Fair? I Don’t Care: Examining the Moderating Effect of Workplace Cynicism on the Relationship Between Interactional Fairness and Perceptions of Organizational Support From a Social Exchange Perspective

2016 ◽  
Vol 24 (3) ◽  
pp. 401-413 ◽  
Author(s):  
Brian J. Collins
Keyword(s):  
Field Study ◽  
Social Exchange ◽  
Organizational Support ◽  
Moderating Effect ◽  
Future Research ◽  
Full Time ◽  
Positive Direct ◽  
The Relationship ◽  
Positive Effect ◽  
Practical Implications

This article examines how workplace cynicism moderates the relationship between interactional fairness and perceptions of organizational support (POS). Using a sample of full-time employees, I found a positive, direct effect between interactional fairness and POS. Furthermore, the moderating effect suggests the relation between interactional fairness and POS was stronger for less cynical employees. Incorporating a social exchange framework, this article discusses how the typically positive effect of interactional fairness is lost on cynical employees. This result was confirmed using a controlled scenario-based protocol, which replicated the results of the field study. Practical implications and directions for future research are discussed.

scholarly journals The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

scholarly journals Effects of Organizational Support and Organizational Justice on Police Officers’ Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Andrzej Piotrowski ◽  
Samir Rawat ◽  
Ole Boe
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Organizational Support ◽  
Police Officers ◽  
Supervisor Support ◽  
Future Research ◽  
Police Departments ◽  
The Impact ◽  
Positive Effect ◽  
Practical Implications

The impact of organizational support and organizational justice on work engagement was investigated in a group of police officers. A review of the literature revealed that studies reporting differences between the influence of supervisors and coworker justice and support on work engagement among police officers are grossly insufficient. This study hypothesized that organizational support and organizational justice would positively predict work engagement among police officers. It was also hypothesized that, among police officers, supervisor support is more strongly related to work engagement than coworker support and that supervisor justice is more strongly linked to work engagement than coworker justice. Participants were 170 police officers who worked in police departments in northern Poland. A regression analysis showed that supervisor support and supervisor justice had a positive effect on police officers’ work engagement, whereby organizational support coupled with organizational justice accounted for 26% of the variability of work engagement. Theoretical and practical implications are discussed, and directions for future research are suggested.

scholarly journals The effects of job demands on job stress

2016 ◽  
Vol 29 (2) ◽  
pp. 61-83 ◽  
Author(s):  
KwangMo Lim ◽  
Jinkook Tak
Keyword(s):  
Procedural Justice ◽  
Job Stress ◽  
Job Demands ◽  
Job Control ◽  
Moderating Effect ◽  
Future Research ◽  
Moderating Effects ◽  
The Relationship ◽  
Domestic Companies ◽  
Practical Implications

The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.

scholarly journals The effect of delegation and perceived organizational support on organizational identification and contextual performance

2011 ◽  
Vol 24 (1) ◽  
pp. 183-206
Author(s):  
DongSun Lee ◽  
TaeYong Yoo
Keyword(s):  
Organizational Support ◽  
Organizational Identification ◽  
Perceived Organizational Support ◽  
Contextual Performance ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Future Research ◽  
Common Method Bias ◽  
Method Bias ◽  
The Relationship

The first purpose of this study was to examine the influence of delegation and perceived organizational support(POS) on organizational identification and contextual performance. And the second purpose was to examine the moderating effect of growth need strength(GNS) on the relationship between delegation and organizational identification, and the moderating effect of dispositional cynicism on the relationship between POS and organizational identification. Data were gathered from 202 employees who were working in various organizations in Korea. To reduce the effect from common method bias, the contextual performance was rated by both self and others(twenty-two peers or supervisors). As results, the delegation and perceived organizational support had positive relationships with organizational identification. and organizational identification had mediating effect on the relationship between predictors(delegation and POS) and self-rating contextual performance. But there was no mediating effect of organizational identification on the relationship between predictors(delegation and POS) and other-rating contextual performance. The growth need strength had moderating effect on th relationship delegation and organizational identification because the relationship was more positive when GNS was high. Also dispositional cynicism had moderating effect on the relationship perceived organizational support and organizational identification because the relationship was more positive when dispositional cynicism was low. Finally, implication of results and future research tasks were discussed with limitations

Clustering, innovation and hotel competitiveness: evidence from the Colombia destination

2017 ◽  
Vol 29 (11) ◽  
pp. 2785-2806 ◽  
Author(s):  
Orietha Eva Rodríguez-Victoria ◽  
Francisco Puig ◽  
Miguel González-Loureiro
Keyword(s):  
Emerging Economy ◽  
Content Type ◽  
Tourist Destinations ◽  
Level Information ◽  
Established Firms ◽  
Positive Direct ◽  
The Relationship ◽  
Strategic Networking ◽  
Positive Effect ◽  
Practical Implications

Purpose This paper aims to explore the relationship between clustering and hotel competitiveness in emerging economy destinations by analyzing potential mediation of the management innovations implemented. Design/methodology/approach This empirical study is based on hotel-level information from a survey including 131 hotels in 2014. Colombia was chosen as a representative of Colombia, Indonesia, Vietnam, Egypt, Turkey and South Africa (CIVETS) emerging destinations. The relationships were analyzed by structural modeling and partial least squares. Findings Clustering has a positive direct impact on hotel competitiveness and innovation, and there is a positive effect of innovation on competitiveness. Therefore, the link between clustering and competitiveness is partially mediated through implementation of management innovations. Practical implications Hotels should actively participate in agglomerated destinations and build relationships with established firms by clustering. Interaction with related firms and implementation of management innovations will lead to increased levels of economic competitiveness. Public policymakers should foster collaborative strategic networking in the hospitality industry of emerging economy destinations. Originality/value This paper focused on separating the direct and indirect effects of clustering on hotel competitiveness. Implementation of management innovations was considered as an outcome derived from clustering in emerging tourist destinations, using the example of Colombia. Clustering stimulates and eases management innovations within the location, and that combination reinforces the role that cooperating while competing plays in hotel competitiveness for destinations with lagging innovation.

The Relationship Between Leader–Member Exchange and Employees’ Proactive Behaviors

2019 ◽  
Vol 18 (2) ◽  
pp. 106-111
Author(s):  
Fong-Yi Lai ◽  
Szu-Chi Lu ◽  
Cheng-Chen Lin ◽  
Yu-Chin Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Future Research ◽  
Leader Member Exchange ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Team Members ◽  
Member Exchange ◽  
Multi Temporal ◽  
The Relationship ◽  
Practical Implications

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervisors (leader’s LMX; LLX), every leader develops different relationships with their supervisors and, in turn, receive different amounts of resources. Moreover, these differentiated relationships with superiors will influence how leader–member relationship quality affects team members’ voice and creativity. We adopted a multi-temporal (three wave) and multi-source (leaders and employees) research design. Hypotheses were tested on a sample of 227 bank employees working in 52 departments. Results of the hierarchical linear modeling (HLM) analysis showed that LLX moderates the relationship between LMX and team members’ voice behavior and creative performance. Strengths, limitations, practical implications, and directions for future research are discussed.

Does Perceived Insincerity Influence Managerial Ratings of Performance and Promotability?

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Matthew Valle ◽  
K. Michele Kacmar ◽  
Martha C. Andrews
Keyword(s):  
Moderating Effect ◽  
State Agency ◽  
Future Research ◽  
Influence Attempts ◽  
The Relationship

The purpose of this investigation was to evaluate the moderating effect of the supervisors perceived insincerity of their subordinates influence attempts on the relationship between supervisor perceptions of supervisor-subordinate similarity, liking, and influence, and the outcomes of performance and promotability. Data on 203 subordinates from 59 managers of a state agency were used to test the study hypotheses. The results indicate that the relationships between promotability and similarity and liking, and between performance and liking were attenuated by supervisor perceptions that the subordinates were insincere in their influence attempts. Implications for the importance of sincerity in interactions with others and directions for future research are offered.

Organization-Based Self-Esteem Affects Employees' Exchange Relationship Perceptions and Extrarole Behavior

2016 ◽  
Vol 44 (3) ◽  
pp. 509-517 ◽  
Author(s):  
Yanhan Zhu
Keyword(s):  
Social Exchange ◽  
Positive Relationship ◽  
Mainland China ◽  
Negative Relationship ◽  
Self Esteem ◽  
Moderating Effect ◽  
Exchange Relationship ◽  
Significant Positive Relationship ◽  
Significant Negative Relationship ◽  
Practical Implications

The 2 types of exchange relationship perceptions—social exchange relationship perceptions (SERPs) and economic exchange relationship perceptions (EERPs)—constitute the primary concept for understanding individual behavior in the workplace. Using a sample of 581 employees from Mainland China, I explored the effects of SERPs and EERPs on employee extrarole behavior (ERB), as well as the moderating effect of organization-based self-esteem (OBSE) on the relationships between SERPs and ERB, and between EERPs and ERB. The results revealed a significant positive relationship between SERPs and ERB, a significant negative relationship between EERPs and ERB, and a significant moderating effect for OBSE. Theoretical and practical implications of these findings are discussed.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

Examining the Relationship Between Black Racial Identity Clusters and Postpartum Depressive Symptoms

2021 ◽  
pp. 107839032110026
Author(s):  
Kortney Floyd James ◽  
Dawn M. Aycock ◽  
Jennifer L. Barkin ◽  
Kimberly A. Hires
Keyword(s):  
Depressive Symptoms ◽  
Racial Identity ◽  
Assessment Tools ◽  
Future Research ◽  
Full Time ◽  
Black Mothers ◽  
Postpartum Depressive Symptoms ◽  
Black Racial Identity ◽  
Postpartum Mothers ◽  
The Relationship

Background: This study examined the relationship between racial identity clusters and postpartum depressive symptoms (PPDS) in Black postpartum mothers living in Georgia. Aims: A cross-sectional study design using Cross’s nigrescence theory as a framework was used to explore the relationship between Black racial identity and PPDS. Method: Black mothers were administered online questionnaires via Qualtrics. A total sample of 116 self-identified Black mothers were enrolled in the study. Participants ranged in age from 18 to 41 years ( M = 29.5 ± 5.3) and their infants were 1 to 12 months old ( M = 5.6 ± 3.5). The majority of mothers were married or cohabitating with their partner (71%), had a college degree (53%), and worked full-time (57%). Results: Hierarchical cluster analysis identified six racial identity clusters within the sample: Assimilated and Miseducated, Self-Hating, Anti-White, Multiculturalist, Low Race Salience, and Conflicted. A Kruskal-Wallis H test determined there was no difference in PPDS scores between racial identity clusters. Conclusion: This study is the first to explore the relationship between Black racial identity clusters of postpartum mothers and their mental health. Findings emphasize the complexity of Black racial identity and suggest that the current assessment tools may not adequately detect PPDS in Black mothers. The implications for these findings in nursing practice and future research are discussed.

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