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Qamar B, Saleem S, Maher LP. An Examination of the Inverse Relationship Between Dimensions of Political Skill and Interpersonal Conflict at Work: Exploring Perceived Control as a Mediating Factor. Psychol Rep 2024; 127:1886-1910. [PMID: 36442990 DOI: 10.1177/00332941221142001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/17/2024]
Abstract
Political skill has been established as an antidote to workplace stress and strain. However, despite the scholarly attention it has attracted, we still know very little about mediating mechanisms that explain this relationship and the role of political skill dimensions in mitigating workplace stressors. Thus, in this study, we investigate the impact of perceived control as a mediating mechanism between the political skill dimensions (i.e., social astuteness, interpersonal influence, networking ability, apparent sincerity) and interpersonal conflict (i.e., stress arising due to social interactions). Structural equation modeling was applied to analyze the data collected from 370 employees in a textile organization. The study found that perceived control mediated the relationship of social astuteness, interpersonal influence, and networking ability with interpersonal conflict. It, however, did not mediate the link between apparent sincerity and interpersonal conflict. Limitations, implications, and directions for future research are also discussed.
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Affiliation(s)
- Beenish Qamar
- Faisalabad Business School, National Textile University (NTU), Faisalabad, Pakistan
| | - Sharjeel Saleem
- Lyallpur Business School, Government College University Faisalabad (GCUF), Pakistan
| | - Liam P Maher
- Department of Management, Boise State University (BSU), Boise, Idaho, USA
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2
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Modem R, Lakshminarayanan S, Pattusamy M, Pillai K. R, Prabhu N. Is knowledge hiding in higher education a political phenomenon? An explanatory sequential approach to explore non-linear and three-way interaction effects. JOURNAL OF KNOWLEDGE MANAGEMENT 2023. [DOI: 10.1108/jkm-10-2021-0748] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/06/2023]
Abstract
Purpose
This study addresses a central research question: Is individuals’ propensity to hide knowledge a “political phenomenon” among researchers in the Indian higher education institutions? Drawing upon social exchange and uncertainty management theories, the authors examine how a three-way interaction effect of perceptions of organizational politics, political will and political skill contributes to knowledge hiding. In addition, this study aims to develop a nuanced understanding of the knowledge hiding phenomenon in the Indian higher education context.
Design/methodology/approach
This study adopts a mixed-method study design with an explanatory sequential approach. The authors gathered data through a cross-sectional survey of 286 researchers (Study 1) followed by two focus group discussions (Study 2) involving 13 academic researchers from five Indian universities. The sample includes full-time faculty members, postgraduate and full-time doctoral students engaged in research.
Findings
The results of Study 1 indicate that researchers’ perceptions of organizational politics positively relate to their knowledge hiding. The findings of this study also suggest that the positive relationship between perceptions of organizational politics and knowledge hiding turns negative for individuals with high political will and high political skill. The focus group discussions (Study 2) explore significant predictors of knowledge hiding. This study unveils various characteristics of knowledge, knowledge hider, knowledge seeker and interpersonal dynamics as the key drivers of knowledge hiding in Indian academia.
Originality/value
The significant contributions of this study are to provide new insights into the relationship between organizational politics and knowledge hiding and to unravel the various factors that incite knowledge hiding among researchers in the Indian higher education context. This study is one among the few in the knowledge hiding literature to adopt a mixed-method research design with an explanatory sequential approach.
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Ni H, Li Y, Zeng Y, Duan J. The double-edged sword effect of employee impression management and counterproductive work behavior: From the perspective of self-control resource theory. Front Psychol 2023; 14:1053784. [PMID: 36818121 PMCID: PMC9928963 DOI: 10.3389/fpsyg.2023.1053784] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2022] [Accepted: 01/09/2023] [Indexed: 02/04/2023] Open
Abstract
Why do people who seem to be doing well in the workplace occasionally behave badly? Because these employees may be using impression management tactics to create an image. Existing studies have focused on comparing the differences in the use of impression management among different individuals, but cannot explain why a well-behaved individual sometimes behaves badly. Based on the theory of self-control resources, we adopts the survey method of job logs and collects the data of 121 employees. The results show that: (1) the use of self-promotion tactics and ingratiation tactics will promote the depletion of self-control resources. (2) The depletion of self-control resources will encourage employees to engage in counterproductive work behaviors. (3) The effect of self-promotion tactic and ingratiation tactic on the depletion of self-control resources was moderated by emotional intelligence. In the case of high emotional intelligence, this effect is attenuated. And vice versa. (4) Under high emotional intelligence and low emotional intelligence, the indirect effects of self-promotion tactic and ingratiation tactic on employees' counterproductive work behaviors are significantly different. Our research breaks through the between-individual perspective and illustrates the double-edged sword effect of self-promotion tactic and ingratiation tactic on employee counterproductive work behavior and its mechanism from the internal perspective, which is highly innovative.
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Affiliation(s)
- Hui Ni
- Economics and Management School, Wuhan University, Wuhan, China
| | - Yi Li
- Office of Research, Wuhan Business University, Wuhan, China
| | - Yimei Zeng
- Research Institute for Development of Science and Technology, Hubei University of Technology, Wuhan, China
| | - Jia Duan
- Dong Fureng Institute of Economic and Social Development, Wuhan University, Wuhan, China,*Correspondence: Jia Duan, ✉
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Effective communication during organizational change: a cross-cultural perspective. CROSS CULTURAL & STRATEGIC MANAGEMENT 2022. [DOI: 10.1108/ccsm-08-2021-0144] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThere is a growing consensus about the role of communication in facilitating employees' acceptance of and support for organizational change initiatives. However, little is known about why communication breakdowns occur during change or how change recipients' cultural values can influence the effectiveness of communication in this context. The study addresses this gap.Design/methodology/approachThe authors develop a theoretical framework that links four purposes of communication during change—disrupting, envisioning, legitimizing, and co-creating—to change recipients' cultural orientations. The authors also develop propositions that highlight how change agents' cultural sensitivity influences the relationship between communication purpose and the change readiness of change recipients.FindingsThe study implies that greater awareness and consideration of cultural values can reduce the likelihood of communication breakdowns and promote greater acceptance of and support for change initiatives. The authors conclude by discussing the implications of their theoretical framework for micro-level perspectives on change.Practical implicationsAlthough failures to change have in the past been linked to poor communication efforts by change agents, less is known about how or why communication breakdowns occur from the perspective of change recipients. The framework teases out issues related to the “what”, ‘how”, and “why” aspects of communication and offers prescriptions on the best approaches to communicate change.Social implicationsDespite the rise of multicultural workforces and a recognition of the role played by cultural values in influencing leadership practices across cultures, theories of change have neglected these elements. Effective change efforts not only help enable economic and social renewal, they also enable the well-being of employees. Additionally, many change initiatives in the modern era have social implications (e.g. enhancing sustainability, inclusion and diversity).Originality/valueA key contribution is a synthesis of different bodies of literature that have developed separately from each other. The authors offer some nuanced and counter-intuitive insights into what makes communication effective during change and identify culturally sensitive communication as an antecedent of change readiness.
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Ejaz A, Maher LP, Lacaze D, Quratulain S, Ferris GR. How Contextual and Individual Characteristics Influence Psychological Needs Satisfaction: The Critical Roles of Political Skill and Political Will. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12380] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Aqsa Ejaz
- The University of Lahore, Lahore Business School Lahore Pakistan
| | - Liam P. Maher
- Boise State University, Department of Management, College of Business & Economics 1910 W University Dr Boise ID
| | - Delphine Lacaze
- Aix‐Marseille Graduate School of Management – IAE, Chemin de la Quille Puyricard ‐ CS 30063, 13089 Aix‐en‐Provence ‐ Cedex 2 France
| | - Samina Quratulain
- University of Sharjah, College of Business Administration University City Rd Sharjah United Arab Emirates
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Chen S, Li D, Yang C, Zhang X, Hou L. The Idea Is Mine! An Empirical Examination on the Effect of Leaders' Credit Claiming on Employees' Work Outcomes. Front Psychol 2022; 13:818454. [PMID: 35250752 PMCID: PMC8895274 DOI: 10.3389/fpsyg.2022.818454] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/19/2021] [Accepted: 01/31/2022] [Indexed: 11/13/2022] Open
Abstract
Existing studies mainly explored the detrimental effect of employee credit claiming, and little is known about how leader credit claiming can affect employees. Based on affective events theory and relative deprivation theory, we explore how leader credit claiming affects employee work outcomes (i.e., voice behavior and job performance) by the research methods of literature review, interview, and empirical questionnaire. With a sample of 418 matched leader-employee pairs from a large manufacturing company, we find that leader credit claiming influences employee work outcomes through the mediating role of employee anger and perceived unfairness. Additionally, we determine that leader credit-claiming attribution (i.e., to protect employees) has a moderating influence on the relationship between credit claiming and anger and between credit claiming and perceived unfairness. The results support all hypotheses. Furthermore, we discuss the theoretical and practical implications of the findings.
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Affiliation(s)
- Siyuan Chen
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Daiheng Li
- Business School, Beijing Wuzi University, Beijing, China
| | - Chun Yang
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Xijing Zhang
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Liang Hou
- School of Business, Renmin University of China, Beijing, China
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Forty years of political skill and will in organizations: a review, meta-theoretical framework and directions for future research. CAREER DEVELOPMENT INTERNATIONAL 2021. [DOI: 10.1108/cdi-07-2021-0191] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to review the scholarship on political skill and political will so that the authors might inspire future work that assesses these constructs individually and in tandem.Design/methodology/approachThe “political skill” and “political will” concepts were introduced about 40 years ago, but they only have been measured and produced empirical results much more recently. Since that time, substantial research results have demonstrated the important roles political skill and political will play in organizational behavior. This paper provides a comprehensive review of this research, draws conclusions from this work and provides a meta-theoretical framework of political skill and political will to guide future work in this area.FindingsScholarship in this area has developed quite rapidly for political skill, but less so for political will. The authors hope that recent developments in a political will can set the stage for scholars to create a theoretical and empirical balance between these two related constructs.Originality/valueThe authors corral the vast and widespread literature on political skill and will and distill the information for scholars and practitioners alike.
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8
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Movement Capital, RAW model, or circumstances? A meta-analysis of perceived employability predictors. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103657] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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9
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Ohlsson A, Lindfors P, Larsson G, Sverke M. Political skill in higher military staff: Measurement properties and latent profile analysis. Scand J Psychol 2021; 63:144-154. [PMID: 34750823 DOI: 10.1111/sjop.12784] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2020] [Revised: 03/25/2021] [Accepted: 09/16/2021] [Indexed: 11/28/2022]
Abstract
Social effectiveness, including political skill, reflects individuals' ways of handling interpersonal processes at work. Most research has used a variable-oriented approach to investigate associations between political skill and key organizational factors, including performance, in civil settings. Thus, little is known of whether political skill transfers to a military context and whether there are specific profiles of political skill. Combining variable-oriented and person-oriented approaches, this study used self-reports from two samples of military student officers to: (1) investigate measurement properties of the 18-item political skill inventory; (2) explore whether it is possible to identify different profiles of political skill; and (3) investigate whether such profiles differ in demographics, personality, and job performance. Exploratory (sample 1: n = 185) and confirmatory (sample 2: n = 183) factor analyses supported a four-dimensional representation of political skill including networking ability, apparent sincerity, social astuteness, and interpersonal influence. Latent profile analysis (samples 1 and 2: N = 368) identified four distinct combinations of these dimensions, namely: (1) weak political skill; (2) weak political skill with strong sincerity; (3) moderate political skill; and (4) strong political skill. Importantly, profiles differed consistently in networking ability. Subsequent comparisons suggested potentially important differences in demographics, personality, and job performance. Despite needing additional research of how profiles of political skill develop over time, these findings may have practical implications for recruitment and training in organizational settings where social effectiveness is important.
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Affiliation(s)
- Alicia Ohlsson
- Department of Psychology, Stockholm University, Stockholm, Sweden.,Department of Security, Strategy, and Leadership, Swedish Defence University, Stockholm, Sweden
| | - Petra Lindfors
- Department of Psychology, Stockholm University, Stockholm, Sweden
| | - Gerry Larsson
- Department of Security, Strategy, and Leadership, Swedish Defence University, Stockholm, Sweden.,Department of Health and Social Science, Inland Norway University of Applied Sciences, Elverum, Norway
| | - Magnus Sverke
- Department of Psychology, Stockholm University, Stockholm, Sweden
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10
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Tripathi S, Tripathi D. Investigating the mediating role of political will in the relationship between organizational characteristics and use of political tactics. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-07-2020-2306] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to study the influence of centralization and formalization on the frequency of political tactics (FPT) used by employees. It also examines political will as the underlying variable that mediates the relationship between the focal variables.
Design/methodology/approach
The study uses data (n = 234) collected from a large public sector organization in India. The interrelationships are tested empirically using structural equation modeling.
Findings
The findings suggest that both centralization and formalization significantly influence the FPT used by employees. Also, political will partially mediate the relationship between centralization, formalization and FPT.
Research limitations/implications
The study provides evidence of the influence of centralization and formalization as two organizational realities that lead to employee engagement in political tactics. It also elucidates the importance of political will and the need to develop social astuteness to maneuver through the maze of organizational politics. The study is conducted in a public sector organization in India and uses cross-sectional data. Therefore, generalizations must be made with caution.
Originality/value
The study establishes political will as an important mediator between centralization, formalization and political behavior, fostering in-depth research into the structural aspects of public sector organizations. It also establishes political will as an important individual disposition of employees that augments the engagement of employees in political behavior in highly centralized and formalized organizations.
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11
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Wang D, Liu Y. The Effect of Political Skill on Relationship Quality in Construction Projects: The Mediating Effect of Cooperative Conflict Management Styles. PROJECT MANAGEMENT JOURNAL 2021. [DOI: 10.1177/87569728211037503] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Negative consequences can arise if interpersonal conflicts in construction projects are not handled properly. This study aims to investigate the relationship among political skill, cooperative conflict management styles, and relationship quality. Multiple regressions were used to test the hypothesis based on 206 items of data collected from construction project practitioners in China. Results demonstrate the mechanism of action among political skill, conflict management styles, and relationship quality and verify the mediating effect of cooperative conflict management styles, providing enlightenment for future research on conflict management.
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Affiliation(s)
- Dedong Wang
- School of Management Engineering, Shandong Jianzhu University, Jinan, China
| | - Yang Liu
- School of Management Engineering, Shandong Jianzhu University, Jinan, China
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12
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Please Like Me: Ingratiation as a Moderator of the Impact of the Perception of Organizational Politics on Job Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18147455. [PMID: 34299906 PMCID: PMC8305136 DOI: 10.3390/ijerph18147455] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Revised: 07/07/2021] [Accepted: 07/08/2021] [Indexed: 12/05/2022]
Abstract
Drawing from the negative impacts of the perception of organizational politics (POP) on the literature on organizational outcomes, the model proposed in this study examines a nonlinear relationship of POP on job satisfaction. In a similar way, ingratiation as a moderator variable is tested. Based on a survey of 240 state-owned enterprise employees in Indonesia, this study finds that POP exhibits an inverted U-shaped relationship with job satisfaction. Low and high levels of POP have a negative impact on job satisfaction. Nevertheless, our most intriguing finding is that ingratiation behavior not only strengthens POP’s effects on job satisfaction, but can also alter the direction of the relationship in which its shape is represented by a U-shape. This shape indicates that the employees who engage in high levels of ingratiation as a coping mechanism and adaptive strategy tend to do so when they perceive high degrees of POP. These results are then discussed from a cross-cultural perspective as an attempt to explain the legitimacy of ingratiation in Indonesia.
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Öztürk EB, Emirza S. Employee–supervisor political skill congruence and work outcomes: The mediating role of leader–member exchange quality. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12334] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | - Sevgi Emirza
- Faculty of Business Dokuz Eylül University Izmir Turkey
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14
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A multi-study approach to examine the interplay of proactive personality and political skill in job crafting. JOURNAL OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1017/jmo.2021.1] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/14/2023]
Abstract
Abstract
The current research examines the combined role of proactive personality and political skill in job crafting and work engagement by integrating the job demands-resources (JD-R) model and trait activation theory. Self-reported survey responses collected from three samples – university students (study 1, N = 363) and panel data (study 2, N = 300 and study 3, N = 206) – were analyzed using the PROCESS macro. Results revealed that political skill strengthened the relationship between proactive personality and work engagement and between proactive personality and job crafting when trait activated. Furthermore, perceived supervisor support did not interact with the job crafting–work engagement relationship with trait activation, suggesting that proactive individuals rely on self-resources to improve engagement when presented with trait-relevant situational cues. The findings extend JD-R theory to offer the interplay of proactive trait and political skill in facilitating overall job crating. JD-R is identified as a contextual condition for trait activation.
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15
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Tang L, Miao R, Jiang L. Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17145185. [PMID: 32709135 PMCID: PMC7399974 DOI: 10.3390/ijerph17145185] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/21/2020] [Revised: 07/13/2020] [Accepted: 07/15/2020] [Indexed: 11/16/2022]
Abstract
Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.
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Affiliation(s)
- Le Tang
- School of Labor Economics, Capital University of Economics and Business, Beijing 100070, China;
- Correspondence:
| | - Rentao Miao
- School of Labor Economics, Capital University of Economics and Business, Beijing 100070, China;
| | - Lai Jiang
- Periodical Head Office, Capital University of Economics and Business, Beijing 100026, China;
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Summers JK, Munyon TP, Brouer RL, Pahng P, Ferris GR. Political skill in the stressor - strain relationship: A meta-analytic update and extension. JOURNAL OF VOCATIONAL BEHAVIOR 2020. [DOI: 10.1016/j.jvb.2019.103372] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/15/2023]
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17
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Blickle G, Kückelhaus BP, Kranefeld I, Schütte N, Genau HA, Gansen-Ammann DN, Wihler A. Political skill camouflages Machiavellianism: Career role performance and organizational misbehavior at short and long tenure. JOURNAL OF VOCATIONAL BEHAVIOR 2020. [DOI: 10.1016/j.jvb.2020.103401] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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18
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Yang J, Liu C, Wang C, Zhang Q. How Gender and Political Will Affect Employees' Social Network Embeddedness. Psychol Rep 2019; 123:2519-2537. [PMID: 31362585 DOI: 10.1177/0033294119862993] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
We examined the interaction between motivation (political will) and gender in affecting employees' embeddedness of advice network. We found, for males, these with high political will have higher out-degree centrality than those with low political will, but the opposite for in-degree centrality. Political will does not affect females' network positions.
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Affiliation(s)
- Jun Yang
- Department of Management, University of North Carolina at Greensboro, Greensboro, NC, USA
| | - Chao Liu
- National School of Development, Peking University, Beijing, China
| | - Chenxi Wang
- 12471Renmin University of China, Beijing, China
| | - Qinghong Zhang
- Business School, 71227Beijing Wuzi University, Beijing, China
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19
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How Does Leader Narcissism Influence Employee Voice: The Attribution of Leader Impression Management and Leader-Member Exchange. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16101819. [PMID: 31121938 PMCID: PMC6571719 DOI: 10.3390/ijerph16101819] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/11/2019] [Revised: 05/14/2019] [Accepted: 05/17/2019] [Indexed: 11/17/2022]
Abstract
Recently, the influence of leader’s personality traits on employee behavior has become an emerging research area. Leaders play a crucial role in any organization because team members look up to them for policy and behavioral guidelines. Based on the social exchange theory, this study is focused on the relationship of employee-perceived leader narcissism and employee voice behavior. Through the analysis of 239 questionnaires, we find that leader narcissism has a significant influence on the motivation of leadership impression management. The narcissistic leader uses impression management that is more likely to have self- serving purpose rather than pro-social motivation. This motivation impacts leader-member exchange (LMX) quality which influences employee voice behavior. This study has significant theoretical and practical implications as it is the first study that empirically verifies the stated relationship in this under-researched area.
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Jordan SL, Ferris GR, Hochwarter WA, Wright TA. Toward a Work Motivation Conceptualization of Grit in Organizations. GROUP & ORGANIZATION MANAGEMENT 2019. [DOI: 10.1177/1059601119834093] [Citation(s) in RCA: 37] [Impact Index Per Article: 7.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Despite its widespread media acclaim and recognition as a strategic imperative, the role of grit in organizational research remains unclear. This ambiguity resulted from inconsistent empirical findings, thus triggering a pessimistic outlook for the construct across disciplines. To address these issues, we suggest that such confusion and lack of construct and predictive validity stem from not only methodological issues but also a lack of theoretical sophistication. In this article, we address methodological issues, focusing mainly on construct and criterion-related validity, by showing how traditional definitional components of grit are absent in existing measures. Next, we address theoretical issues impeding progress by developing a new work motivation conceptualization of the construct. To do so, we focus primarily on noncognitive ability, purpose-driven long-term goal setting, and task strategy (i.e., short-term goal) adaptation. Finally, we develop an organizing framework examining how, and under what conditions, work-related goal setting manifests, highlighting grit’s distinction from other historically related constructs. Coupled with the assumption that individuals hold higher order organizational goals toward which they are passionate, our organizing framework includes feedback mechanisms accounting for grit’s developmental properties over time. Finally, we acknowledge significant areas for future research and potential practical implications.
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Affiliation(s)
| | | | - Wayne A. Hochwarter
- Florida State University, Tallahassee, USA
- Australian Catholic University, North Sydney, NSW, Australia
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Ferris GR, Ellen BP, McAllister CP, Maher LP. Reorganizing Organizational Politics Research: A Review of the Literature and Identification of Future Research Directions. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2019. [DOI: 10.1146/annurev-orgpsych-012218-015221] [Citation(s) in RCA: 55] [Impact Index Per Article: 11.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Organizational politics has been an oft-studied phenomenon for nearly four decades. Prior reviews have described research in this stream as aligning with one of three categories: perceptions of organizational politics (POPs), political behavior, or political skill. We suggest that because these categories are at the construct level research on organizational politics has been artificially constrained. Thus, we suggest a new framework with higher-level categories within which to classify organizational politics research: political characteristics, political actions, and political outcomes. We then provide a broad review of the literature applicable to these new categories and discuss the possibilities for future research within each expanded category. Finally, we close with a discussion of future directions for organizational politics research across the categories.
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Affiliation(s)
- Gerald R. Ferris
- College of Business, Department of Management, Florida State University, Tallahassee, Florida 32306, USA
| | - B. Parker Ellen
- D'Amore-McKim School of Business, Northeastern University, Boston, Massachusetts 02115-5000, USA
| | - Charn P. McAllister
- D'Amore-McKim School of Business, Northeastern University, Boston, Massachusetts 02115-5000, USA
| | - Liam P. Maher
- Department of Management, Boise State University, Boise, Idaho 83725, USA
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