The interactive effects of perceived external prestige and need for organizational identification on turnover intentions

Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories.     

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Organizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.     

L’internalisation des stéréotypes chez les « petits » fonctionnaires : impact du contact avec le public et du prestige perçu

This paper focuses on the internalization of stereotypes among French office workers in the lower category (category C). More precisely, we investigated the impact of two independent factors on this internalization of stereotypes: the perceived external prestige and public contact. Results obtained using questionnaires completed by 175 office workers have mainly showed that, in accordance with previous studies, the external prestige perceived influence significantly the internalization of stereotypes. But, contrary to previous studies, the frequency of contacts with the public has no impact on the internalization of stereotypes in our sample. Our results invite furter work on this population of office employees who is, paradoxically, increasingly confronted with stereotypes but subject of very few studies.     

CEO变革型领导行为对中层管理者工作绩效和工作满意度的影响：组织支持知觉和价值观的作用

本文以社会交换的理论和价值观领导理论为基础,探讨了CEO变革型领导行为及其价值观对中层管理者工作绩效和工作满意度的跨层次影响以及影响的中介作用机制。研究结果表明,CEO变革型领导行为有助于提升中层管理者的工作绩效和工作满意度,而组织支持知觉则在其中起着部分中介的作用。同时,CEO价值观对CEO变革型领导行为与组织支持知觉之间的关系具有调节的作用。本文的研究成果有利于进一步完善变革型领导理论,对企业实践也有一定的启示意义。     

Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes

The present study investigates the mediating potential of perceived organizational support (POS) on politics perceptions-work outcomes relationships. Consistent with previous research, individuals were able to discriminate political activity at more than one level (i.e., at the highest level in the organization, one level up from one’s current level, and at one’s current level). Further, politics perceived at one level up from one’s current level and politics at the highest levels in the organization were negatively related to perceived organizational support. In addition, POS was related to job satisfaction, performance, affective commitment and job-induced tension providing support for mediation. Implications of these findings, strengths and limitations, and potential avenues for future research are provided.     

Perceived support for mentoring: A multiple perspectives approach

Two studies were conducted to examine how perceptions of support for mentoring relate to mentoring attitudes and outcomes for both protégés and mentors, over and above established predictors. In study 1, protégés provided information on their perceptions of support for mentoring and mentoring received. As expected, perceived management support for mentoring was positively related to career-related and psychosocial support; and perceived mentor accountability for mentoring was negatively related to mentoring problems. In study 2, we examined mentors’ perceptions of support for mentoring in relation to their willingness to mentor others in the future and the extent to which they viewed their current relationship as complementary. Mentors’ perceptions of management support for mentoring were positively related to their belief that mentoring relationships were mutually beneficial. However, consistent with theories of self-determination, as mentors’ perceptions of their own accountability in the relationship increased their willingness to mentor others in the future decreased. Implications for mentoring theory, future research, and applied practice are discussed.     

A LONGITUDINAL MODEL OF SPONSORSHIP AND CAREER SUCCESS: A STUDY OF INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGISTS

Drawing from research on the sociology of science, we hypothesized a model of academic career success in an effort to extend research on particularistic and universalistic influences on career success. Results, based on a sample of 154 members of the Society of Industrial and Organizational Psychology, provided support for the hypothesized model. Specifically, doctoral program prestige and publications as a PhD student influenced prestige of the first job. Furthermore, these 2 variables—along with chair publications—influenced career publications, prestige of the first job and career publications influenced extrinsic success (a composite variable comprised of rank, salary, longitudinal citation rates, prestige of current job, fellowships, and presence on editorial boards), and extrinsic success influenced intrinsic career success (career satisfaction). The results further suggest that individual performance has a stronger influence on the career success of industrial-organizational psychologists than do social networks.     

Outcome processing and the sense of agency

People can distinguish outcomes they cause from those they do not; that is, they are quite able to sense self-agency in outcomes. A well-received idea is that the sense of agency is produced by a comparison between a predicted outcome and the actual outcome that occurs. While research has generally focused on understanding predictive representations and the comparison process, less work has been done on the actual outcomes and, in particular, how these are perceived or apprehended. Here, we studied this issue. In two experiments, we found outcomes are continuously, as opposed to partially, sampled throughout their span. Specifically, we found that prediction-inconsistent signals embedded within otherwise prediction-consistent outcomes were able to influence agency ratings, and this was true whether the contrary signals were embedded early or late in the outcome.     

Protean attitude and career success: The mediating role of self-management

A protean career attitude is considered as an important determinant of career success in the contemporary career era. In this article we test a model in which we specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability). A survey was conducted among a sample of 289 employees. The results support the idea that a protean career attitude is a significant antecedent of career success and that this relationship is fully mediated by the development of career insight. The implications of these findings for understanding the process through which career attitude affects individuals’ career success are discussed.     

When learning is not enough: A process model of expatriate adjustment as cultural cognitive dissonance reduction

Although considerable organizational research exists on the topic of expatriate adjustment and early departure, little has focused on the actual psychological processes causing change in adjustment outcomes. Specifically, researchers have not focused on cognitive dissonance that arises from adopting or condoning culturally expected behaviors that are inconsistent with the expatriate’s own values or attitudes. We propose that dissonance experiences and the methods used for dissonance reduction influence expatriates’ adjustment outcomes and, in turn, their tendency for early departure. We further specify key situational and individual difference constructs that regulate these causal relationships. Along with a greater understanding of cross-cultural adjustment, the current model suggests new directions for expatriate research and management.     

Which Dominates? The Relative Importance of Work-Family Organizational Support and General Organizational Context on Employee Outcomes

Recent research has examined the influence of organizational work-family context on employee outcomes. However, this construct has not been investigated in concert with broader indicants of organizational context. Thus, it remains unexplored whether work-family context accounts for unique variance in employee outcomes or whether its potential effects are confounded by, or better explained by, general organizational context. This study used dominance analysis to investigate the relative effects of general organizational context and work-family context on several important employee outcomes. Results indicate that work-family context is important in explaining variance in work-family specific outcomes such as work-to-family conflict. However, work-family context fails to explain unique variance in job satisfaction and affective commitment when studied alongside three broader indicants of general organization context (perceived organizational support, perceived fair interpersonal treatment, and trust). These findings have implications for both research and practice.     

Beyond family-friendly: The construct and measurement of singles-friendly work culture

Although research has examined work-family issues and organizational support for employees’ family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees’ perceptions of how their organizations support their work-life balance in comparison to employees with families. A multi-dimensional scale is developed assessing five dimensions of singles-friendly culture: social inclusion, equal work opportunities, equal access to benefits, equal respect for nonwork life, and equal work expectations. Employees with families perceived more equity in most of these facets than did singles. Managerial and professional employees with higher incomes also perceived their organizations as more singles-friendly. Finally, social inclusion predicted organizational commitment for single employees, and this effect was mediated by perceived organizational support. In contrast, more equal work opportunities were related to lower turnover intentions among childfree singles.     

Is it here where I belong? An integrative model of turnover intentions

We test a mediated moderation model in which the influence of organizational prestige and permeability on turnover intentions is mediated by organizational commitment and identification. We test this model in a 2 × 2 design in four Romanian organizations. Results support a partial mediation of identification between the considered organizational antecedents, and their interaction upon affective and continuance commitment, and a full mediation of commitment between identification and turnover intentions. Permeability moderates the impact of prestige upon identification and commitment. Finally, we draw conclusions about the mind‐sets behind identification, affective, and continuance commitment, and propose implications for future research and practitioners.     

Whose self is it anyway? Self-aspect control moderates the relation between self-complexity and well-being

Greater self-complexity refers to the extent that one’s self-concept is comprised of many and relatively differentiated self-aspects. Although some research has found that those greater in self-complexity fare better physically (e.g., fewer illnesses) and psychologically (e.g., less depression) when experiencing stress, other studies have reported another pattern of data (e.g., greater self-complexity predicts greater depression). In the current work, two studies found support for a moderating variable in this latter pattern, self-aspect control. Specifically, for those who perceived relatively little control over their self-aspects, being greater in self-complexity predicted worse physical and psychological outcomes. Study 2 tested alternative explanations and supported an interpretation that perceptions of control over one’s multiple selves, in particular, moderated the relation between self-complexity and well-being.     

The pursuit of missing information in negotiation

A large body of research has focused on how people exchange and use information during the negotiation process. This work tends to treat information as if it all were readily available upon request. The current research investigated how delays in the pursuit of missing information can influence people’s ex-ante priorities and the final settlements they reach. Study 1 found that negotiators achieved more value on an issue after seeking missing information about that issue compared to when the same information was readily accessible. Study 2 found that the effect of searching for information on outcomes was mediated by changes in how important negotiators perceived the issue to be. Theoretical and practical implications are discussed.     

When earning is beneficial for learning: The relation of employment and leisure activities to academic outcomes

The present study investigates the joint effect of the quantity and quality of out-of-school activities (i.e., employment and leisure) on academic outcomes (i.e., well-being, study attitude, and academic performance) among 230 undergraduates. A series of hierarchical regression analyses show that spending too much time in both employment and leisure activities has negative relations with undergraduates’ academic outcomes. Work-study interference fully mediated the effect of time engagement in student employment on students’ reported well-being. These findings support a conflict perspective on multiple role engagement. However, results also show positive effects of activities depending on job demand and autonomy and level of autonomous motivation to engage in these activities. We conclude that out-of-school activities can be beneficial for students’ academic outcomes and preparation for the labor market when perceived as relevant for their academic study and performed in a balanced, autonomous way.     

Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support

Perceived job autonomy has been recognized as a central tenet of work design, leading to a range of positive outcomes. Still, scholars have rightfully questioned its predictive role for several outcomes, including turnover intention as the two have been found to be virtually unrelated. In line with calls for more complex research on the predictive role of perceived job autonomy on employee outcomes, the purpose of this study was to investigate whether the relationship between perceived job autonomy and turnover intention may be prone to contextual influences. Two cross-sectional surveys among 680 Norwegian employees from different public service organizations showed that the relationship between perceived job autonomy and turnover intention was moderated by perceived supervisor support. In support of our hypothesis, the form of the moderations revealed that perceived job autonomy was negatively related to turnover intention only for employees reporting high levels of perceived supervisor support. Implications for practice and directions for future research are discussed.     

Grabbing Your Bootstraps: Threats to Economic Order Boost Beliefs in Personal Control

Individuals are motivated to maintain perceptions of order and predictability in the social environment. Compensatory control theory proposes that when an individual’s perception of her or his own control is threatened, the individual can turn to external systems that may provide a perception of control (e.g., organized government). Conversely, the theory also predicts that when external systems of control are threatened, individuals may respond by exaggerating perceptions of personal control, although this effect has received relatively little empirical support. In the present study, we examined how a threat to an external system of economic control affects individual perceptions of personal control. Specifically, we found that a threat to the perceived distribution of economic resources based on hard work and effort (i.e., meritocracy) led to greater perceptions of personal control. Moreover, this increase in personal control directly increased participants’ optimism about their future economic outcomes. This study provides important insight into the broad influence of external systems on individuals' perceptions of personal control and assessment of future action.     

Mentor and protégé predictors and outcomes of mentoring in a formal mentoring program

This study examines the predictors and outcomes of mentoring received by participants of a 12-month formal mentoring program. Based on relationship theory, we examined how the personality of the individuals in the mentoring dyad, their perceived similarity, and mentor perceived support for mentoring contributed to relationship outcomes. The study includes data from both mentors and protégés at the program launch, midway through the program, and at program close. Mentor proactivity was related to more career and psychosocial mentoring; protégé’s perceptions of similarity to the mentor was related to more psychosocial mentoring. More mentoring was related to positive protégé and mentor outcomes, including improved protégé career clarity over the duration of the study.