceptions, and subsequently, lower levels of feedback seeking, morale, and higher levels of burnout. Perceived organizational support and feedback orientation were identified as significant moderators in these relationships. Subordinates were less vulnerable to the negative outcomes of leader arrogance when they experienced higher levels of perceived organizational support. Finally, subordinates with favorable feedback orientations exhibited lower levels of feedback seeking in the face of the unfavorable feedback environments associated with arrogant leaders.Implications
Given these findings, leader arrogance should be of great concern to organizations, as subordinates exposed to arrogant leaders are likely to experience adverse outcomes. Supplementing perceptions of organizational support may help alleviate some of these effects. Additionally, subordinates with favorable feedback orientations may be particularly vulnerable to the effects of leader arrogance on outcomes of feedback seeking and morale.Originality/Value
This study is the first to demonstrate the interpersonal implications of leader arrogance for subordinates, as well as explore mediators that play a role in these relationships.2.
Purpose
The purpose of this research was to investigate the effects of store image attractiveness and self-evaluated job performance on internal job satisfaction and organizational commitment. 相似文献3.
Boredom Proneness: Its Relationship with Subjective Underemployment,Perceived Organizational Support,and Job Performance 总被引:1,自引:0,他引:1
Purpose
The current study examined the relationship between trait boredom (i.e., boredom proneness), subjective underemployment, perceived organizational support, and job performance. 相似文献4.
Purpose
This study provides an organizational level investigation of the determinants of perceptions of diversity climate among employees. 相似文献5.
Juan M. Madera 《Journal of business and psychology》2018,33(3):423-442
Purpose
In order for diversity management programs to serve as competitive resources, organizations must attract employees who will fit in and support an organization’s diversity management programs. Two experiments examined situational perspective taking, in which one imagines being the target of workplace discrimination, as an intervention to increase positive attitudes toward organizations that invest in diversity management programs. Participant gender and ethnic identity were examined as moderators.Design/Methodology/Approach
In two experiments, managers (study 1) and active job seekers (study 2) were instructed to imagine and write down how they would feel if they were the targets of workplace discrimination and read recruitment materials of an organization and its investment in diversity management programs.Findings
Both studies showed that engaging in a situational perspective taking about being the target of workplace discrimination led to more P-O fit and organizational attraction toward an organization that has diversity management programs. The effect of situational perspective taking had a greater impact on White men than on women and ethnic minority participants.Implications
These results suggest that the design of organizational recruitment activities should highlight their support of diversity management programs and emphasize that all member benefit from diversity management programs. Originality/value—despite theoretical work that suggests that organizational attitudes are an important factor for the effectiveness of diversity management programs, this is the first known research that shows that perspective taking can help people see the value in diversity management.6.
Purpose
The purpose of this study was to examine how individual values and organizational commitment are related to teachers’ participation in an optional change program in the Israeli educational system. 相似文献7.
Jason L. Huang Paul G. Curran Jessica Keeney Elizabeth M. Poposki Richard P. DeShon 《Journal of business and psychology》2012,27(1):99-114
Purpose
Responses provided by unmotivated survey participants in a careless, haphazard, or random fashion can threaten the quality of data in psychological and organizational research. The purpose of this study was to summarize existing approaches to detect insufficient effort responding (IER) to low-stakes surveys and to comprehensively evaluate these approaches. 相似文献8.
Purpose
The purpose of this study is to examine the effectiveness of self-managed work teams in government organizations. The article discussed three distinct indicators to organizational effectiveness: participant satisfaction, goal attainment, and system resources. 相似文献9.
Stefanie K. Johnson Courtney L. Holladay Miguel A. Quinones 《Journal of business and psychology》2009,24(4):409-418
Purpose
The purpose of this study was to examine employees’ reactions to the use of organizational citizenship behavior (OCB) in performance evaluations. In addition, gender differences in such reactions were examined. 相似文献10.
Meng U. Taing Benjamin P. Granger Kyle W. Groff Erin M. Jackson Russell E. Johnson 《Journal of business and psychology》2011,26(3):269-284
Purpose
The purpose of this investigation was to develop a multidimensional measure of continuance organizational commitment, specifying dimensions for continuance commitment based on the perception of beneficial economic exchanges versus the perception of low job alternatives. 相似文献11.
Purpose
Organizational creativity research has a curious misalignment between construct definitions and measurement model specifications—definitions embrace multiple facets, but empirical measures do not. The purpose of this study was to examine potential measurement model misspecification in organizational creativity research. We compare whether creativity is best assessed as a unidimensional common latent construct model with reflective indicators or as a multi-dimensional composite latent construct model with formative indicators. 相似文献12.
Purpose
Research was conducted to determine whether and why the perceived motive (traditional or self-serving) underlying an employee’s organizational citizenship behavior (OCB) affects coworkers’ justice perceptions of the rewards distributed in response to the OCB. 相似文献13.
14.
Purpose
This study seeks to examine how perceived organizational instrumentality (the extent to which employees believe that OCB contributes to the functionality and effectiveness of their work unit or organization) and perceived individual instrumentality (the extent to which employees believe that OCB is important to their own interests) relate to employee engagement in OCB and how these perceptions mediate the effects of leadership on OCB. 相似文献15.
Jaclyn M. Jensen Richard A. Opland Ann Marie Ryan 《Journal of business and psychology》2010,25(4):555-568
Purpose
This study extends the research on counterproductive work behavior (CWB) by examining the psychological contract breaches that trigger employee CWB. Specifically, we explored the relationship between transactional and relational contract breach and five forms of CWB (abuse, production deviance, sabotage, theft, and withdrawal). Further, we considered the role of situational and individual factors that mitigate CWB engagement and examined the moderating effects of organizational policies meant to deter CWB and personality (conscientiousness, agreeableness, and emotional stability). 相似文献16.
Purpose
Belief in conspiracy theories about societal events is widespread among citizens. The extent to which conspiracy beliefs about managers and supervisors matter in the micro-level setting of organizations has not yet been examined, however. We investigated if leadership styles predict conspiracy beliefs among employees in the context of organizations. Furthermore, we examined if such organizational conspiracy beliefs have implications for organizational commitment and turnover intentions.Design/Methodology/Approach
We conducted a survey among a random sample of the US working population (N = 193).Findings
Despotic, laissez-faire, and participative leadership styles predicted organizational conspiracy beliefs, and the relations of despotic and laissez-faire leadership with conspiracy beliefs were mediated by feelings of job insecurity. Furthermore, organizational conspiracy beliefs predicted, via decreased organizational commitment, increased turnover intentions.Implications
Organizational conspiracy beliefs matter for how employees perceive their leaders, how they feel about their organization, and whether or not they plan to quit their jobs. A practical implication, therefore, is that it would be a mistake for managers to dismiss organizational conspiracy beliefs as innocent rumors that are harmless to the organization.Originality/Value
Three novel conclusions emerge from this study. First, organizational conspiracy beliefs occur frequently among employees. Second, participative leadership predicts decreased organizational conspiracy beliefs; despotic and laissez-faire leadership predict increased organizational conspiracy beliefs due to the contribution of these destructive leadership styles to an insecure work environment. Third, organizational conspiracy beliefs harm organizations by influencing employee commitment and, indirectly, turnover intentions.17.
Jon C. Carr Brian T. Gregory Stanley G. Harris 《Journal of business and psychology》2010,25(4):583-592
Purpose
The purpose of this study is to explore procedural justice as a boundary condition of work status congruence’s (WSC) relationships with organizational commitment and organizational citizenship behavior (OCB). WSC is defined as the degree to which an employee’s schedule, shift, full-time or part-time status, and number of working hours, match his or her preferences (Holtom et al. in J Appl Psychol 86:80–93, 2002). This exploration is grounded in the outcome favorability–procedural justice interaction literature (e.g., Brockner in Acad Manag Rev 27:58–76, 2002). 相似文献18.
Larry R. Martinez Enrica N. Ruggs Isaac E. Sabat Michelle R. Hebl Steve Binggeli 《Journal of business and psychology》2013,28(4):455-466
Purpose
This article expands the discourse of the impact of the passage of the Civil Rights Act (CRA) of 1964 to sexual orientation minorities (SOM).Design/Methodology/Approach
We first discuss the challenges faced by SOM in the workplace. We then present a model adapted from Edelman’s “Handbook of employment discrimination research (pp. 337–352). Dordrecht, The Netherlands: Springer (2005)” theory of endogeneity of law to discuss the impact that such leaders and their supportive organizational SOM policies can have on the passage of nationwide SOM legislation. Finally, we discuss how organizational leaders’ beliefs and actions can play a major role in affecting organizational SOM policies.Findings
We argue that the presence of organizational protective policies can facilitate the passage of federal SOM legislation by establishing and legitimizing social norms. We also highlight how beliefs about religion, morality, controllability, and occupational stereotypes contribute to prejudice and lack of support for SOM-protective organizational policies.Implications
We discuss the importance that organizational SOM policies have on larger societal legislative issues, and outline how specific individual-level beliefs can impact organizational-level support for SOM.Originality/Value
We take a novel approach by focusing on what organizational leaders can do to enact SOM policies that may further influence protective laws. We also draw upon neo-institutional theory to show specifically how organizations can affect legislation; a topic often ignored in organizational psychology. 相似文献19.
Purpose
This study examined the mediating role of perceived organizational support (POS) in the relationship between group-incentive participation and organizational commitment. The study also investigated the moderating role of innovation in the relationship between group-incentive participation and POS and the relationship between group-incentive participation and organizational commitment.Design/Methodology/Approach
The proposed hypotheses were tested by hierarchical linear modeling by means of survey data that were collected in South Korea in 2008.Findings
The results showed that the relationship between group-incentive participation and organizational commitment was fully mediated by POS. Cross-level analyses revealed that group-incentive participation had stronger relationships with POS and organizational commitment in more innovative companies than in less innovative companies.Implications
These findings contribute to the literature by identifying the characteristics of organizations in which group-incentive participation is more effective. In particular, innovative companies could benefit from adopting group-incentive practices because these practices are more strongly related to POS and organizational commitment in more innovative companies.Originality/Value
Whereas previous studies on group incentives have mainly focused on the effects of group incentives at the organizational level, this study bridged the gap between macro- and microapproaches through multilevel analyses. This study is unique in that it examined the vertical fit between group incentives and organizational characteristics while focusing on individual employees’ perceptions and attitudes. 相似文献20.
Chingching Chang 《Journal of business and psychology》2012,27(4):483-494