scholarly journals Employee Deviance as By-product of Psychological Contract: The Moderating Effects of Power Distance among Employees in Insurance Companies in Nigeria

2020 ◽  
pp. 44-54
Author(s):  
Chukwuemeka N. Etodike ◽  
Chiamaka O. Joe-Akunne ◽  
Ijeoma M. Obibuba
Keyword(s):  
Cultural Values ◽  
Psychological Contract ◽  
Power Distance ◽  
Insurance Companies ◽  
Moderating Effects ◽  
Deviant Behaviour ◽  
Employee Deviance ◽  
Beta Coefficient ◽  
Psychological Contract Violations ◽  
The Relationship

Employees have expectations from their organizations; whether they are written, contractual, or not, these expectations have an equally employee outcome such as employee deviance. Indices indicate that employee deviance is on the increase especially in the organized private sector; thus, this study evaluated employee deviance as by-product of psychological contract and power distance among a sample of employees (289) from insurance organizations in Nigeria with an average age of 34.50 years and standard deviation of 3.50. The study sought to ascertain the relationship between psychological contract and employee deviance and whether perceptions of power distance moderated this relationship. Psychological contract inventory (PCI), Power distance scale adapted from CVSCALE Five-dimensional scale of individual cultural values and Workplace deviant behaviour scale were utilized for data collection.  The result of data analysis indicated that the adjusted R2 for step 1 is .24 at F(42.06) p < .01. In the second model, the adjusted R2 is .26 and R change is .002.  This R change was significant at F (33.76), df = 285 p < .01. The Beta coefficient for model 2 shows that psychological contract significantly and negatively predicted employee deviant behaviours at Beta value, thus, the first hypothesis was confirmed at β = -.68, p < .01. Similarly, power distance significantly and positively predicted employee deviant behaviour at β coefficient value of .34, p < .01, thus, the second hypothesis was also confirmed. Also, the third hypothesis where power distance moderated the relationship between psychological contract and employee deviant behaviour was confirmed at β =.27, p < .01. The study concludes that organizations whose interests do not account for the expectations of their employees are at risk of higher levels of employees’ deviance either as byproduct of psychological contract violations or as a retaliatory behaviour.

When is job control most useful for idea championing? Role conflict and psychological contract violation effects

2018 ◽  
pp. 1-15 ◽  
Author(s):  
Dirk De Clercq ◽  
Wei Sun ◽  
Imanol Belausteguigoitia
Keyword(s):  
Role Conflict ◽  
Psychological Contract ◽  
Quantitative Data ◽  
Work Conditions ◽  
Job Control ◽  
Role Expectations ◽  
Conservation Of Resources ◽  
Psychological Contract Violations ◽  
Role Demands ◽  
The Relationship

AbstractDrawing from conservation of resources theory, this article investigates the relationship between job control (a critical job resource) and idea championing, as well as how this relationship may be augmented by stressful work conditions that can lead to resource losses, such as conflicting work role demands and psychological contract violations. With quantitative data collected from employees of an organization that operates in the chemical sector, this study reveals that job control increases the propensity to champion innovative ideas. This effect is especially salient when employees experience high levels of role conflict and psychological contract violations. For organizations, the results demonstrate that giving employees more control over whether they invest in championing activities will be most beneficial when those employees also face resource-draining work conditions, in the form of either incompatible role expectations or unfilled employer obligations.

Differential moderating effects of collectivistic and power distance orientations on the effectiveness of work motivators

2019 ◽  
Vol 58 (4) ◽  
pp. 644-665
Author(s):  
Jen-Shou Yang
Keyword(s):  
Low Power ◽  
Cultural Values ◽  
High Power ◽  
Information Integration ◽  
Power Distance ◽  
Integration Theory ◽  
Moderating Effects ◽  
Content Type ◽  
High Power Distance ◽  
Willingness To Cooperate

Purpose The purpose of this paper is to investigate the moderating effects of power distance and collectivistic orientations on the effectiveness of intrinsic, extrinsic and reciprocal motivators in promoting employees’ willingness to cooperate for organizational interest. An integrated theoretical framework which incorporated cultural influence on need priority and on legitimacy of social exchange was established to develop the hypotheses. Design/methodology/approach This study used the methodology of information-integration theory to test the research hypotheses. Findings This study found that power distance orientation enhanced the effectiveness of extrinsic motivator but mitigated that of intrinsic motivator, and was irrelevant to that of reciprocal motivator. In contrast, collectivistic orientation mitigated the effectiveness of extrinsic motivator but enhanced that of reciprocal motivator, and was irrelevant to that of intrinsic motivator. Practical implications Managers may use reciprocal motivators for employees with high collectivism in order to increase their willingness to cooperate for the interest of the organization. Meanwhile, extrinsic motivators may be utilized for employees with high power distance but may not be as effective for those with low power distance. However, managers should not expect intrinsic motivators to be as attractive to those with high power distance as to those with low power distance. Originality/value By integrating multiple cultural orientations and multiple work motivators in one study, this research clarified the differential moderating effects of power distance and collectivistic orientations on the effectiveness of intrinsic, extrinsic and reciprocal motivators in promoting employees’ willingness to cooperate. Potential confounding problems in prior studies derived from the correlation between cultural values and coexistence of multiple motivators were discussed.

scholarly journals Passive leadership and deviant behaviors: the moderating effect of power distance and collectivism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fenika Wulani ◽  
Marliana Junaedi
Keyword(s):  
Cultural Values ◽  
Structural Equation ◽  
Power Distance ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Deviant Behaviors ◽  
Interpersonal Deviance ◽  
Managerial Employees ◽  
The Relationship

PurposeThis study investigates the relationship between passive leadership and deviant behaviors targeted to supervisors (supervisor-directed deviance) and coworkers (interpersonal deviance), and the moderating effect power distance and collectivism have on these relationships.Design/methodology/approachThis study uses a survey questionnaire. Respondents were 310 non-managerial employees working in various industries in Surabaya, Indonesia. This study uses partial least squares structural equation modeling (PLS-SEM) to examine hypotheses.FindingsThis study indicates that passive leadership has a positive relationship with supervisor-directed deviance, but not with interpersonal deviance. Moreover, power distance moderates these relationships. Additionally, the findings show that collectivism moderates the relationship between passive leadership and interpersonal deviance, but not with supervisor-directed deviance.Practical implicationsManagers need to be aware of the roles and responsibilities of their positions and understand their subordinates' expectations, specifically related to their cultural values.Originality/valueFew studies have investigated the relationship between passive leadership and deviant behaviors, especially those directed at supervisors and coworkers. Also, there is little study that explored the role of cultural values in these relationships. The present study provides new insight regarding the moderating role power distance and collectivism have in the relationship between passive leadership and deviant behaviors.

The effect of individual cultural values and phantasy on risky investment intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Selim Aren ◽  
Hatice Nayman Hamamci
Keyword(s):  
Cultural Values ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Content Type ◽  
Unconscious Processes ◽  
Risky Investment ◽  
Investment Intentions ◽  
The Impact ◽  
The Relationship

PurposeThis study aims to examine the impact of conscious and unconscious processes on risky investment intention. In this framework, the effect of individual cultural values and phantasy on risky investment intentions was investigated. In addition, the mediating role of phantasy in the relationship between individual cultural values and risky investment intentions was also analyzed.Design/methodology/approachData were collected between May 14, 2020 and June 01, 2020, when our graduate students voluntarily shared the online survey link on their social networks. In this way, 1,934 people in total answered the questionnaire. To test the study model, structural equation modeling (SEM) was performed using the AMOS program. In addition, ANOVA and independent sample t-test analyses were conducted using the SPSS program to analyze whether individual cultural values and risky investment intent differ according to demographic variables.FindingsAccording to the analysis results, power distance, collectivism, masculinity and long-term orientation are seen as antecedents of phantasy. While a positive relationship was found between power distance, collectivism and risky investment intention, a negative relationship was found between uncertainty avoidance and risky investment intention. Statistical findings regarding the mediating effect of phantasy on the relationship between individual cultural values and risky investment intentions were also determined. In addition to these, the differences in individual cultural values and risky investment intentions according to age, education level, sex and marital status were investigated. Individuals with the highest uncertainty avoidance level were in the 41–50 age group. Individuals with the highest long-term orientation level were individuals aged 41 and over. Individuals with the lowest risky investment intentions were in the +51 age group. Collectivism and power distance did not differ according to age. There were no differences in the relevant variables according to the level of education. Males have higher levels of risky investment intention, power distance, masculinity and collectivism than females, and married individuals have higher levels of uncertainty avoidance, masculinity and collectivism than singles.Originality/valueThis study is the first to investigate the impact of conscious and unconscious processes on risky investment intentions together. On the other hand, the number of studies empirically investigating the relationship between phantasy and risky investment intention is quite limited, and the authors have also provided the findings for the existence of a relationship between these two variables.

Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

2013 ◽  
Vol 41 (5) ◽  
pp. 843-859 ◽  
Author(s):  
Pao-Ling Chin ◽  
Min-Li Hung
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Insurance Industry ◽  
Psychological Contract Breach ◽  
Staff Turnover ◽  
Moderating Effects ◽  
Contract Breach ◽  
And Gender ◽  
The Relationship

We examined the relationship between psychological contract breach (PCB) and insurance industry workers' turnover intention. We also explored the moderating effects of adversity quotient (AQ) and gender on that relationship. The results showed that turnover intentions were positively affected by PCB, and AQ significantly moderated that relationship. In contrast, the moderating effect of gender was not found to be significant. To retain employees, the findings of this study should be taken into account when developing training programs. However, future researchers should concentrate on different aspects of AQ that may also be relevant to staff turnover.

Moderating effects of networks on the relationship between acculturation and entrepreneurial skills development: Evidence from Africans trained in China

2020 ◽  
Vol 20 (3) ◽  
pp. 301-328
Author(s):  
Alexis Abodohoui ◽  
Charles Fahinde ◽  
Radjabu Mayuto ◽  
Zhan Su
Keyword(s):  
Cultural Values ◽  
Chinese Culture ◽  
Psychological Adaptation ◽  
Skills Development ◽  
Business Networks ◽  
Moderating Effects ◽  
Entrepreneurial Skills ◽  
Negative Effect ◽  
The Impact ◽  
The Relationship

With the growing number of Africans living in China for education and business engagements, it is timely and relevant to study how they are influenced by Chinese cultural values. Applying the theory of acculturation, this article analyses the influence of Chinese culture on the entrepreneurial skills of Africans trained in China. Several reports in the existing literature suggest that adaptation can lead to improved performance and creativity. We extend this to include both social and business networks as moderating factors. Using a survey of 378 African returnees from China, we found out that sociocultural and academic adaptations influence entrepreneurial skills development positively, whereas psychological adaptation has a negative effect. In terms of moderating effects, networking seems to have a negative effect on the relationship between academic adaptation and entrepreneurial skills development. However, it does not significantly moderate the impact of psychological and sociocultural adaptations on entrepreneurial skills development.

Examining the role of perceived investment in employees’ development on work-engagement of liquid knowledge workers

2019 ◽  
Vol 12 (2) ◽  
pp. 225-245 ◽  
Author(s):  
Jatinder Kumar Jha ◽  
Jatin Pandey ◽  
Biju Varkkey
Keyword(s):  
Work Engagement ◽  
Psychological Contract ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Management Practices ◽  
Knowledge Workers ◽  
Employee Development ◽  
Moderating Effects ◽  
Content Type ◽  
The Relationship

PurposeThis paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital on this relationship for liquid knowledge workers, employed in the Indian cutting and polishing of diamond industry (CPD).Design/methodology/approachA questionnaire composed of established scales was administered to 134 liquid knowledge workers. Having established convergent and discriminant validity using structural equation modelling, the model was further analysed using the Process macro to check for direct and moderating effects.FindingsThe research findings suggest that the perceived investment in employee development and psychological contract enhancement (relational and transactional) made by CPD units for liquid knowledge workers positively influenced their work engagement level. The study also finds that relational contract (not transactional contract) positively moderates the relationship between perceived investment in employee development and work engagement.Research limitations/implicationsThis is a cross-sectional single source study; future studies could look at longitudinal and multisource perspective.Practical implicationsThe study presents a “star matrix of engagement” that guides the application of the two strategies of perceived employee development and psychological contract enhancement for liquid knowledge workers. This has implications for design and implementation of human resource management practices and policies for employee management.Originality/valueThe study makes significant contributions to existing literature on antecedents of work engagement of liquid knowledge workers by examining the direct and moderating influences.

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