The effects of leader–subordinate power distance orientation congruence on employees' taking charge behaviors in China: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yan Bao ◽  
Ping Han ◽  
Shudi Liao ◽  
Jianqiao Liao
Keyword(s):  
Social Exchange ◽  
Power Distance ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Exchange Relationship ◽  
Theoretical Understanding ◽  
Content Type ◽  
Power Distance Orientation ◽  
Taking Charge

PurposeBased on the social exchange theory, this study explores the mechanism of leader–subordinate power distance orientation (PDO) congruence with employees' taking charge behavior (TCB) and also verifies the moderated mediation effect of employees' promotion regulatory focus (PROM-F) on leader–subordinate PDO congruence and on employees' TCB through trust in the leader (which is the mediator).Design/methodology/approachBased on 296 questionnaires from 46 teams of Chinese enterprises, the authors use cross-level polynomial regressions and response surface techniques to analyze the effect of leader–subordinate PDO congruence on employees' TCB and use the block variable technique to test the mediating effect of trust in the leader.Findings(1) When leader–subordinates' PDO is congruent, the leader–subordinate low-low PDO matching pattern leads to more employees' TCB than the leader–subordinate high-high PDO matching pattern. (2) When leader–subordinate PDO is incongruent, the leader–subordinate low–high PDO matching pattern will lead to more TCB than the high-low PDO pattern.Practical implications(1) Encourage and promote the development of diverse cultures in enterprises. (2) Respect the power and status of employees and encourage a low-PDO leadership style. (3) Increase credibility by developing and establishing a good corporate leader image.Originality/value(1) The unique background of this survey offers important cross-cultural information on the effects of leader–subordinate PDO congruence. (2) The results of this research enrich the theoretical understanding of the factors that influence TCB. (3) Reveal the internal mechanisms of CPD congruence with TCB and demonstrate an indirect effect of trust in leader. (4) The discussion of the moderating role of employee's PROM-F will also deepen the understanding of the exchange relationship between leaders and subordinates.

Innovative culture and professional skills

2017 ◽  
Vol 38 (2) ◽  
pp. 198-214 ◽  
Author(s):  
Pei-Li Yu
Keyword(s):  
Power Distance ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Professional Skills ◽  
Supportive Leadership ◽  
Content Type ◽  
Power Distance Orientation ◽  
Moderated Mediation Model ◽  
Innovative Culture

Purpose The point of divergence for the authors’ analysis is the observation that research on the development of professional skills did not provide empirical support to a possible positive relationship between innovative culture and development of professional skills. The author believes that the injection of intervening variables has the potential to do just that. The purpose of this paper is to understand such contingencies through a developed moderated mediation model, which jointly examines supportive leadership as the mediating mechanism and individual power distance orientation as a moderator and to increase the theoretical validity and precision of investigating the development of professional skills. Design/methodology/approach The survey data were collected from 317 information technology (IT) professional technical engineers and their supervisors from high-tech sectors. The authors tested the hypotheses by hierarchical regression and followed Baron and Kenny (1986) instruction to examine our moderated mediation model. The authors used a series of confirmatory factor analyses (CFAs) to verify the constructs’ distinctiveness before testing the hypotheses was performed. Meanwhile, in order to test the mediating effect, the three-equation approach to testing mediation, as recommended by Baron and Kenny (1986), was used. Findings The strong support for schema theory in this study suggests that the development of professional skills can be notably promoted through a moderated mediation model which integrates the link between innovative culture and professional skills through the mediating effect of supportive leadership and the direct effects are mitigated by the moderating effect of individual power distance orientation. It highlights the importance of appropriately matching innovative culture and supportive leadership with the power distance orientation of employees. This universalistic organizational behavior approach has worked effectively in an Asian sample. Originality/value This study provides a better understanding of work motivation by showing that an employee uses schemas to interpret the relationships among perceived innovative culture, individual power distance orientation, supportive leadership and development of professional skills. This paper also illustrates how perceived innovative culture can act as an positive motivator to inspire IT technical engineers’ development of professional skills, and how individually held power distance orientation may positively or negatively influence the relationship between perceived innovative culture and supportive leadership. Hence, this study has extended the schema theory in organizations and informed the literature on supportive leadership.

Individual and managerial predictors of the different forms of employee voice

2019 ◽  
Vol 38 (7) ◽  
pp. 582-603 ◽  
Author(s):  
Ela Unler ◽  
Sibel Caliskan
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Employee Voice ◽  
Voice Behavior ◽  
Content Type ◽  
Speak Up ◽  
Management Attitude

Purpose Analysis of employee voice has focused on the reasons and managerial issues regarding the available environment to speak up. The purpose of this paper is to understand the effect of management attitude on employee voice with the mediating effect of individual’s perceived psychological safety (PPS). Besides, the role of job satisfaction (JS) and being individualist/collectivist as moderators over the effect of psychological safety on employee voice are analyzed. Design/methodology/approach The authors constructed a framework based on Maynes and Podsakoff’s (2014) view that identifies four different types of voice behavior (supportive, constructive, defensive and destructive). In total, 286 questionnaires were collected from employees working in telecommunication industry. Findings Based on analysis, positive management attitude facilitates supportive and constructive voice (CV) and reduces destructive voice (DESV). PPS mediates the relationship with management attitude and DESV. JS level facilitates supportive CV and reduces DESV. Collectivism level of employees moderates PPS and DESV. Path analysis results showed a similar model for mediation effect of safety, and showed a better model fit and explanation for trust mediation between LMX and supportive, constructive and DESV. Supported assumptions would be discussed-based social exchange theory and signaling theory. Research limitations/implications The sample is relatively small which limits the external validity of the findings. Practical implications Results revealed the managerial attitude over employee voice through perceived work environment (psychological safety) and trust. Originality/value This study is one of the first that integrates not only constructive but also DESV into the model.

How and when family-supportive supervisor behaviors foster work engagement and gratitude: A moderated mediation model

2021 ◽  
Vol 49 (1) ◽  
pp. 1-10
Author(s):  
Guoxia Qing ◽  
Haitao Zhang ◽  
Zhongcheng Wang
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Social Exchange Theory ◽  
Power Distance ◽  
Positive Association ◽  
Mediating Effect ◽  
Mediation Model ◽  
Power Distance Orientation ◽  
Moderated Mediation Model ◽  
Family Supportive Supervisor Behaviors

In light of social exchange theory and the gratitude norm of Confucianism, we explored the relationships between family-supportive supervisor behaviors (FSSBs), employee gratitude, and work engagement. We also investigated power distance orientation as a potential contingent factor affecting these relationships. We tested our hypotheses using a two-wave survey conducted with 325 employees of 15 companies in China. When we controlled for supervisor–employee work support, we found that employee gratitude partially mediated the positive association between FSSBs and work engagement. Further, power distance orientation negatively moderated the direct effect of FSSBs on employee gratitude and the mediating effect of gratitude of FSSBs on work engagement. Theoretical and practical management implications are discussed.

Examining social exchange among Chinese service workers

2016 ◽  
Vol 8 (2) ◽  
pp. 163-176 ◽  
Author(s):  
Mark Ng
Keyword(s):  
Human Resource ◽  
Social Exchange ◽  
Organizational Support ◽  
Employee Turnover ◽  
Structural Equation ◽  
Measurement Model ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Content Type

Purpose – The purpose of this paper is to explore the influence of perceived external prestige (PEP), perceived organizational support (POS), and organizational inducement (OI) on employee turnover intention (TI) and on the mediation effect of trust in organizations (TOs). Design/methodology/approach – In all, 243 self-administered questionnaires were collected from five service companies in Guangdong, China. The construct validity, the measurement model, and the hypothetical relationship between variables were tested by partial-least-squares structural equation modeling. Findings – The results demonstrate that OI, PEP, and POS tended to increase employees’ trust in their organization and hence to reduce their TI. Practical implications – The findings of this study have implications for managers’ design and implementation of effective human resource management strategies for adults in China. To deal with the serious problem of high employee turnover in China, organizations should implement not only appropriate human resource policy but also practices to improve corporate reputation. Originality/value – This paper extends the research on TI by investigating the impacts of PEP and the mediating effect of TOs in a Chinese context.

How Does Service Climate Influence Hotel Employees’ Brand Citizenship Behavior? A Social Exchange and Social Identity Perspective

2021 ◽  
pp. 183933492199887
Author(s):  
Hung Trong Hoang
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Brand Image ◽  
Power Distance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Service Climate ◽  
Power Distance Orientation ◽  
Hotel Employees ◽  
Brand Citizenship Behavior

By integrating social exchange and social identity theories, this article examines the mechanism through which employee perceived service climate enhances employee brand citizenship behavior (BCB). Specifically, we propose that this relationship is mediated by perceived brand image and moderated by employees’ power distance orientation. Using data from hotel employees in Vietnam, the findings show that service climate positively affects employee BCB. Furthermore, the mediating effect of perceived brand image and the negative moderating effect of employees’ power distance orientation on the linkage between service climate and employee BCB are found to be significant. This article enriches the existing knowledge by incorporating both social exchange and social identity perspectives in explaining an underexplored linkage between service climate and employee BCB. We suggest that hotel providers should put an emphasis on fostering a supportive service climate and should take into account the role of employee’s power distance orientation in promoting employee BCB.

How and when do employees hide knowledge from co-workers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ghulam Ali Arain ◽  
Alberto Dello Strologo ◽  
Amandeep Dhir
Keyword(s):  
Structural Equation ◽  
Moral Disengagement ◽  
Social Cognitive ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Multi Level ◽  
Level 1 ◽  
Knowledge Hiding

Purpose Drawing on social learning and social cognitive theories, this study aims to examine a multi-level moderated mediation model that tests the mediating effect of moral disengagement (MD: Level 1) between perceived organisational politics (POP: Level 1) and employee knowledge hiding from coworkers (EKHC: Level 1). The authors further propose that supervisor knowledge hiding from employees (SKHE: Level 2) moderates this mediation effect. Design/methodology/approach The authors obtained multi-sourced, multi-timed and multi-level data regarding 294 employees, working under 80 supervisors, from multiple organisations operating in Pakistan. The authors analysed these data using multi-level structural equation modelling via Mplus. Findings The results show that employee MD significantly mediates the direct relationship between POP and EKHC. The mediation effect is further positively moderated by SKHE, which amplifies the mediation effect. Originality/value To the best of the authors’ knowledge, this is the first empirical study that examines both EKHC and SKHE together in a single research model and provides a thorough understanding of why, how and when POP leads to EKHC.

The relationship between internal integration and manufacturing flexibility in the Egyptian industry

2019 ◽  
Vol 11 (1) ◽  
pp. 16-33 ◽  
Author(s):  
Magdy A. Khalaf ◽  
Mohamed Yehia El Mokadem
Keyword(s):  
Material Handling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Manufacturing Flexibility ◽  
Content Type ◽  
Research Findings ◽  
New Perspective ◽  
Internal Integration ◽  
The Relationship ◽  
Triadic Relationship

Purpose This paper aims to empirically investigate the triadic relationship between internal integration, internal flexibility and external flexibility. Design/methodology/approach This research hypothesized the mediation effect of internal flexibility on the relationship between internal integration and external flexibility. Survey data were collected and analyzed using simple and mediation regression analysis to test the study hypotheses. Findings The research finding reveals that machine, labor and material handling flexibilities; being as internal flexibility dimensions mediate the relationship between internal integration and volume and mix flexibilities; being as external flexibility dimensions. The results provided insufficient evidence on the mediating effect of routing flexibility on the relationship between internal integration and both volume and mix flexibilities. Research limitations/implications This research presents a new perspective for research studies to understand the factors that affect manufacturing flexibility. However, the nature of the surveyed sample and using of a single informant might limit the generalizability of the research findings. Practical implications This study provides useful insights for firms wishing to enhance their competitiveness through improving their flexibility. The companies should be aware of the importance of developing a suitable platform for coordinating inter-departmental activities to enhance its internal competencies, which, in turn, improve its customer-facing capabilities and boosts its competitiveness. Originality/value This paper contributes to knowledge by proposing and empirically testing the mediating effect of internal flexibility on the relationship between internal integration and external flexibility.

Gender, knowledge and motivation for wine purchasing

2018 ◽  
Vol 30 (4) ◽  
pp. 481-492 ◽  
Author(s):  
Carlos Peixeira Marques ◽  
Ana Teresa Bernardo Guia
Keyword(s):  
Information Search ◽  
Latent Variables ◽  
Information Needs ◽  
Personal Information ◽  
Mediating Effect ◽  
Gender Effects ◽  
Mediation Effect ◽  
Alternative Formulation ◽  
Content Type ◽  
Subjective Knowledge

Purpose The purpose of this paper is to verify if the gender effects described in the wine consumer behaviour literature, namely, concerning information search and the motivations to buy, may be explained by the mediating effect of subjective knowledge, taking into consideration that the importance of knowledge in the decision process is gender specific. Design/methodology/approach A path analysis was modelled with an exogenous variable (gender), a mediating variable (subjective knowledge) and four dependent variables (need for information and three motivational dimensions). The model was assessed with empirical data obtained from a sample of 523 shoppers in large supermarkets in the areas of Lisbon and Oporto, Portugal. Structured interviews were conducted at checkout, collecting information on the relevant variables. Scales measuring the latent variables (knowledge, information and motivation) were previously validated through confirmatory factor analysis in a sample of 217 wine consumers. Findings Subjective knowledge fully mediates the effects of gender on motivation and information needs. Men think of themselves as more knowledgeable in wines and the mediation effect explains why, compared to women, they use less personal information sources and are more motivated to purchase wine. Practical implications The authors suggest promotion programmes in large supermarkets focussing on opportunities for wine knowledge development. Originality/value The study contributes to the literature by introducing and validating an alternative formulation of gender effects on wine shopping, emphasising the role of the purchaser’s perceived or subjective knowledge.

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