scholarly journals The effect of perception of organizational politics on professionals’ engagement: the moderating role of the psychological safety climate

2020 ◽  
Vol 36 (2) ◽  
pp. 348-360
Author(s):  
Renata Silva de Carvalho Chinelato ◽  
Susana Maria de Oliveira e Mota Tavares ◽  
Maria Cristina Ferreira ◽  
Felipe Valentini
Keyword(s):  
Hierarchical Linear Modeling ◽  
Work Engagement ◽  
Organizational Context ◽  
Safety Climate ◽  
Psychological Safety ◽  
Organizational Politics ◽  
Organizational Level ◽  
Linear Modeling ◽  
Negative Effect ◽  
Perception Of Organizational Politics

El propósito de esta investigación fue probar empíricamente la hipótesis de que el clima de seguridad psicológica de la organización y la percepción de las políticas de la organización predicen hasta qué punto los empleados se sienten comprometidos con su trabajo. El uso de modelos jerárquicos lineales y los datos recopilados de 1,244 empleados en 64 organizaciones, el clima de seguridad psicológica a nivel organizativo y la percepción de la política organizacional a nivel de los empleados predijo la participación laboral de los empleados. También hubo una interacción significativa en todos los niveles, de modo que el efecto negativo de la percepción de las políticas organizacionales se amplificó en organizaciones con un clima de seguridad psicológica positivo. En otras palabras, la seguridad psicológica organizacional beneficia más el compromiso laboral de los individuos cuando perciben la existencia de políticas organizacionales bajas. Los resultados ofrecen información sobre los mecanismos por los cuales el contexto organizativo percibido puede influir en el compromiso laboral de los empleados y resaltar la importancia de la coherencia organizativa percibida en la promoción del compromiso laboral dentro de su organización. Los profesionales y gerentes de Recursos Humanos deben promover reuniones frecuentes con los trabajadores y aplicar otras prácticas que puedan impulsar un clima seguro para los empleados. The purpose of this research was to empirically test the hypothesis that the organizational psychological safety climate and the perception of organizational politics predict the extent to which employees feel engaged in their work. Using hierarchical linear modeling and data collected from 1,244 employees in 64 organizations, organizational level psychological safety climate and employee-level perception of organizational politics predicted employee work engagement. There was also significant cross-level interaction, so that the negative effect of the perception of organizational politics was amplified in organizations with a positive psychological safety climate. In other words, organizational psychological safety benefits the work engagement of individuals more when they perceive the existence of low organizational politics. The results offer insight into the mechanisms by which the perceived organizational context may influence employees’ work engagement and highlight the importance for the perceived organizational consistency in the promotion of work engagement within their organization. Human Resource professionals and managers should promote frequent meetings with the workers and apply other practices that can boost a safe climate for the employees.

Impact of relatedness, uncertainty and slack on corporate entrepreneurship decisions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Robert Garrett ◽  
Shaunn Mattingly ◽  
Jeff Hornsby ◽  
Alireza Aghaey
Keyword(s):  
Decision Making ◽  
Hierarchical Linear Modeling ◽  
Cognitive Strategies ◽  
Corporate Entrepreneurship ◽  
New Venture ◽  
Organizational Level ◽  
Linear Modeling ◽  
Slack Resources ◽  
Content Type ◽  
Positive Effect

PurposeThe purpose of this study is to evaluate the effect of opportunity relatedness and uncertainty on the decision of a corporate entrepreneur to pursue a venturing opportunity.Design/methodology/approachThe study uses a conjoint experimental design to reveal the structure of respondents' decision policies. Data were gathered from 47 useable replies from corporate entrepreneurs and were analyzed with hierarchical linear modeling (HLM).FindingsResults show that product relatedness, market relatedness, perceived certainty about expected outcomes and slack resources all have a positive effect on the willingness of a corporate entrepreneur to pursue a new venture idea. Moreover, slack was found to diminish the positive effect of product relatedness on the likelihood to pursue a venturing opportunity.Practical implicationsBy providing a better understanding of decision-making schemas of corporate entrepreneurs, the findings of this study help improve the practice of entrepreneurship at the organizational level. In order to make more accurate opportunity assessments, corporate entrepreneurs need to be aware of their cognitive strategies and need to factor in the salient criteria affecting such assessments.Originality/valueThis paper adds to the limited understanding of corporate-level decision-making with regard to pursuing venturing opportunities. More specifically, the paper adds new insights regarding how relatedness and uncertainty affect new venture opportunity assessments in the presence (or lack thereof) of slack resources.

A Preliminary Test of the Impact of De-Globalization on MNC Performance

2021 ◽  
Vol 17 (2) ◽  
pp. 412-428
Author(s):  
Hilla Peretz ◽  
Michael J. Morley
Keyword(s):  
Organizational Context ◽  
Preliminary Test ◽  
Organizational Level ◽  
Institutional Fit ◽  
Preliminary Examination ◽  
Negative Effect ◽  
Key Dimensions ◽  
Using Data ◽  
The Impact ◽  
The Relationship

ABSTRACTWe offer a preliminary examination of whether national and organizational level contexts amplify or reduce the effects of de-globalization on the performance of MNCs. Theoretically, we borrow ideas from both event system theory and institutional fit to propose a model explicating key dimensions of the relationship between de-globalization, national and organizational context, and MNC performance. We then test our ideas using data assembled from 283 MNCs in 20 countries. We find that while de-globalization has a negative effect on MNC performance, national and organizational level contextual endowments do moderate this relationship. We discuss some implications of our findings and highlight attendant limitations.

scholarly journals Social Relations at the Collective Level: The Meaning and Measurement of Collective Control in Research on the Psychosocial Work Environment

2013 ◽  
Vol 3 (3) ◽  
pp. 30 ◽  
Author(s):  
Per Øystein Saksvik ◽  
Tove Helland Hammer ◽  
Kjell Nytrø
Keyword(s):  
Work Environment ◽  
Hierarchical Linear Modeling ◽  
Social Relations ◽  
Psychosocial Work Environment ◽  
Organizational Level ◽  
Level Control ◽  
Psychosocial Work ◽  
Linear Modeling ◽  
Individual Level ◽  
Self Reports

In this article, we suggest that organizational-level social relations should be defined and measured as workplace norms. We base this argument on new research on the components of the psychosocial work environment and on the availability of new techniques for measuring and analyzing workplace norms as organizational properties. Workplace norms emerge from interactions and negotiations among organizational actors, through which patterns of behavior, attitudes, and perspectives become defined as legitimate. This is an underestimated dimension of the psychosocial work environment that should be assessed with two types of data: self-reports by employees of their experiences in the workplace (task-level control) and self-reports by employees and employers of collective or group-level norms. Hierarchical linear modeling is an especially useful tool for analyzing the relationships between workplace norms and different organizational outcomes because it allows researchers to separate the effects of individual-level variables from group or organizational-level factors. Our approach is anchored in the Nordic perspective of the work environment developed over the past 50 years.

The Effect of Daily Fluctuation of Abusive Supervision over Employees Positive and Negative Emotions, and Recovery Experience

2021 ◽  
Vol 25 ◽  
Author(s):  
Ivonne Gallegos ◽  
Rita Berger ◽  
Joan Guardia-Olmos ◽  
Jordi Escartín
Keyword(s):  
Hierarchical Linear Modeling ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Abusive Supervision ◽  
Linear Modeling ◽  
Daily Fluctuation ◽  
Predictive Variables ◽  
Event Theory ◽  
Negative Effect ◽  
Positive And Negative Emotions

Abstract Abusive supervision impacts employees’ emotions negatively and creates feelings of shame and fear. But it remains unclear how daily employees’ positive and negative emotions are affected and if they can recover. Applying the affective event theory and job demands-resources model we hypothesized that daily abusive supervision influences employees’ positive and negative emotions fluctuation over the day, recovery after work, and employee emotions the next morning. Two daily surveys were answered by 52 Mexican employees for ten days providing 347 registers in the morning and 255 in the afternoon. Hierarchical linear modeling shows alteration of positive and negative emotions in the afternoon and next day, and a positive effect over recovery in relaxation, mastery and control restoring positive emotions. However, negative emotions cannot be recovered for the following day. Additionally, we found effects of predictive variables, as the days of the week go by, positive emotions in the afternoon and negative emotions in the morning decrease. Gender shows for men a more negative effect on positive emotions in the afternoon, next morning and on mastery-recovery. Marital status revealed effect over married individuals incrementing the four recovery dimensions, increasing positive emotions, and reducing negative emotions in the afternoon and next morning. Tenure has an effect over abusive supervision, the longer employees in the company, more likely they suffer abusive supervision. We show how employees restore positive emotions after daily recovery and that negative emotions cannot be recovered for the following day; revealing how abusive managers cause emotional damage to employees every day.

Research on the Innovation Method of HRM Based on Information Technology

2014 ◽  
Vol 687-691 ◽  
pp. 4485-4488
Author(s):  
Man Jing Zhang
Keyword(s):  
Firm Performance ◽  
Hierarchical Linear Modeling ◽  
Psychological Contract ◽  
High Performance ◽  
Affective Commitment ◽  
Organizational Level ◽  
Linear Modeling ◽  
Individual Level ◽  
Relational Contract ◽  
The Individual

As an organization s strategy to manage the employment relationship, high-performance work system (HPWS) may lead to superior firm performance and favorable employee outcomes through cultivating the relational aspects of employee’s psychological contract. In this study, we investigated the processes (mediation and moderation) linking HPWS and outcomes at both the organizational and individual levels. Hierarchical linear modeling (HLM) analysis on a sample of 1129 employees from 92 firms in the Pearl River Delta of China indicated that HPWS was associated with increased firm performance and decreased turnover rate at the organizational level, and relational contract fully mediated the cross-level relationships between HPWS and employees affective commitment and in-role performance at the individual level. In addition, perceived supervisor support moderated the HPWS and relational contract relationship. We discuss theoretical and practical implications to end of this paper.

Do social conflicts at work affect employees’ job satisfaction?

2018 ◽  
Vol 29 (2) ◽  
pp. 213-235 ◽  
Author(s):  
Alexandra Hagemeister ◽  
Judith Volmer
Keyword(s):  
Job Satisfaction ◽  
Hierarchical Linear Modeling ◽  
Organizational Context ◽  
Daily Basis ◽  
Social Conflicts ◽  
Linear Modeling ◽  
Negative Effects ◽  
Content Type ◽  
Personality Research ◽  
Work Affect

Purpose The purpose of this study is to examine social conflicts with co-workers (SCCWs) as a predictor of job satisfaction with co-workers (JSCWs) on a daily basis. Moreover, dispositional emotion regulation (ER) was suggested to moderate the within-person relationship between daily conflicts at work and JSCWs. Design/methodology/approach Ninety-eight employees from German civil service agencies completed surveys across five consecutive work days. Dispositional variables and controls were assessed in a general survey which was completed before the start of the daily surveys. Findings Hierarchical linear modeling showed that SCCWs at noon were significantly related to employees’ JSCWs in the evening and that dispositional ER moderated this relationship, indicating that people with high abilities of ER reported higher levels of job satisfaction with their co-workers than people with low abilities of ER after experiencing SCCWs. Originality/value The present study links conflict research with organizational and personality research. The findings broaden the understanding of social conflicts in an organizational context and further highlight ER as an important factor which can buffer the negative effects of workplace conflicts.

scholarly journals An Examination of Leader-Member Dyadic Politeness of Exchange and Servant Leadership on Group Member Performance

2015 ◽  
Vol 55 (4) ◽  
pp. 501-525 ◽  
Author(s):  
Hassan Abu Bakar ◽  
Robert M. McCann
Keyword(s):  
Servant Leadership ◽  
Hierarchical Linear Modeling ◽  
Organizational Context ◽  
Positive Association ◽  
Linear Modeling ◽  
Leadership Model ◽  
Constraint Theory ◽  
Dyadic Communication ◽  
Leadership Influence ◽  
Group Member

Integrating conversational constraint theory and models of homophily and relational dyadic communication, this study investigates how leader-member politeness exchange and servant leadership influence group member performance in a Malaysian organizational context. Using hierarchical linear modeling with data obtained from a sample of 510 employees, 65 workgroups, and 3 organizations, a politeness of exchange-servant leadership model was tested. Results show that servant leadership was positively and significantly associated with workgroup manager’s ratings of group member’s performance. The positive association between servant leadership and group member performance is more pronounced when managers and members in workgroups are high in politeness of exchange in their interactions. As predicted, leader-member dyadic politeness of exchange within the workgroup manager-group member dyads moderated this positive association.

A Multi-Level Examination of Organizational Context on Adult Probation Officer Attitudes Toward Evidence-Based Practice

2016 ◽  
Vol 62 (5) ◽  
pp. 1331-1356 ◽  
Author(s):  
Jill Viglione
Keyword(s):  
Organizational Climate ◽  
Hierarchical Linear Modeling ◽  
Organizational Context ◽  
The United States ◽  
Organizational Characteristics ◽  
Evidence Based ◽  
Linear Modeling ◽  
Adoption And Implementation ◽  
Using Data ◽  
Officer Attitudes

Currently, both researchers and criminal justice agencies recognize the need to consider evidence-based practices (EBPs) as means to provide effective supervision and reduce recidivism rates. Research documents the importance of organizational characteristics in relation to EBP adoption and implementation, including organizational climate, commitment to the organization, and cynicism for change. Using data collected through surveys of 251 probation staff nested within 12 probation agencies in the United States, the current study utilizes Hierarchical Linear Modeling to examine the association of these important organizational characteristics with probation staff reported attitudes toward EBPs. These findings are critical for understanding how probation staff perceptions relate to the transportability of EBPs and which/how contextual factors influence attitudes toward best practices.

scholarly journals A multilevel model of job insecurity and engagement

2020 ◽  
Vol 35 (7/8) ◽  
pp. 529-541
Author(s):  
Zselyke Pap ◽  
Delia Vîrgă ◽  
Guy Notelaers ◽  
Laurențiu Maricuțoiu
Keyword(s):  
Hierarchical Linear Modeling ◽  
Work Engagement ◽  
Negative Impact ◽  
Job Insecurity ◽  
Negative Relationship ◽  
Group Level ◽  
Linear Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Use Of Resources

PurposeThe purpose of this current study was to investigate the moderating effect of autonomy (individual-level job resource) and social supportive climate (group-level job resource) on the negative relationship between job insecurity and work engagement.Design/methodology/approachCross-sectional data were gathered and analyzed using hierarchical linear modeling from 3,812 participants nested in 116 work units.FindingsA significant interaction between job insecurity and autonomy offered support for the buffering hypothesis of autonomy. Hypotheses regarding both the direct and the buffering effect of social supportive climate were also supported, suggesting that shared perceptions of a supportive environment can reduce the negative impact of job insecurity on work engagement.Practical implicationsFocus on unit climate can aid practitioners in designing interventions that take into account the effects, and make use of resources that are shared in the work-group.Originality/valueThis study extends the job demands-resources theory, showing that resources exist not only at the level of the individual but also a group-level phenomenon, and interact with demands across levels.

scholarly journals Academic achievement and persistence in online self-paced courses

2016 ◽  
Author(s):  
◽  
Terrie Nagel
Keyword(s):  
Hierarchical Linear Modeling ◽  
Model Building ◽  
Course Satisfaction ◽  
Delivery Mode ◽  
Linear Modeling ◽  
Negative Effects ◽  
University Of Missouri ◽  
Academic Level ◽  
Course Experience ◽  
Negative Effect

This study focused on building achievement and persistence models of students enrolled in online self-paced courses using 11,829 AY 2014-15 records from the University of Missouri. Course satisfaction, delivery mode, and student characteristics were used to create the models. Model building and trimming using hierarchical linear modeling occurred in which level-2 units were online self-paced courses and level-1 units were students. In terms of persistence, the log-odds of persistence were related to course satisfaction holding constant other predictors. Gender, academic level, enrollment time, and active completion time had significant effects on persistence and achievement. Persistence and prior self-paced experience also had significant effects on achievement, with prior self-paced course experience having a negative effect. Enrollment time had negative effects on persistence and achievement. Females and upper-division students generally received higher scores than males and lower-division students. The effect of persistence on achievement was largest by far, as one might logically predict.

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