Emotional intelligence, voice and flow: a team-level study of work teams

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lei Xie ◽  
Chi-Ning Chang ◽  
Shailen Singh
Keyword(s):  
Emotional Intelligence ◽  
Structural Equation ◽  
Service Industry ◽  
Work Teams ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Full Time ◽  
Voice Behavior ◽  
Content Type ◽  
Individual Level

Purpose This paper aims to investigate how emotional intelligence and voice climate interact with flow in work teams. Design/methodology/approach The authors used multilevel structural equation modeling to analyze the nested data (individuals within teams). A total of 42 work teams (166 full-time employees) from the service industry participated in this research. Findings The results showed that emotional intelligence and voice behavior are positively associated with flow experience at the individual level. It was also demonstrated that emotional intelligence exerts partial influence on flow via individual voice behavior. At the team level, the authors only found a positive relationship between emotional intelligence and flow. Originality/value This research fills the knowledge gap of flow’s antecedents in teams. Members who are emotional intelligent and active in making suggestions to teams are more likely to experience flow in teams. Practitioners should be able to facilitate flow in the workplace through implementing training modules related to emotion appraisal/regulation and effective voice behavior.

Ethicality neutralization and amplification: a multilevel study of ethical leadership and unethical pro-organizational behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yujie Tang ◽  
Yang Li
Keyword(s):  
Organizational Behavior ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
The Political ◽  
Group Level ◽  
Political Climate ◽  
Content Type ◽  
Individual Level

PurposeThis study examines how ethical leadership (EL) influences followers' willingness to conduct unethical pro-organizational behavior (UPB) via reciprocity beliefs at the individual level and political climate at the group level.Design/methodology/approachTwo-point survey data were collected from 423 Chinese followers from 81 groups, and multilevel structural equation modeling was conducted to test the hypotheses.FindingsIndividual-level EL unintentionally increases follower UPB willingness by fostering reciprocity beliefs, while group-level EL intentionally reduces follower UPB willingness by controlling the political climate. The political climate plays both a cross-level moderated mediation role and a mediated moderation role between EL and UPB.Practical implicationsWhen seeking to decrease followers' intention to conduct UPB, managers are advised to use individual-level EL with care when the focus is on reciprocity, and they should consider using group-level EL more when the focus is on controlling political climate.Originality/valueThe study supports two distinct mediating mechanisms by examining individual-level EL (as a moral person) vs group-level EL (as a moral manager) on UPB, thereby revealing the reason for the mixed effects of EL on UPB.

National cultural value models and reputation of MNCs

2019 ◽  
Vol 26 (2) ◽  
pp. 166-198 ◽  
Author(s):  
Bernhard Swoboda ◽  
Nadine Batton
Keyword(s):  
Multinational Corporations ◽  
Structural Equation ◽  
Cultural Value ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Content Type ◽  
Individual Level ◽  
Country Level ◽  
Cultural Research ◽  
The Individual

Purpose The purpose of this paper is to provide a theoretical and empirical comparison of four major national cultural value models for perceived corporate reputation (CR) of multinational corporations (MNCs) across nations: Hofstede, Schwartz, the GLOBE study and Inglehart. Design/methodology/approach Two consumer surveys on an MNC and on competitors in 25 countries in the year 2015 (n=20,288 and 25,397) were used for the first time to compare the roles of the cultural value models as antecedents of CR, using multilevel structural equation modeling (MSEM), which disentangles the explained variances on the country level and on the individual level. Findings National culture is strongly attributed to individual CR perceptions of MNCs across nations. However, the four conceptual cultural value models explain the variance differently (46.2–84.6 percent) as do particular cultural value dimensions within each model. The results are stable for both surveys. Research limitations/implications Novel insights into the roles of cultural value models are provided for international business research. For MNCs aiming to use their CR to attract target groups in foreign countries, this study identifies the most influential cultural value model and particular dimensions. Originality/value This study contributes to cultural research by deepening the understanding of the various cultural value models and their importance for MNCs. Moreover, the authors add to the CR research by providing new insights into perception differences and using the still novel MSEM.

Group diversity and employee service innovative behavior in the hospitality industry: a multilevel model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mingjun Yang ◽  
Tuan Trong Luu ◽  
David Qian
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Multilevel Model ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Content Type ◽  
Hospitality Organizations ◽  
Creative Self ◽  
Group Diversity

Purpose Service innovative behavior from employees helps hospitality organizations gain a competitive advantage and sustain business flourishment. Although group diversity has been demonstrated as a predictor of employee outcomes, whether group diversity in terms of extraversion and openness enhances employee service innovative behavior remains a gap. This study aims to fill this gap by developing a multilevel model of the direct relationship between group diversity in terms of extraversion and openness and employee service innovative behavior and also the mediations and moderations behind the relationship. Design/methodology/approach The authors collectd data from 44 Chinese hospitality teams. The research model was validated by multilevel structural equation modeling. Findings Results showed that both group extraversion diversity and group openness diversity fostered employee service innovative behavior via creative self-efficacy. Developmental culture strengthened the effectiveness of group openness diversity on creative self-efficacy and the effectiveness of creative self-efficacy on employee service innovative behavior. Nevertheless, developmental culture did not strengthen the effectiveness of group extraversion diversity on creative self-efficacy. Practical implications Findings suggest that managers and team leaders from hospitality organizations can elicit employee service innovative behavior through increasing group diversity in terms of extraversion and openness. Hospitality practitioners also should understand that employees’ confidence for creativity is able to channel group diversity into employee service innovative endeavors. Moreover, building developmental culture is essential for hospitality teams to strengthen the effect of group diversity on innovating services. Originality/value This study expands the diversity-innovation research through unfolding both the mediations and the moderations behind the link between group diversity in terms of extraversion and openness and employee service innovative behavior.

Linking employee perceptions and employee attitudes through their levels of organizational identification: a field investigation in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Soumendu Biswas
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Latent Variable ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Full Time ◽  
Variable Model ◽  
Content Type

PurposeDespite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit.Design/methodology/approachSuitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures.FindingsAll the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted.Originality/valueThe distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole.

Efficacy beliefs and employee voice: the role of perceived influence and manager openness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
R. Prince ◽  
M.K. Rao
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Cognitive Theory ◽  
Employee Voice ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Content Type ◽  
Influence At Work ◽  
Managerial Openness ◽  
Prohibitive Voice

PurposeThe purpose of this study is to explore how and when an employee's belief in their voice self-efficacy leads to promotive and prohibitive voice behavior. By banking on social cognitive theory, this study examines perceived influence at work as a mediator and managerial openness as a moderator in the link between voice self-efficacy and the two forms of voice.Design/methodology/approachThis study's data come from 285 Indian information technology (IT) employees by adopting a cross-sectional survey design. The effect of moderator and mediator is examined by employing structural equation modeling in AMOS 22.FindingsThe results reveal that perceived influence at work partially mediates the positive link between voice self-efficacy and the two forms of voice behaviors. The test of moderation also exposes that prohibitive voice is more contingent on managerial openness as compared to promotive voice.Originality/valueThis is one of the initial studies to explore perceived influence at work as a mediator in the association between voice self-efficacy and employee voice behavior. The treatment of voice as a bidimensional construct in this study discloses the difference between the two forms, contributing to the voice literature and inviting further research.

scholarly journals Making the case for procedural justice: employees thrive and work hard

2020 ◽  
Vol 35 (2) ◽  
pp. 100-114 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Procedural Justice ◽  
Social Exchange ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Theoretical Explanation ◽  
Equation Modeling ◽  
Time Lags ◽  
Full Time ◽  
Work Effort ◽  
Content Type

PurposeProcedural justice consists of employees' fairness judgments about decision-making processes used to allocate organizational rewards and has been linked to positive work outcomes. The study drew from social exchange and reciprocity theories to examine a model proposing psychological empowerment and organization-based self-esteem (OBSE) as two psychological processes explaining the relationship of procedural justice with employees' work effort and thriving.Design/methodology/approachThree-waves of data with one-month time lags were obtained from 346 full-time US employees. Structural equation modeling tested the hypotheses.FindingsResults supported the model. Procedural justice at Time 1 was positively related to psychological empowerment and OBSE at Time 2, which both led to employees' work effort and thriving at Time 3.Originality/valueThe study provided a theoretical explanation for procedural justice resulting in better work effort and thriving: Psychological empowerment and OBSE may provide a bridge for the effects of procedural justice on employees’ work effort and thriving.

The individual side of ambidexterity

2019 ◽  
Vol 41 (3) ◽  
pp. 592-613 ◽  
Author(s):  
Andrés Salas Vallina ◽  
Maria D. Moreno-Luzon ◽  
Anna Ferrer-Franco
Keyword(s):  
Structural Equation ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Exploration And Exploitation ◽  
Cross Sectional ◽  
Learning Capability ◽  
Content Type ◽  
Individual Level ◽  
The Individual ◽  
The Relationship

PurposeThe purpose of this paper is twofold: first, to examine whether inspirational leadership of heads of specialized medical units is related to individual ambidexterity of their dependent physicians; and second, to study the possible mediating role of organizational learning capability (OLC) in the relationship between inspirational leadership and individual ambidexterity.Design/methodology/approachStructural equation modeling was used on a sample of 194 medical specialists from Spanish public hospitals.FindingsResults show that inspirational leadership is positively related to individual ambidexterity among healthcare physicians. In addition, the results of the study revealed that the relationship between inspirational leadership and individual ambidexterity is mediated by conditions that facilitate learning, namely, OLC.Research limitations/implicationsThis study uses cross-sectional data, which do not guarantee causality relationships among the examined variables.Practical implicationsThe results of this paper suggest first that heads of healthcare units should inspire followers to achieve both exploration and exploitation. Second, it is also necessary to consider that inspirational leaders promote those conditions that facilitate learning, which should be particularly taken into account to enhance both physician’s exploration and exploitation.Originality/valueIn stressing an evident gap in the relationship between leadership and ambidexterity at the individual level, this paper attempts to advance in the leadership literature by revealing how the action or power of moving the intellect or emotions, and enhancing enthusiasm and confidence, empowers physicians to both explore and exploit knowledge. The results also indicate that the inspiration transmitted by the heads of medical services, facilitate physician’s perceived learning conditions which, in turn, fosters their individual ambidexterity.

Interpersonal antecedents to employee upward voice: mediating role of psychological safety

2018 ◽  
Vol 67 (9) ◽  
pp. 1510-1525 ◽  
Author(s):  
Sriji Edakkat Subhakaran ◽  
Lata Dyaram
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Employee Voice ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Manager Behavior ◽  
The Impact

Purpose Despite the increasing prominence of employee voice in organizational innovation and productivity, employees continue to struggle to influence matters that affect them at work. The purpose of this paper is to model work group context and manager behavior as the predictors of employee upward voice. Further, a mediating role of employee psychological safety is examined in this link. Design/methodology/approach With data from 575 employees representing various technology firms in India, the authors test the hypothesized relationships using covariance-based structural equation modeling. Findings Results indicate coworkers upward voice and manager pro-voice behavior to significantly impact employee upward voice with a mediating impact of psychological safety. This implies that perceived psychological safety plays a significant role in explaining the impact, coworkers and manager behavior would have on regulating employee upward voice. Originality/value This study contributes to the employee voice literature from an Indian context, where upward communication is culturally discouraged.

scholarly journals An integrative model of work/family interface for Chinese employees

2014 ◽  
Vol 19 (2) ◽  
pp. 162-182 ◽  
Author(s):  
Luo Lu ◽  
Yu-Yueh Chang
Keyword(s):  
Structural Equation ◽  
Family Satisfaction ◽  
Work And Family ◽  
Integrative Model ◽  
Integral Model ◽  
Equation Modeling ◽  
Unique Contribution ◽  
Full Time ◽  
Content Type ◽  
Cross Domain

Purpose – The purpose of this paper is to examine the mediating roles of four aspects of work and family interface (WFI: work-to-family conflict, WFC; family-to-work conflict, FWC; work-to-family enrichment, WFE; and family-to-work enrichment, FWE) in a Chinese context in Taiwan. Included in the integral model are demands and resources from the work and family domains as antecedents, and role satisfaction and burnout as consequences. Design/methodology/approach – Structured questionnaires were used to collect data from 499 full-time working Chinese parents in Taiwan. Findings – Structural equation modeling results showed that antecedents had cross-domain and within-domain effects on all aspects of the WFI; and conflict and enrichment also had cross-domain and within-domain effects on job satisfaction and family satisfaction, while influences from the work domain (WFC and WFE) had a significant impact on burnout. Overall, the partial mediation model was supported, showing that antecedent variables having both indirect (through the WFI variables) as well as direct relationships with the outcome variables. Originality/value – This is the first study testing a comprehensive model of the whole loop of antecedents-WFI-consequences with a non-Western sample. One unique contribution of the study is that the authors extended Western-based resources theories to Chinese employees, confirming that all four aspects of the WFI are important mediators linking up antecedents with consequences from both the work and family domains. Basing upon the findings, the authors suggests that both managers and employees should endeavor to break the destructive flow of conflict→dissatisfaction/burnout and to initiate the constructive flow of enrichment→satisfaction/free of burnout, by considering not only demands but also resources from both the work and family domains.

The effects of employer SNS motioning on employee perceived privacy violation, procedural justice, and leave intention

2018 ◽  
Vol 118 (6) ◽  
pp. 1153-1169 ◽  
Author(s):  
Hung-Yue Suen
Keyword(s):  
Data Collection ◽  
Procedural Justice ◽  
Social Networking Sites ◽  
Structural Equation ◽  
Intent To Leave ◽  
Equation Model ◽  
Equation Modeling ◽  
Full Time ◽  
Initial Examination ◽  
Content Type

Purpose The purpose of this paper is to propose a model to understand how and when employees’ perceived privacy violations and procedural injustice interact to predict intent to leave in the context of the use of social networking sites (SNSs) monitoring. Design/methodology/approach This study was conducted in a field setting of Facebook to frame the hypotheses in a structural equation model with partial least squares-structural equation modeling. Variables were measured empirically by administering questionnaires to full-time employed Facebook users who had experienced SNS monitoring. Findings The results showed that when an employee believed that he/she had more ability to control his/her SNS information, he/she was less likely to perceive that his/her privacy had been invaded; and when an employee believed that the transparency of the SNS data collection process was higher, he or she was more likely to perceive procedural justice in SNS monitoring. Research limitations/implications This research draws attention to the importance of intent to leave in the absence of perceived procedural justice under SNS monitoring, and the partial mediation of the perception of justice or injustice by perceived privacy violations. Practical implications For employers, the author recommends that employers come to know how to conduct SNS monitoring and data collection with limited risk of employee loss. Social implications For employees, the author suggests that SNS users learn how to control their SNS information and make sure to check their privacy settings on the SNS that they use frequently. Originality/value This study provided an initial examination and bridged the gap between employer use of SNS monitoring and employee reactions by opening a mediating and moderating black box that has rarely been assessed.

Sign in / Sign up

Export Citation Format

Share Document