scholarly journals The Trickle-Down Effect of Territorial Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Yi Li ◽  
Haolin Weng ◽  
Ting Zhu ◽  
Na Li
Keyword(s):  
Social Information Processing ◽  
Negative Relationship ◽  
Territorial Behavior ◽  
Chinese Enterprises ◽  
Social Information Processing Theory ◽  
Moderated Mediation Model ◽  
Processing Theory ◽  
Perceived Insider Status ◽  
The Relationship ◽  
Trickle Down

The present research seeks to explore how and when leader territorial behavior trickles down to the follower. Relying on social information processing theory, we hypothesize that territorial behavior has a trickle-down effect from leader to follower, and perceived insider status mediates the relationship between leader territorial behavior and follower territorial behavior. Competition climate is supposed to strengthen the effect of leader territorial behavior on perceived insider status. Two hundred and fifty-two dyads data of supervisor–subordinate in Chinese enterprises provided support for our hypotheses. The results suggest that leader territorial behavior is positively related to follower territorial behavior and that follower perceived insider status significantly mediates the relationship. Moreover, competition climate strengthens the negative relationship between leader territorial behavior and perceived insider status as well as the indirect effect of leader territorial behavior on follower territorial behavior via perceived insider status. Theoretical and practical implications are further discussed.

The role of supervisors on employees’ voice behavior

2019 ◽  
Vol 40 (1) ◽  
pp. 85-96 ◽  
Author(s):  
SuJin Son
Keyword(s):  
Social Information Processing ◽  
Employee Voice ◽  
Hierarchical Regression ◽  
Voice Behavior ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Moderating Factors ◽  
The Relationship

PurposeDrawing on social learning theory and social information processing theory, the purpose of this study is to examine how perceived supervisor’s voice behavior relates to employees’ own voice behavior both directly and indirectly through trust in supervisor. In particular, this study also investigates the moderating role of gender in the relationship between trust in supervisor and employee voice behavior. Further, this study proposes that gender moderates the indirect effect of perceived supervisor’s voice behavior on employee voice behavior via trust in supervisor.Design/methodology/approachThe proposed hypothesis was tested by using hierarchical regression analyses and Hayes’ PROCESS macro.FindingsThe results show that perceived supervisor’s voice behavior is positively related to an employee’s own voice behavior and trust in supervisors. In particular, trust in supervisors mediates the relationship between perceived supervisor’s voice behavior and employee’s own voice behavior. Additionally, the relationship between trust in supervisor and employees’ voice behavior was stronger for female employees.Originality/valueThe current study investigates employees’ perception of immediate supervisor’s voice behavior that encourages employees to speak up, thereby providing a more nuanced understanding of the factors that facilitate employee voice behavior. In particular, this study advances the understanding of how and why employees’ perception of supervisors’ voice behavior relates to employees’ voice behavior by examining the mediating and moderating factors.

Turning Hotel Employees Into Brand Champions: The Roles of Well-Connected Leaders and Organizational Identification

2017 ◽  
Vol 42 (8) ◽  
pp. 1232-1253 ◽  
Author(s):  
Wilco W. H. Chan ◽  
Cheris W. C. Chow ◽  
Raymond Loi ◽  
Angela J. Xu
Keyword(s):  
Social Identity Theory ◽  
Social Information Processing ◽  
Organizational Identification ◽  
Mediation Model ◽  
Customer Choice ◽  
Exchange Relationships ◽  
Social Information Processing Theory ◽  
Moderated Mediation Model ◽  
Processing Theory ◽  
Positive Word Of Mouth

Employees’ positive word of mouth (WOM) about hotel brands has a profound impact on customer choice and hotel effectiveness. On the basis of social identity theory and social information processing theory, we posit a moderated mediation model wherein hotel supervisors’ organizational identification (OI) increases their subordinates’ engagement in positive WOM behavior by enhancing subordinates’ OI. This relationship is moderated by supervisors’ upward-exchange relationships with their bosses (i.e., leader–leader exchange). Data from a two-wave survey conducted in a hotel in China indicate that employees working under supervisors with high levels of OI better identify with the hotel and engage in more positive WOM behavior. This is particularly the case when supervisors engage in high-quality leader–leader exchange and are well connected with their bosses. The article concludes with theoretical and practical implications highlighting the importance of cultivating employees’ organizational identification and positive WOM behavior in the hospitality sector.

scholarly journals Employees’ perceptions and the relationship between human resource management and organizational performance: a conceptual view

2019 ◽  
Vol 3 (1) ◽  
pp. 46-63 ◽  
Author(s):  
Gonçalo Pombo ◽  
Jorge Gomes
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Social Information Processing ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Individual Outcomes ◽  
Human Resource Policies ◽  
The Relationship

The paper presents a review of the literature and advances a set of propositions concerning the employees’ perceptions on the relationship between human resource management and organizational performance. The study is aimed at filling the gap in the literature on the employees’ perception regarding human resource policies and the relationship to organizational performance. Social information processing theory is used to advance the insights on how employees’ performance about human resource policies may influence the organizational performance. The review indicated that there is a positive relationship between the employees’ perceptions of human resource policies and overall performance of a given organization. A positive perception of the implemented policies influences various individual outcomes such as commitment, engagement, and satisfaction, amongst others. Shared perceptions among the employees are also considered to have a considerable impact on the organizational performance. Nevertheless, there is a need for further research to explore the relationship between human resource management and organizational performance in more detail.

scholarly journals How Servant Leadership Sparks Feedback-Seeking Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Dong Qin ◽  
Yan Xu ◽  
Chaoping Li ◽  
Xue Meng
Keyword(s):  
Servant Leadership ◽  
Social Information Processing ◽  
Mediation Analysis ◽  
Moderated Mediation ◽  
Feedback Seeking ◽  
Social Information Processing Theory ◽  
Working Adults ◽  
Moderated Mediation Model ◽  
Processing Theory ◽  
Seeking Behavior

Drawing upon social information processing theory, we propose that moqi with supervisors mediates the relationship between servant leadership and follower feedback-seeking behavior. Subordinates’ traditionality plays a moderating role in this process. A total of 440 Chinese working adults responded to the two-wave questionnaire survey in paper and pencil forms. Correlation analyses, mediation analysis, and moderated mediation analysis was performed through R and SPSS PROCESS Macro. The results revealed that servant leadership positively correlates with followers’ feedback-seeking behavior via moqi with supervisors. Moreover, these indirect effects of servant leadership were moderated by traditionality, such that servant leadership had weaker relations with feedback-seeking behavior when traditionality was higher (vs. lower). Theoretical contributions and practical implications, limitations and suggestions for further study were discussed.

scholarly journals Role of Peer Coaching in Transmitting the Benefits of Leader Coaching

2022 ◽  
Vol 12 ◽  
Author(s):  
Yanan Dong ◽  
Huijuan Dong ◽  
Yuan Yuan ◽  
Jing Jiang
Keyword(s):  
Team Performance ◽  
Social Information Processing ◽  
Peer Coaching ◽  
Task Interdependence ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Team Task ◽  
Sanitary Product ◽  
Coaching Behavior ◽  
The Relationship

Drawing on social information processing theory, the present study examines how and when leader coaching can be beneficial for team performance. Based on a sample of 58 teams from a sanitary product company in China, we found that peer coaching served as a mediator linking leader coaching and team performance. Moreover, the team individualistic/collectivism value moderated the first-stage relationship that the relationship between leader coaching and peer coaching was more positive when the team individualism value was low, but not significant when the team individualism value was high; while team task interdependence moderated the second-stage relationship that the relationship between peer coaching and team performance was more positive when the team task interdependence was high, but not significant when it was low. The findings enrich our understandings of the effectiveness of leader coaching behavior by uncovering the theoretical mechanism and boundary conditions. The study also provides important implications for coaching practice in organizations.

Family supportive and singles-friendly: how an equally supportive working environment impacts unmarried hotel employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Su-Ying Pan ◽  
Yuquan Li
Keyword(s):  
Social Information Processing ◽  
Academic Research ◽  
Working Environment ◽  
Work Culture ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
New Strategy ◽  
Hotel Managers ◽  
The Relationship

Purpose This study aims to focus on a relatively unexplored area: single employees’ non-work needs. With social information processing theory as the basis, the authors examine the process whereby a singles-friendly work culture leads to multiple desirable outcomes for single employees. Design/methodology/approach Data was collected from 472 single employees working in the hospitality sector in China. A model with three mediating paths was tested using Mplus 7.2 software. Findings The authors found that organization-based self-esteem mediates the relationship between a singles-friendly work culture and emotional exhaustion; procedural justice mediates the relationship between a singles-friendly work culture and organizational commitment and hostility mediate the relationship between a singles-friendly work culture and helping behaviors directed toward coworkers. Practical implications The present study reminds hotel managers that establishing a singles-friendly work culture is a new strategy to retain and attract talented single employees. Originality/value Inspired by the work of Casper et al. (2007), the authors examined the importance of equal employment opportunities for single employees, who are the major workforce in the hotel industry but are often ignored in academic research.

How spiritual leadership contributes to followers' helping behavior

2020 ◽  
Vol 48 (11) ◽  
pp. 1-12
Author(s):  
Lin Wang ◽  
Hua-Qiang Wang ◽  
Yi-Ping Sun
Keyword(s):  
Positive Affect ◽  
Social Information Processing ◽  
Organizational Identification ◽  
Spiritual Leadership ◽  
Helping Behavior ◽  
Significant Positive Effect ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Broaden And Build Theory ◽  
Positive Effect

We integrated social information processing theory and the broaden-and-build theory of positive affect to investigate how spiritual leadership affects employees' helping behavior, thus incorporating both cognitive and affective perspectives. Data were collected from 342 employees of companies operating in three cities in China, who completed scales measuring spiritual leadership, positive affect, and organizational identification, and the 71 immediate supervisors of these employees, who assessed their followers' helping behavior. The results indicate that spiritual leadership had a significant positive effect on employees' helping behavior, and that both positive affect and organizational identification mediated this relationship. Our results can be used by managers seeking to promote the effectiveness of spiritual leadership and employees' helping behavior.

scholarly journals Perceived Intimacy Differences of Daily Online and Offline Interactions in People’s Social Network

Societies ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 13
Author(s):  
Emmelyn A. J. Croes ◽  
Marjolijn L. Antheunis
Keyword(s):  
Information Processing ◽  
Social Network ◽  
Social Information Processing ◽  
Media Use ◽  
Tie Strength ◽  
Information Processing Theory ◽  
Strong Ties ◽  
Social Information Processing Theory ◽  
Face To Face ◽  
Processing Theory

This study examined which media people use on a day-to-day basis to communicate and whether tie strength influenced this media use. Furthermore, we analyzed whether online and offline interactions differ in perceived intimacy and whether tie strength impacts perceived interaction intimacy: 347 real interactions of 9 participants (3 male, 6 female) were analyzed; 172 online (WhatsApp, Facebook Messenger, email, SMS interactions) and 175 offline (recorded phone and face-to-face conversations). The results revealed that the participants communicated most frequently face-to-face or via WhatsApp, especially with strong ties. Furthermore, participants rated their interactions with strong ties as more intimate compared to weak-tie interactions. Our findings have implications for Social Information Processing theory, as our findings show that people are equally able to communicate intimate messages online and offline.

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