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Badru AF, Karadas G, Olugbade OA, Hassanie S. Can employees' trust their supervisor? The role of high-performance work systems and stewardship climate on employee voice. Heliyon 2024; 10:e37795. [PMID: 39386767 PMCID: PMC11462005 DOI: 10.1016/j.heliyon.2024.e37795] [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: 11/03/2023] [Revised: 08/29/2024] [Accepted: 09/10/2024] [Indexed: 10/12/2024] Open
Abstract
The focus of this research is to investigate the factors that influence employee voice behaviour by examining the integration of high-performance work systems, stewardship climate, and trust in supervisor. Drawing on social exchange theory and leader-member exchange, this study investigates the positive relationship between trust in supervisor, high-performance work systems, stewardship climate and employee voice. Data were collected in three stages from 376 Nigerian telecommunications customer-contact employees. Partial Least Squares-Structural Equation Modelling was used to test the dataset. The findings indicate that high-performance work systems have a favourable association with employee voice, while stewardship climate has an adverse correlation with employee voice. Moreover, trust in supervisor is found to mediate and enhance the favourable relationship between high-performance work systems, stewardship climate, and employee voice. The relevance of this study to service industries, management research, and its practical implications is discussed.
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Affiliation(s)
- Akinjide F. Badru
- Department of Business Administration, Faculty of Economics and Administrative Sciences, Cyprus International University, 99258, Lefkoşa, TRNC, Via Mersin 10, Turkey
| | - Georgiana Karadas
- Department of Business Administration, Faculty of Economics and Administrative Sciences, Cyprus International University, 99258, Lefkoşa, TRNC, Via Mersin 10, Turkey
| | - Olusegun A. Olugbade
- Global Banking School and Canterbury Christ Church University, Universal Square, Devonshire Street North, Manchester M12 6JH, United Kingdom
| | - Souad Hassanie
- Management Department, Holy Spirit University of Kaslik, Jounieh, Lebanon
- GISMA Business School, 14469, Potsdam, Brandenburg, Berlin, Germany
- Faculty of Business, University of Europe for Applied Sciences, 14469, Potsdam, Germany
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2
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Yu Y, Pitafi S. Exploring the influence of spiritual leadership, leader - member exchange, and traditionality orientation on employee voice behavior. BMC Psychol 2024; 12:543. [PMID: 39380058 PMCID: PMC11462802 DOI: 10.1186/s40359-024-02052-6] [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] [Received: 08/22/2023] [Accepted: 10/01/2024] [Indexed: 10/10/2024] Open
Abstract
This research builds on the idea that the exchange of resources between leaders and followers can influence the behavior of employees. Specifically, the study investigates how leaders can develop strong leader-member exchange (LMX) with their followers, and how this exchange can lead to increased employee voice behavior. The study analyzed data collected from 365 individual employees working in Chinese organization. The findings indicate that LMX acts as a mediator between spiritual leadership and employee voice behavior. The strength of this mediation, however, depends on the followers' level of traditionality orientation. Notably, the findings indicate that the effect is significant only among individuals who exhibit low traditionality. Theoretical contributions and implications for practice are discussed in later sections.
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Affiliation(s)
- Yue Yu
- School of Humanties, Jilin University Changchun City, Jilin Province, China
| | - Sheena Pitafi
- School of Management, Huazhong University of Science and Technology Wuhan, Wuhan, China.
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3
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Cui Z, Liu Y, Sun X, Shang Z, Xu M. Veiled to Express: Uncovering the Effect of Mask-Wearing on Voice Behavior in the Workplace. Behav Sci (Basel) 2024; 14:309. [PMID: 38667105 PMCID: PMC11047678 DOI: 10.3390/bs14040309] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2024] [Revised: 03/27/2024] [Accepted: 04/02/2024] [Indexed: 04/29/2024] Open
Abstract
Since the outbreak of COVID-19, mask-wearing has become a widespread phenomenon. Even after the pandemic, people continue to maintain the habit of wearing masks in their daily lives. While existing research has explored how mask-wearing can influence wearers' behavior in everyday life, its effects in the workplace have received less attention. Drawing on self-perception theory, this study examined the positive effect of mask-wearing in the workplace on wearers' voice behavior via psychological safety. An online experiment (N = 291) using a within-subject manipulation of wearing masks supported our hypotheses. This study uncovered the positive psychological and behavioral consequences of mask-wearing beyond its benefits in people's health conditions and everyday life.
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Affiliation(s)
- Ziyan Cui
- School of Economics and Management, Tsinghua University, Beijing 100084, China;
| | - Yangjie Liu
- School of Government, Beijing Normal University, Beijing 100875, China; (Y.L.); (X.S.)
| | - Xiaoxiao Sun
- School of Government, Beijing Normal University, Beijing 100875, China; (Y.L.); (X.S.)
| | - Zhe Shang
- School of Government, Beijing Normal University, Beijing 100875, China; (Y.L.); (X.S.)
| | - Minya Xu
- Guanghua School of Management, Peking University, Beijing 100871, China;
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4
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Liao G, Wang J, Zhang Q, Ding X. The quality of crowdsourcing virtual community and users' voice behavior: An analysis of stimulus-organism-response framework among Chinese users. Heliyon 2024; 10:e26881. [PMID: 38434368 PMCID: PMC10904280 DOI: 10.1016/j.heliyon.2024.e26881] [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: 11/23/2023] [Revised: 02/10/2024] [Accepted: 02/21/2024] [Indexed: 03/05/2024] Open
Abstract
The quality of a crowdsourcing virtual community is an essential factor that stimulates users' perceptions of belonging and attachment to the community, thereby influencing their behavior. As a prerequisite for the development of "creative crowdsourcing," it is particularly important to study how users' voice behavior can be promoted in virtual communities. Drawing on the Stimulus-Organism-Response (SOR) framework and the Social Identification Theory, this study developed a conceptual model that investigates the impact of crowdsourcing virtual communities in system, information, interaction, and service quality on users' voice behavior. Furthermore, we introduce community identification and self-disclosure to further analyze the influencing mechanism between these two variables. Data were collected through 672 survey questionnaires from participants in well-known crowdsourcing virtual communities such as Xiaohongshu, Bilibili, Haier Hope, Test Baidu, and Test China. Using hierarchical regression and bootstrap analysis, we found a positive correlation between the quality of the crowdsourcing virtual community and users' voice behavior, with community identification acting as a mediator. Furthermore, self-disclosure showed a significant moderating effect on the relationship between community identification and voice behavior. These findings significantly contribute to the theoretical landscape by advancing the SOR framework within a virtual community. This not only deepens the understanding of the quality of the crowdsourcing virtual community, but also provides theoretical and practical implications for managers and users on how to promote voice behavior.
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Affiliation(s)
- Ganli Liao
- School of Economics and Management, Beijing Information Science and Technology University, Beijing, China
| | - Jing Wang
- School of Economics and Management, Beijing Information Science and Technology University, Beijing, China
| | - Qichao Zhang
- School of Economics and Management, Beijing Information Science and Technology University, Beijing, China
| | - Xin Ding
- Postdoctoral Research Station, Zhongguancun Smart City Co., Ltd., Beijing, China
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5
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Qi L, Xu Y, Liu B. Does justice matter in voice? Inclusive leadership and employee voice: the moderating role of organizational justice perception. Front Psychol 2023; 14:1313922. [PMID: 38148784 PMCID: PMC10750366 DOI: 10.3389/fpsyg.2023.1313922] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/10/2023] [Accepted: 11/22/2023] [Indexed: 12/28/2023] Open
Abstract
Introduction As a distinctive form of relational leadership, the impact of inclusive leadership on employee work behavior has been widely considered by scholars. The purpose of this study was to examine the positive effects of inclusive leadership on employee voice (promotive voice and prohibitive voice), and the moderating role of organizational justice perception (distributive justice, procedural justice, and interactional justice) on such positive effects. Methods Based on social exchange theory, this study used a multi-wave and multi-source survey to obtain data from 258 subordinates and 52 team leaders from construction companies located in China. Results The results showed that inclusive leadership was positively related to promotive voice and prohibitive voice. Distributive justice and interactional justice would strengthen the positive relationship between inclusive leadership and promotive voice. Distributive justice, procedural justice, and interactional justice would strengthen the positive relationship between inclusive leadership and prohibitive voice. Discussion First, this study examined the impact of inclusive leadership on employee voice, emphasized the importance of inclusive leadership as the core of relational leadership, and provided guidance for improving employee promotive and prohibitive voice. Second, this study conceptualized organizational justice perception as distributive justice, procedural justice, and interactional justice, comprehensively considered the impact of the three dimensions of justice perception on the effectiveness of inclusive leadership, and provided specific reference for employee management practice from the perspective of justice.
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Affiliation(s)
- Lei Qi
- School of Business Administration, Shandong University of Finance and Economics, Jinan, China
| | - Yuping Xu
- School of Business Administration, Shandong University of Finance and Economics, Jinan, China
| | - Bing Liu
- School of Management, Shandong University, Jinan, China
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Jun K, Hu Z, Lee J. Examining the Influence of Authentic Leadership on Follower Hope and Organizational Citizenship Behavior: The Mediating Role of Follower Identification. Behav Sci (Basel) 2023; 13:572. [PMID: 37504019 PMCID: PMC10376244 DOI: 10.3390/bs13070572] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/09/2023] [Revised: 07/02/2023] [Accepted: 07/07/2023] [Indexed: 07/29/2023] Open
Abstract
Authentic leadership's influence on follower outcomes through the mediating roles of identification with the supervisor and social identification forms the core purpose of this research. By studying this less explored relationship within leadership studies, we aim to elucidate how these factors interrelate within the context of follower hope and organizational citizenship behavior (OCB). Using a quantitative methodology, we gathered and analyzed data from a sample of 241 employees across various South Korean businesses. Our main findings reveal that a follower's identification with the supervisor significantly mediates the relationship between perceived authentic leadership and follower outcomes, such as hope and OCB. Concurrently, the study found that strengthening employee identification with their work group positively enhances these outcomes. From these findings, we conclude that authentic leadership can effectively drive follower identification, fostering beneficial outcomes, such as hope and OCB. It also suggests that workplaces that promote authentic leadership and a culture of strong supervisor and social identification can effectively enhance overall employee well-being and organizational performance.
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Affiliation(s)
- Kiho Jun
- Faculty of Business and Management, BNU-HKBU United International College, Zhuhai 519087, China
| | - Zhehua Hu
- Faculty of Business and Management, BNU-HKBU United International College, Zhuhai 519087, China
| | - Joonghak Lee
- College of Business, Gachon University, Seongnam-Si 13120, Republic of Korea
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Cao Y, Zhou K, Wang Y, Hou Y, Miao R. The influence of leader humor on employee creativity: from the perspective of employee voice. Front Psychol 2023; 14:1162790. [PMID: 37342633 PMCID: PMC10277693 DOI: 10.3389/fpsyg.2023.1162790] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/10/2023] [Accepted: 05/09/2023] [Indexed: 06/23/2023] Open
Abstract
Creativity is a primary factor in driving transformational change. This study explored the impact of leader humor on employee creativity (incremental and radical creativity) from the perspective of employee voice. Data were collected from 812 Chinese employees through multipoint surveys. Through the surveys, we found that (1) leader humor has a significant positive effect on employee incremental and radical creativity; (2) promotive/prohibitive voice mediates the relationship between leader humor and employee incremental/radical creativity separately; (3) contradictory thinking moderates the effect of leader humor on prohibitive voice and further moderates the indirect effect of leader humor on radical creativity; and (4) the moderated mediation model mainly applies to state-owned enterprises rather than private-owned enterprises. The theoretical and practical implications of these findings are discussed.
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Affiliation(s)
- Yi Cao
- School of Psychological and Cognitive Sciences, Beijing Key Laboratory of Behavior and Mental Health, Peking University, Beijing, China
| | - Keqiucheng Zhou
- School of Psychological and Cognitive Sciences, Beijing Key Laboratory of Behavior and Mental Health, Peking University, Beijing, China
| | | | - Yubo Hou
- School of Psychological and Cognitive Sciences, Beijing Key Laboratory of Behavior and Mental Health, Peking University, Beijing, China
| | - Rentao Miao
- Capital University of Economics and Business, Beijing, China
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Lainidi O, Jendeby MK, Montgomery A, Mouratidis C, Paitaridou K, Cook C, Johnson J, Karakasidou E. An integrative systematic review of employee silence and voice in healthcare: what are we really measuring? Front Psychiatry 2023; 14:1111579. [PMID: 37304444 PMCID: PMC10248453 DOI: 10.3389/fpsyt.2023.1111579] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/29/2022] [Accepted: 05/02/2023] [Indexed: 06/13/2023] Open
Abstract
The history of inquiries into the failings of medical care have highlighted the critical role of communication and information sharing, meaning that speaking up and employee silence have been extensively researched. However, the accumulated evidence concerning speaking-up interventions in healthcare indicates that they achieve disappointing outcomes because of a professional and organizational culture which is not supportive. Therefore, there is a gap with regard to our understanding of employee voice and silence in healthcare, and the relationship between withholding information and healthcare outcomes (e.g., patient safety, quality of care, worker wellbeing) is complex and differentiated. The following integrative review is aimed at addressing the following questions; (1) How is voice and silence conceptualized and measured in healthcare?; and (2) What is the theoretical background to employee voice and silence?. An integrative systematic literature review of quantitative studies measuring either employee voice or employee silence among healthcare staff published in peer-reviewed journals during 2016-2022 was conducted on the following databases: PubMed, PsycINFO, Scopus, Embase, Cochrane Library, Web of Science, CINAHL and Google Scholar. A narrative synthesis was performed. A review protocol was registered on the PROSPERO register (CRD42022367138). Of the 209 initially identified studies for full-text screening, 76 studies met the inclusion criteria and were selected for the final review (N = 122,009, 69.3% female). The results of the review indicated the following: (1) concepts and measures are heterogenous, (2) there is no unifying theoretical background, and (3) there is a need for further research regarding the distinction between what drives safety voice versus general employee voice, and how both voice and silence can operate in parallel in healthcare. Limitations discussed include high reliance on self-reported data from cross-sectional studies as well as the majority of participants being nurses and female staff. Overall, the reviewed research does not provide sufficient evidence on the links between theory, research and implications for practice, thus limiting how research in the field can better inform practical implications for the healthcare sector. Ultimately, the review highlights a clear need to improve assessment approaches for voice and silence in healthcare, although the best approach to do so cannot yet be established.
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Affiliation(s)
- Olga Lainidi
- School of Psychology, University of Leeds, Leeds, United Kingdom
| | | | - Anthony Montgomery
- Department of Psychology, Northumbria University, Newcastle, United Kingdom
| | | | | | - Clare Cook
- Department of Psychology, Northumbria University, Newcastle, United Kingdom
| | - Judith Johnson
- School of Psychology, University of Leeds, Leeds, United Kingdom
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9
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Chen L, Unsworth KL, Zhang L. Reciprocal exchange orientation to organization, challenge stressor and construal level: Three-way interaction effects on voice behavior. Front Psychol 2023; 14:1119596. [PMID: 36865354 PMCID: PMC9971230 DOI: 10.3389/fpsyg.2023.1119596] [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: 12/09/2022] [Accepted: 01/30/2023] [Indexed: 02/16/2023] Open
Abstract
This study extends our understanding of voice behavior by considering a more complete set of reciprocity antecedents. We add employees-organization reciprocal exchange orientation (EO REO) into the antecedent of voice behavior and clarify the boundary condition by examining the joint moderating role of challenge stressors and construal level. The presence of challenge stressors represents a positive work environment, thus employees with a strong EO REO are likely to reciprocate with voice. However, such stressors also lead employees to focus on how to deal with the current challenges, which only aligns with employees who have a low construal level mindset and prefer to think about the details of the job at hand. Hence, we hypothesized that the positive relationship between EO REO and voice behavior in the face of challenge stressors was more likely to exist for employees whose construal level is low rather than high. We collected data from 237 employee-supervisor matched dyads in study 1 and 225 employee-supervisor matched dyads in study 2. These two studies offered support for the three-way interaction hypothesis. Our studies further voice by extending the antecedent and delineating the boundary condition of challenge stressors and construal level.
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Affiliation(s)
- Long Chen
- Business School, Hohai University, Nanjing, China,*Correspondence: Long Chen,
| | | | - Li Zhang
- School of Management, Harbin Institute of Technology, Harbin, China
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10
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Influence of mentoring and job security on expatriate voice. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2023. [DOI: 10.1108/ebhrm-11-2021-0245] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
Abstract
PurposeThe purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role in this relationship.Design/methodology/approachIn total, 300 questionnaires were distributed in this study. Of the 173 responses received, 8 invalid questionnaires were excluded and 165 valid questionnaires were analysed. The effective questionnaire recovery rate was 55.00%.FindingsThe results revealed that the stronger the psychosocial support function, the role modelling function and the career development provided by the mentor, the more would be the expatriate voice behaviour. Furthermore, the psychological support, role model characteristics and career development guidance affect the expatriate voice behaviour through the mediation of job security.Originality/valueFew studies have focussed on the influence of expatriate mentoring functions and job security on expatriate voice. Furthermore, whether the mentoring function affects the job security of expatriates is unknown. The objective of this study is to fill this gap in the literature.
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11
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Brefo-Manuh AB, Anlesinya A. Performance appraisal justice and work attitudes of health-care workers in Ghana. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2023. [DOI: 10.1108/ejtd-02-2021-0027] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
Purpose
While the extant literature has mainly examined either organisational justice or performance appraisal on employee attitudes, studies assessing the effect of performance appraisal justice (PAJ) on employee work attitudes are very limited. Hence, this study aims to investigate the effects of PAJ on employee work attitudes (job satisfaction and employee commitment) using empirical insights from health-care workers in Ghana.
Design/methodology/approach
The study collected data from 302 workers in six selected health-care institutions and used multiple regression and bootstrapping mediation methods for the analyses.
Findings
This study found that interpersonal and procedural PAJ has significant positive effects on job satisfaction, but distributive PAJ showed an insignificant positive outcome. Then, while distributive and procedural PAJ has significant positive effects on employee commitment, interpersonal PAJ was insignificant. Moreover, job satisfaction significantly mediated the relationship between employee commitment and the three dimensions of PAJ.
Practical implications
This implies that PAJ can trigger positive employee work attitudes such as job satisfaction and commitment to facilitate the realisation of positive health-care outcomes if fairness and justice are effectively integrated into performance appraisal practices in health-care institutions.
Originality/value
The study contributes to extending organisation and human resource theories in the context of health-care services by applying the organisational justice theory to understand the job attitudes of workers in the health-care sector and institutions: a highly under-research context with respect to the topic.
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Wang F, Weng H, Yang P, Li Y, Zhang M, Das AK. Can proactively confessing obtain your embrace? Exploring for leader's pro-social rule-breaking consequences based on a self-verification perspective. Front Psychol 2023; 13:976678. [PMID: 36817387 PMCID: PMC9933982 DOI: 10.3389/fpsyg.2022.976678] [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: 06/23/2022] [Accepted: 12/13/2022] [Indexed: 02/05/2023] Open
Abstract
Introduction The effect of leader pro-social rule breaking on employees is a critical albeit underexplored topic within the domain of study on the consequences of pro-social rule breaking in organizations. This study attempts to make up for the gap by exploring the relationship between leader pro-social rule breaking and employee voice. Drawing on the theory of self-verification, we theorize that leaders who perform pro-social rule breaking will seek feedback from their subordinates, while employees being sought will be triggered to voice upwardly, the extent to which intensity of voice is moderated by the moral courage of employees. Methods A total of 283 dyads data of supervisor-subordinate from Shanghai, China, in a three-wave time-lagged survey provided support for our hypotheses. Results The results show that leader pro-social rule breaking is positively related to leader feedback-seeking, which is positively related to employee upward voice and mediates the relationship between the two. Moreover, the positive relationship between leader pro-social rule breaking and leader feedback-seeking as well as the indirect effect of leader pro-social rule breaking on employee upward voice via leader feedback-seeking was weakened when moral courage is high. Discussion The present study promotes the theoretical research on the positive results of leader pro-social rule breaking and also suggests that feedback-seeking would be an effective way for leaders to motivate employees' upward voice.
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Affiliation(s)
- Fan Wang
- School of Economic and Management, Gannan Normal University, Ganzhou, China
- School of Management, Shanghai University, Shanghai, China
| | - Haolin Weng
- School of Management, Shanghai University, Shanghai, China
| | - Peilin Yang
- School of Management, Shanghai University, Shanghai, China
| | - Yi Li
- School of Management, Shanghai University, Shanghai, China
| | - Man Zhang
- Party School of Anhui Provincial Committee of C.P.C., Hefei, China
| | - Anupam Kumar Das
- Department of Management, University of Chittagong, Chittagong, Bangladesh
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13
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Ehrnrooth M, Koveshnikov A, Balabanova E, Wechtler H. High-performance work system and transformational leadership for employee constructive voice: unique and relative importance in a high-power distance context. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2023. [DOI: 10.1080/09585192.2022.2163418] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Affiliation(s)
- Mats Ehrnrooth
- Department of Management and Organisation, Hanken School of Economics, Helsinki, Finland
| | | | | | - Heidi Wechtler
- University of Newcastle Business School, Newcastle, Australia
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14
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Shabir N, Muazzam A. Impact of perceived leader’s integrity on employee’s engagement of government sector employees: mediating role of psychological empowerment. THEORETICAL ISSUES IN ERGONOMICS SCIENCE 2022. [DOI: 10.1080/1463922x.2022.2149876] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Affiliation(s)
- Nazish Shabir
- Department of Applied Psychology, Lahore College for Women University, Lahore, Pakistan
| | - Amina Muazzam
- Department of Applied Psychology, Lahore College for Women University, Lahore, Pakistan
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15
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Jiang S, Ma G, Wang D, Jia J. How Inclusive Leadership Influences Voice Behavior in Construction Project Teams: A Social Identity Perspective. PROJECT MANAGEMENT JOURNAL 2022. [DOI: 10.1177/87569728221133093] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
Abstract
Voice behavior of project team members (PTMs), defined as the process in which PTMs proactively share ideas, concerns, and opinions about work-related issues to improve the status quo of projects, is pivotal but underexplored in construction projects. Using social identity theory, this study investigated how inclusive leadership influences PTMs’ voice behavior with survey data from 232 construction PTMs. The results indicated that inclusive leadership predicts PTMs’ promotive and prohibitive voice behavior, whereas project identification mediates both relationships. Team coordination strengthens such indirect impacts of inclusive leadership on PTMs’ prohibitive voice. Theoretical and practical implications of these empirical findings are discussed.
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Affiliation(s)
- Shan Jiang
- School of Economics and Management, Tongji University, China
| | - Guofeng Ma
- School of Economics and Management, Tongji University, China
| | - Ding Wang
- School of Economics and Management, Tongji University, China
| | - Jianyao Jia
- School of Economics and Management, Tongji University, China
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16
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Gesang E. How do you see your role as a follower? A quantitative exploration of followers' role orientation. Front Psychol 2022; 13:952925. [PMID: 36467230 PMCID: PMC9716213 DOI: 10.3389/fpsyg.2022.952925] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/25/2022] [Accepted: 10/19/2022] [Indexed: 09/19/2023] Open
Abstract
How people see and define their role in different social settings has been of interest in psychological science for several decades. However, followers' role orientations, followers' beliefs about their role in the workplace, and how they execute their roles, have mostly been omitted in research so far. Nevertheless, followers' role orientations are important as they can affect (work-related) behavior. Therefore, this study quantitatively investigates the structure, heterogeneity, and consistency of followers' role orientations as well as the role orientations' link to work-related traits and behaviors. For this purpose, content and statistical analysis of an Implicit-Followership-Theory Scale and latent profile analyses were conducted with data from two points in time via a sample of German employees (t1: n = 211, t2: n = 69). The results indicate that a passive/active work attitude (Enthusiasm) plays the most prominent part in differences in followers' role orientation, followed by a positive/negative work ethic (Industry), and cooperativeness toward the leader (Good Citizen). Moreover, followers can be differentiated according to their role orientations into three distinct types: the Anti-Prototype, the Moderate Anti-Prototype, and the Moderate Prototype. Followers of the Moderate Prototype have the highest values in work-related traits and behaviors like conscientiousness and personal initiative. Followers' profile affiliation is stable for three-quarters of the sample over 4-6 weeks. Overall, these findings point to role orientation being a (performance-related) follower characteristic, making role orientations relevant for application processes, especially for positions with frequent leader-follower interactions. Lastly, results show a current conceptual inaccuracy. They indicate the need to differentiate more rigorously between role orientations and Implicit Followership Theories (IFT), although currently both are often used synonymously. Therefore, recommendations for alterations to the used Implicit Followership Theory scale for capturing followers' role orientations are given, including the elimination of items with situational character and changes in wording and factor structure.
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Affiliation(s)
- Elena Gesang
- Chair of Business Administration, in Particular Work, Human Resource Management and Organization Studies, Heinrich Heine University Düsseldorf, Düsseldorf, Germany
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17
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The curvilinear effect of negative affect on voice behavior from the perspective of activation theory. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03853-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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18
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How level 5 leadership escalates organizational citizenship behaviour in telecom sector of Pakistan? Exploring mediatory role of organizational dissent. PLoS One 2022; 17:e0276622. [PMID: 36269790 PMCID: PMC9586400 DOI: 10.1371/journal.pone.0276622] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/02/2022] [Accepted: 10/10/2022] [Indexed: 11/04/2022] Open
Abstract
Role of leadership in managing organizational behaviour of employees is of key essence. However, at times unconventional behaviour of employees can pose a challenge for the leaders, which in this case is organizational dissent. This study has examined the relationship between level 5 leadership and organizational citizenship behaviour (individual level-OCB-I) in presence of organizational dissent at employing a quantitative approach and a survey design. All managerial cadre employees of telecommunication sector were chosen as a population of the study. Data from 450 respondents from all four telecom companies was analysed using PLS-SEM. The findings of the study revealed that there is direct significant relationship between level 5 leadership and OCB-I of employees i.e., L5L~ OCB-I. Furthermore, the results showed an indirect relationship between level 5 leadership and OCB-I of employees through organizational dissent i.e., L5L~OD~OCB-I is significant. Telecom is a rapidly growing sector that plays a significant role in the economic growth of Pakistan. The study shows that OCB-I in telecom sector of Pakistan can be leveraged through level 5 leadership.
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Burris ER, McClean EJ, Detert JR, Quigley TF. The Agency to Implement Voice: How Target Hierarchical Position and Competence Changes the Relationship Between Voice and Individual Performance. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2022.1640] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Although voice is communication that is intended to benefit the performance of collectives, little is known about the benefits or costs to individual task performance and what mechanisms drive these effects. Our research offers new theory to articulate and illustrate the conditions under which voice has positive versus negative effects on individual task performance by directly acknowledging that employees have many options for where to direct their ideas. We introduce an agency perspective on voice by theorizing that one fundamental reason why employees speak up is to generate the implementation of corrective action for issues affecting themselves and to the extent targets of voice have agency to facilitate action through implementation of voice, voicing employees should be more likely to realize performance benefits from speaking up. In a first field study, we present evidence that two characteristics—the hierarchical position of the voice target (boss versus peer) and the competence of the voice target—alter the relationship between voice and the voicing employee’s task performance. In a second field study, using an event-contingent design, we provide evidence of the unique mechanisms underlying how competent managers (via their resources) and competent peers (via their efficacy to act) affect how upward and sideways voices lead to idea implementation. We discuss the theoretical implications of these ideas and findings by highlighting how voice target characteristics influence not just the incidence of voice but also, its outcomes.
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Affiliation(s)
- Ethan R. Burris
- Management Department, McCombs School of Business, The University of Texas at Austin, Austin, Texas 78712
| | - Elizabeth J. McClean
- Samuel Curtis Johnson Graduate School of Management, Cornell University, Ithaca, New York 14853
| | - Jim R. Detert
- Samuel Curtis Johnson Graduate School of Management, Cornell University, Ithaca, New York 14853
- Leadership and Organizational Behavior Group, Darden School of Business, University of Virginia, Charlottesville, Virginia 22903
| | - Tim F. Quigley
- Terry College of Business, University of Georgia, Athens, Georgia 30602
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20
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Yuan P, Cheng Y, Liu Y, Ju F. The effect of employees' sense of power on supervisors' voice endorsement: A cross-level moderated mediation model. PLoS One 2022; 17:e0269427. [PMID: 36206260 PMCID: PMC9543635 DOI: 10.1371/journal.pone.0269427] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/27/2021] [Accepted: 05/22/2022] [Indexed: 11/18/2022] Open
Abstract
Based on expectation states theory, we examined the mechanism underlying the effect of employees' sense of power on supervisors' voice endorsement, and tested our hypothesized model on a sample of 307 employees from 60 work teams. We used a two-time lagged design and paired questionnaire survey. Our analysis indicated that employees' sense of power enhanced supervisors' voice endorsement, and supervisors' perceived voice constructiveness mediated this relationship. Multilevel analyses showed that power distance negatively moderated the influence of sense of power on perceived voice constructiveness and negatively moderated its indirect effect on voice endorsement.
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Affiliation(s)
- Ping Yuan
- Logistics and E-commerce College, Zhejiang Wanli University, Ningbo, China
| | - Yuan Cheng
- School of Business, NingboTech University, Ningbo, China
| | - Yanbin Liu
- School of Business, NingboTech University, Ningbo, China,* E-mail:
| | - Fanghui Ju
- School of Business, NingboTech University, Ningbo, China
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21
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Wu S, Kee DMH, Wu W, Ni D, Deng H. Challenging your boss with safe words: Newcomers' voice, supervisors' responses, and socialization outcomes. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103772] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/15/2022]
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22
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Sun Y, Yang H, Wu X, Jiang Y, Qian C. How Safety Climate Impacts Safety Voice-Investigating the Mediating Role of Psychological Safety from a Social Cognitive Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:11867. [PMID: 36231165 PMCID: PMC9565307 DOI: 10.3390/ijerph191911867] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/03/2022] [Revised: 09/15/2022] [Accepted: 09/17/2022] [Indexed: 06/16/2023]
Abstract
Safety voice has become a popular research topic in the organizational safety field because it helps to prevent accidents. A good safety climate and psychological safety can motivate employees to actively express their ideas about safety, but the specific mechanisms of safety climate and psychological safety, on safety voice, are not yet clear. Based on the "environment-subject cognition-behavior" triadic interaction model of social cognitive theory, this paper explores the relationship between safety climate and safety voice, and the mediating role of psychological safety. We collected questionnaires and conducted data analysis of the valid questionnaires using analytical methods such as hierarchical regression, stepwise regression, and the bootstrap sampling method. We found that safety climate significantly and positively influenced safety voice, and psychological safety played a mediating role between safety climate and safety voice, which strengthened the positive relationship between them. From the research results, it was clear that to stimulate employees to express safety voice behavior, organizations should strive to create a good safety climate and pay attention to building employees' psychological safety. The findings of this paper provide useful insights for the management of employee safety voice behavior in enterprises.
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Affiliation(s)
- Yunfeng Sun
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Hao Yang
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Xiang Wu
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Yifeng Jiang
- China Electric Power Research Institute, Beijing 100192, China
| | - Chongyang Qian
- Institute of Urban Safety and Environmental Science, Beijing Academy of Science and Technology, Beijing 100054, China
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23
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Development and validation of employee safety voice scale in the Chinese organizational context. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2022.73] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
Abstract
Safety voice helps organizations to identify safety issues timely and is critical to the long-term growth of the organization. Safety voice has become a hot research topic in organizational safety, and different scales have been developed. However, the unique cultural context in China has led to the need to redevelop safety voice measurement tools. In this paper, we developed an initial scale of safety voice for employees in Chinese organizational contexts fusing in-depth interviews and mature scales. The initial scale based on two samples (n1 = 205, n2 = 420) was revised and validated using item analysis, exploratory factor analysis, confirmatory factor analysis, and reliability analysis to finalize the final scale. We finally found that the safety voice scale in Chinese organizational contexts contains two dimensions: promotive safety voice and prohibitive safety voice. The scale developed in this paper is a reliable tool to measure safety voice behavior of Chinese employees.
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Zou WQ, Chen SC. Under the humble mask: Investigating when and how leader-expressed humility leads to employee voice. Front Psychol 2022; 13:950059. [PMID: 36072031 PMCID: PMC9441793 DOI: 10.3389/fpsyg.2022.950059] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2022] [Accepted: 08/01/2022] [Indexed: 12/04/2022] Open
Abstract
This study aimed to explore the psychological mechanisms through which psychological safety and self-efficacy mediate the relationship between leader-expressed humility and employee voice. Moreover, attribution theory was applied to examine the possible detrimental effects of leader-expressed humility when employees perceive manipulative intentions in their humble leader. The current study proposed the leader’s manipulative intention as a moderator to weaken the indirect relationships between leader-expressed humility and employee voice through psychological safety and self-efficacy. Time-lagged supervisor–subordinate matched data were used to test the model. Our findings reveal leader’s manipulative intention weakens the positive effect that leader-expressed humility impacts on employee voice through psychological safety and self-efficacy. The implications of the findings were discussed from both theoretical and practical perspectives.
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Affiliation(s)
- Wen-Qian Zou
- Ningbo Childhood Education College, Ningbo, China
- Department of Business Administration, Ming Chuan University, Taipei, Taiwan
| | - Shu-Chen Chen
- Department of Business Administration, Ming Chuan University, Taipei, Taiwan
- *Correspondence: Shu-Chen Chen,
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Yang YK, Lin WS. How to enhance workplace climate through telework communication approaches in organization during the era of changes? Evidences of authentic leaders. ASIA PACIFIC MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.apmrv.2022.07.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/16/2022]
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26
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Khattak SR, Zada M, Nouman M, Rahman SU, Fayaz M, Ullah R, Salazar-Sepúlveda G, Vega-Muñoz A, Contreras-Barraza N. Investigating Inclusive Leadership and Pro-Social Rule Breaking in Hospitality Industry: Important Role of Psychological Safety and Leadership Identification. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19148291. [PMID: 35886142 PMCID: PMC9322910 DOI: 10.3390/ijerph19148291] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/06/2022] [Revised: 06/24/2022] [Accepted: 07/02/2022] [Indexed: 12/04/2022]
Abstract
This study aims to empirically examine the mediating effects of psychological safety and leadership identification on the relationship between inclusive leadership and pro-social rule breaking among hospitality employees. This study analyzes the survey data collected in three waves from 589 employees working in different hotels and restaurants operating in the Northern areas of Khyber Pakhtunkhwa, Pakistan. The scale validity, composite reliability, and hypotheses were assessed through PLS-SEM. The study found that inclusive leadership significantly impacts employees’ pro-social rule-breaking. The study also found that leadership identification and psychological safety partially mediate the relationship between inclusive leadership and pro-social rule-breaking. Hospitality leaders can practice inclusive leadership characteristics because it may significantly enhance employee engagement in pro-social rule-breaking. Through their inclusive features, hospitality leaders can improve employees’ psychological safety and leadership identification, enhancing frontline employees’ pro-social rule-breaking.
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Affiliation(s)
- Sajid Rahman Khattak
- Institute of Business and Management Sciences, The University of Agriculture, Peshawar 25130, Pakistan; (M.N.); (S.U.R.); (M.F.)
- Correspondence: (S.R.K.); (M.Z.)
| | - Muhammad Zada
- Business School, Henan University, Kaifeng 475000, China
- Correspondence: (S.R.K.); (M.Z.)
| | - Muhammad Nouman
- Institute of Business and Management Sciences, The University of Agriculture, Peshawar 25130, Pakistan; (M.N.); (S.U.R.); (M.F.)
| | - Shams Ur Rahman
- Institute of Business and Management Sciences, The University of Agriculture, Peshawar 25130, Pakistan; (M.N.); (S.U.R.); (M.F.)
| | - Muhammad Fayaz
- Institute of Business and Management Sciences, The University of Agriculture, Peshawar 25130, Pakistan; (M.N.); (S.U.R.); (M.F.)
| | - Rezwan Ullah
- School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China;
| | - Guido Salazar-Sepúlveda
- Departamento de Ingeniería Industrial, Facultad de Ingeniería, Universidad Católica de la Santísima Concepción, Concepción 4090541, Chile;
| | - Alejandro Vega-Muñoz
- Public Policy Observatory, Universidad Autónoma de Chile, Santiago 7500912, Chile;
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Fan Y, Lin Q. Putting Families at the Center: the Role of Family System in Employee Work-Family Conflict and Voice Behavior. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 38:1-19. [PMID: 35789752 PMCID: PMC9244006 DOI: 10.1007/s10869-022-09828-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 06/07/2022] [Indexed: 05/04/2023]
Abstract
Work-family conflict has become one of the most prominent challenges of modern-day work and a prominent research topic. However, the "family" in the work-family interface has been undertheorized, while research focuses on the workplace factors and individual characteristics in relation to work-family conflict (WFC). Placing the family at the center of theorizing, we adopt the Contextual Model of Family Stress (CMFS) as an overarching framework, which conceptualizes the family as a complex system comprising the family members, the environment in which they are situated, and their interactions with the environment and with one another. Guided by CMFS, we theorized WFC as a disturbance to the family's structural and psychological contexts, which creates strain on the family well-being. Furthermore, we argued that family strain could produce strain and stress back to the focal workers, which reduces their voice behaviors at work. We further argue that workers' work-family segmentation preference will shape their experience of WFC and moderate the indirect effect of WFC on employee voice behavior through family well-being. We collected data across two multi-wave, time-lagged surveys in America (M-Turk, N = 330) and in China (organization employees, N = 209). We found that employee-rated family well-being mediates the negative relationship between WFC and voice behavior, and the indirect relationship is stronger as the employees' preference for segmentation is higher. The results open up a promising avenue for more nuanced inquiry into the family system framework and its role in the work-family interface.
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Affiliation(s)
- Yifeng Fan
- Management Department, Fairfield University, 1073 N Benson Rd, Fairfield, CT 06824 USA
| | - Quan Lin
- Department of Business Administration, Business School, Shantou University, Daxue Road 243, Shantou, 515063 Guangdong China
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28
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Zhao G, Luan Y. Could transformational leadership predict employee voice behaviour? Evidence from a meta-analysis. JOURNAL OF PSYCHOLOGY IN AFRICA 2022. [DOI: 10.1080/14330237.2022.2028070] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Guolong Zhao
- School of Labour and Human Resources, Renmin University of China, Beijing, China
| | - Yuxiang Luan
- School of Labour and Human Resources, Renmin University of China, Beijing, China
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Wu J, Du Y. Linking Abusive Supervision to Promotive and Prohibitive Voice Behavior: Testing the Mediating Roles of Work Engagement and Negative Reciprocity. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19095498. [PMID: 35564896 PMCID: PMC9104479 DOI: 10.3390/ijerph19095498] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/10/2022] [Revised: 04/16/2022] [Accepted: 04/26/2022] [Indexed: 11/17/2022]
Abstract
As an important type of extra-role behavior, employee voice behavior is of great significance to the sustainable development of organizations. Employee voice behavior has two different dimensions, namely promotive voice and prohibitive voice, both of which are conducive to decision making, innovation, and improvements to the work process. Among the antecedents of voice behavior, abusive supervision is one of the most essential influencing factors. In response to the call to further explore the antecedents and influencing mechanisms of different dimensions of voice behaviors, this study aims to investigate the different paths of abusive supervision on the two types of voice behavior. Drawing on the conservation of resources theory and social exchange theory, we identified an expanded array of mediators, including work engagement and negative reciprocity, which link abusive supervision to promotive voice behavior and prohibitive voice behavior separately. Data were collected through two-wave questionnaire surveys of 334 employees of 14 enterprises in China. The results show that (a) abusive supervision is negatively correlated with employees’ promotive and prohibitive voice behaviors; (b) work engagement mediates the negative relationship between abusive supervision and promotive voice; and negative reciprocity mediates the negative relationship between abusive supervision and prohibitive voice. These findings clearly reveal the influencing mechanisms of abusive supervision on both promotive and prohibitive voice behavior, which not only enriches relevant theoretical research but also provides feasible insights into how to reduce abusive supervision to motivate voice behavior in management practice.
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Affiliation(s)
- Jialong Wu
- School of Economics & Management, Beijing Forestry University, Beijing 100083, China;
| | - Yuechao Du
- School of Management, Zhejiang University, Hangzhou 310058, China
- Correspondence:
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30
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Sulphey M, Jasim KM. Paradoxical leadership as a moderating factor in the relationship between organizational silence and employee voice: an examination using SEM. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2022. [DOI: 10.1108/lodj-02-2021-0075] [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
PurposeParadoxical leadership (PL) is a style that can bring stability and flexibility simultaneously, which helps organizations to manage the uncertain external environment. The purpose of this study is to identify if PL could moderate the relationship between organizational silence and employee voice.Design/methodology/approachData for the study were collected from a sample of 617 gainfully employed factory employees using three standardized questionnaires. The data were analyzed using structural equation modelling (SEM) through Python programming. SEM was used to test the mediating, moderating, and serial-parallel relationship of the proposed model.FindingsThe research study found that organizational inertia led to silence among employees. It was also found that PL moderated the relationship between organizational silence and employee voice.Originality/valueA fair review of the literature showed that studies that examine the effect of PL on organizational silence are scarce. The present study is a modest effort towards addressing this gap in the literature. The findings of the study are significant and have made a substantial contribution to management literature.
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31
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Linking leader humility with follower performance: A perspective of multi-foci relational identification. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-02966-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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32
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Duan J, Xia Y, Xu Y, Wu C. The curvilinear effect of perceived overqualification on constructive voice: The moderating role of leader consultation and the mediating role of work engagement. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22106] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Affiliation(s)
- Jinyun Duan
- The School of Psychology and Cognitive Science East China Normal University Shanghai China
| | - Ying Xia
- Business School Nanjing University Nanjing China
| | - Yue Xu
- International Business School Suzhou Xi'an Jiaotong‐Liverpool University Suzhou China
| | - Chia‐Huei Wu
- Leeds University Business School University of Leeds Leeds UK
- Department of Medical Research, China Medical University Hospital China Medical University Taichung Taiwan
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Bracht EM, Monzani L, Boer D, Haslam SA, Kerschreiter R, Lemoine JE, Steffens NK, Akfirat SA, Avanzi L, Barghi B, Dumont K, Edelmann CM, Epitropaki O, Fransen K, Giessner S, Gleibs IH, González R, González AL, Lipponen J, Markovits Y, Molero F, Moriano JA, Neves P, Orosz G, Roland‐Lévy C, Schuh S, Sekiguchi T, Song LJ, Story JSP, Stouten J, Tatachari S, Valdenegro D, Bunderen L, Vörös V, Wong SI, Youssef F, Zhang X, Dick R. Innovation Across Cultures: Connecting Leadership, Identification, and Creative Behavior in Organizations. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12381] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | | | | | | | | | - Jérémy E. Lemoine
- University of East London, United Kingdom; ESCP Business School United Kingdom
| | | | | | | | - Bita Barghi
- London School of Economics and Political Science United Kingdom
| | - Kitty Dumont
- University of South Africa Johannesburg South Africa
| | | | | | | | | | - Ilka H. Gleibs
- London School of Economics and Political Science United Kingdom
| | | | | | | | | | | | | | - Pedro Neves
- Nova School of Business and Economics Lisbon Portugal
| | | | | | - Sebastian Schuh
- China Europe International Business School (CEIBS) Shanghai China
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Memon KR, Zada M, Ghani B, Ullah R, Azim MT, Mubarik MS, Vega-Muñoz A, Castillo D. Linking Corporate Social Responsibility to Workplace Deviant Behaviors: Mediating Role of Job Satisfaction. Front Psychol 2022; 12:803481. [PMID: 35035376 PMCID: PMC8755641 DOI: 10.3389/fpsyg.2021.803481] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/28/2021] [Accepted: 12/10/2021] [Indexed: 11/15/2022] Open
Abstract
The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The study encourages the practitioners to avail approaches that convey the feelings of care, concern, and safety, representing internal CSR practices through diverse HR interventions, organizational support, and justice. They should also keep up the socially responsible behaviors aiming toward the larger community.
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Affiliation(s)
| | | | - Bilqees Ghani
- College of Business Management, Institute of Business Management, Karachi, Pakistan
| | - Rezwan Ullah
- School of Management and Economics, Beijing Institute of Technology, Beijing, China
| | - Mohammad Tahlil Azim
- Department of Business Administration, Faculty of Economics & Administration, King Abdulaziz University, Jeddah, Saudi Arabia
| | | | | | - Dante Castillo
- Centro de Estudios e Investigación Enzo Faletto, Universidad de Santiago de Chile, Santiago, Chile
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35
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Lee J, Loretta Kim S, Yun S. Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.2018014] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Jihye Lee
- College of Business Administration, Seoul National University, Gwanak-gu, Seoul, Korea
| | - Seckyoung Loretta Kim
- College of Business Administration, Incheon National University, Yeonsu-gu, Incheon, Korea
| | - Seokhwa Yun
- College of Business Administration, Seoul National University, Gwanak-gu, Seoul, Korea
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36
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Wang X, Zhou F. Managing the Uncertainties Inherent in Prohibitive Voice: How Leadership Interacts With Employee Political Skill. Front Psychol 2021; 12:702964. [PMID: 34975609 PMCID: PMC8716505 DOI: 10.3389/fpsyg.2021.702964] [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: 04/30/2021] [Accepted: 11/12/2021] [Indexed: 11/24/2022] Open
Abstract
Drawing from the uncertainty management theory, we examine how authoritarian leadership and humble leadership interact with employee political skill to predict prohibitive voice. We conducted a two-wave survey study of 43 managers and 176 subordinates in a power company in China. Our findings indicate that authoritarian leadership has a minimal negative effect on the psychological safety of employees with higher political skill, which in turn leads to a minimal negative effect on their prohibitive voice. Moreover, humble leadership is positively associated with prohibitive voice for employees with lower political skill. For employees with higher political skill, no type of leadership behavior has a significant influence on their prohibitive voice. We outline the implications of these findings for both theoretical and managerial practices.
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Affiliation(s)
| | - Fan Zhou
- School of Management, Zhejiang University, Hangzhou, China
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37
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Chen L, Zhang L, Zhang ZD, Gao H. Does emotional resistance to change definitely stifle voice behavior? Revealing the reversal effect of humble leadership. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-019-00462-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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38
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Zheng F, Khan NA, Khan MWA. Unethical Leadership and Employee Extra-Role Behavior in Information Technology Sector: A Moderated Mediation Analysis. Front Psychol 2021; 12:708016. [PMID: 34707532 PMCID: PMC8542670 DOI: 10.3389/fpsyg.2021.708016] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2021] [Accepted: 09/01/2021] [Indexed: 01/20/2023] Open
Abstract
During the COVID-19 pandemic, enterprises were obliged to employ social media and digital tools to complete ordinary work. The pandemic has created a series of complexities and challenges, which have hampered harmonic contact between leaders and followers. The indirect relationship between unethical leadership and extra-role behavior (EXB) via psychological empowerment (PYE) is investigated in this study. We also look into the role of perceived organizational support (POS) as a moderator in the link between unethical leadership and PYE, as well as the indirect link between unethical leadership and EXB. Data were obtained from 258 supervisor–employee dyads from various small- and mid-sized information technology (IT) enterprises using time lag data. Unethical leadership has an impact on employee psychological empowerment as well as EXB. The findings of this study indicated that POS also mitigated the negative consequences of unethical leadership on employee psychological empowerment. Similarly, the role of psychological empowerment as a mediator in the link between unethical leadership and employee EXB is influenced by POS. This study will also benefit researchers and practitioners interested in human resource practices in the IT industry.
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Affiliation(s)
- Fengjiao Zheng
- Center for Environment and Sustainability, University of Surrey, Guildford, United Kingdom
| | - Naseer Abbas Khan
- Department of Industrial Economics and Project Management, South Ural State University, Chelyabinsk, Russia
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He B, He Q, Sarfraz M. Inclusive Leadership and Subordinates' Pro-Social Rule Breaking in the Workplace: Mediating Role of Self-Efficacy and Moderating Role of Employee Relations Climate. Psychol Res Behav Manag 2021; 14:1691-1706. [PMID: 34703333 PMCID: PMC8524254 DOI: 10.2147/prbm.s333593] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2021] [Accepted: 10/06/2021] [Indexed: 12/26/2022] Open
Abstract
Purpose Drawing on the Social Information Processing (SIP) theory, the study sought to examine the link between inclusive leadership and employees’ pro-social rule-breaking (PSRB) behavior through the mediating effect of self-efficacy. The study also investigates the moderating role of employee relations climate between inclusive leadership and self-efficacy. Methods The study’s sample size consists of 438 full-time corporate employees at 47 organizations from China. Statistical analysis methods were used for data analysis, such as Pearson’s correlation analysis, confirmatory factor analysis, and multilevel regression analysis. Results The results demonstrated that inclusive leadership positively affects PSRB behavior and self-efficacy. Furthermore, the employee relations climate moderate’s self-efficacy, which mediates the relationship between inclusive leadership and the PSRB behavior of employees. Conclusion This study determines the psychological factors causing PRSB behavior in light of inclusive leadership. In the context of SIP theory, the findings conclude that inclusive leadership fundamentally influences self-efficacy, encouraging employees to exhibit PSRB behavior. Furthermore, this study also explains the mediating and moderating effect of self-efficacy and employment climate, which shape PSRB behavior. Hence, this study contributes to the organizational behavior literature regarding PSRB behavior and inclusive leadership.
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Affiliation(s)
- Bin He
- School of Management, Guangdong University of Technology, Guangzhou, Guangdong, People's Republic of China
| | - Qinqing He
- School of Management, Guangdong University of Technology, Guangzhou, Guangdong, People's Republic of China
| | - Muddassar Sarfraz
- Department of Commerce & Business, Government College University Faisalabad, Layyah Campus, Layyah, 31200, Pakistan
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Making Leaders’ and Followers’ Relationship Sustainable: The Impact of Leaders’ Behavioral Integrity on Employees’ Voice in the Banking Sector of Pakistan. SUSTAINABILITY 2021. [DOI: 10.3390/su132111733] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The behavioural integrity of leaders is not only an individual trait that can earn them respect in their personal capacity, but it also may positively affect their followers and ultimately improve the organization’s effectiveness in a variety of ways. The relationship between behavioural integrity and employees using their voice has been studied by researchers through multiple aspects. This study brings a new perspective in this discussion by investigating the effect of leaders’ behavioural integrity on employees’ voice both directly and through the mediating roles of psychological safety and trust in the leader. The cross-sectional data of 384 employees collected from the banking sector in Pakistan is used to shed light on this new perspective in the relationship between the behavioural integrity of a leader and employees’ comportment in using their voice. The results of the empirical analyses support the direct effect of the behavioural integrity of leaders on employees’ voice. A significant mediating role of psychological safety and trust is also supported in the empirical analyses. The findings of the study bear important implications for leaders and business managers working in companies by providing insight on the importance of behavioural integrity of leaders in encouraging employees to have a voice in organizations.
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I am not proactive but I want to speak up: A self-concept perspective. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-02404-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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Zhang J, Ul-Durar S, Akhtar MN, Zhang Y, Lu L. How does responsible leadership affect employees' voluntary workplace green behaviors? A multilevel dual process model of voluntary workplace green behaviors. JOURNAL OF ENVIRONMENTAL MANAGEMENT 2021; 296:113205. [PMID: 34246027 DOI: 10.1016/j.jenvman.2021.113205] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/09/2021] [Revised: 06/27/2021] [Accepted: 06/30/2021] [Indexed: 06/13/2023]
Abstract
This study aims to explore how to encourage employees to engage in voluntary workplace green behavior. Drawing upon social identity and social information processing theories, we theorized and tested a multilevel model in which responsible leadership triggers employee voluntary workplace green behavior by fostering organizational identification and a green work climate. Additionally, we distinguished these two critical processes by introducing employees' green values as a moderator. A multilevel, multisource study collected from 299 employees and 71 supervisors generally supported our predictions. Specifically, responsible leadership was a significant predictor of voluntary workplace green behavior. Moreover, employees' green values strengthened the organizational identification mechanism and attenuated the green work climate process in the relationship between responsible leadership and voluntary workplace green behavior. The findings and the theoretical underpinning of our study shed a new light on the green work climate, identity, and values in a responsible way shape the voluntary green behaviors among organizational actors and provide practical implications for leaders determined to improve environmental sustainability in organizations.
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Affiliation(s)
- Junwei Zhang
- School of Management, Guangdong University of Technology, Guangzhou, China.
| | - Shajara Ul-Durar
- Nottingham Business School, Nottingham Trent University, Nottingham, UK.
| | - Muhammad Naseer Akhtar
- Department of Management & HR, NUST Business School, National University of Sciences & Technology, Islamabad, Pakistan.
| | - Yajun Zhang
- School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China.
| | - Lu Lu
- School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China.
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Yao X, Li M, Zhang H. Suffering Job Insecurity: Will the Employees Take the Proactive Behavior or Not? Front Psychol 2021; 12:731162. [PMID: 34621225 PMCID: PMC8490920 DOI: 10.3389/fpsyg.2021.731162] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2021] [Accepted: 08/26/2021] [Indexed: 11/18/2022] Open
Abstract
Job insecurity is considered an important antecedent of an employee’s creativity. Though, the relationship between job insecurity and proactive behavior has been neglected in previous human resources management studies. The aim of this study is to explore the influence of job insecurity on employees’ proactive behavior and its mechanism. Based on the social cognitive theory and cognitive appraisal theory, two types of cognitive appraisal of employee’s job insecurity (hindrance vs. challenge) as mediator variables of job insecurity and proactive behavior association. In addition, the moderator roles of self-efficacy are examined. This study is carried out with 257 employees from Chinese firms to examine the hypothesized moderated mediation model by using the hierarchical regression analysis and the bootstrap. The results showed a different effect of job insecurity depending on its conceptualization. The results show that job insecurity has a negative effect on employees’ proactive behavior. At the same time, cognitive appraisal of employees’ job insecurity mediated the association between job insecurity and employee’s proactive behavior. Self-efficacy not only moderates the relationship between job insecurity and cognitive appraisal but also moderate the cognitive appraisal’s mediation effect between job insecurity and proactive behavior. The study’s theoretical and practical contributions and future research are discussed.
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Affiliation(s)
- Xun Yao
- Business School, Southwest Minzu University, Chengdu, China
| | - Meng Li
- College of Management Science, Chengdu University of Technology, Chengdu, China
| | - Huiqin Zhang
- College of Management Science, Chengdu University of Technology, Chengdu, China
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Abbas Khan N. Determinants of Proactive Work Behavior of Employees During the COVID-19 Crisis. EUROPEAN JOURNAL OF PSYCHOLOGY OPEN 2021. [DOI: 10.1024/2673-8627/a000007] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
Abstract
Abstract. As a result of the COVID-19 pandemic, organizations have been forced to use social media and digital applications to carry out routine tasks. This posed several complications and challenges that hindered harmonic interaction between managers and their subordinates. This study investigates the indirect association between toxic leadership and proactive work behavior via psychological safety (PYS). We also investigate the role of perceived insider status (PIS) as a moderator in the association between toxic leadership and PYS as well as the indirect connection between toxic leadership and proactive work behavior. The work is based on the timelag results of 282 supervisor-employee dyads from different small and mid-sized information technology (IT) firms. The results show that toxic leadership has a significant impact on employee PSY and proactive work behavior as well as revealing that PIS substantially mitigated the negative effects of toxic leadership on employee PYS. Similarly, PIS influences the mediating role of PYS in the association between toxic leadership and proactive work behavior of employees. This research is helpful for academics and practitioners involved in human-resource practices in the IT industry.
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Yin W, Liao S, Ouyang X, Akhtar MN, Zhou X. I speak when boss Back up my family: testing the moderated mediation model of family supportive supervisor behavior and employee voice. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-02215-3] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Cheng JW, Hung CZ, Yen HC, Seih YT, Chien KM. Risk-facing or risk-avoiding? Group loyalty encourages subordinates to tell the truth. The Journal of Social Psychology 2021; 162:407-422. [PMID: 34315349 DOI: 10.1080/00224545.2021.1915229] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Abstract
The aim of this study is to understand individual motivation to speak up, which extends the application of voice behavior. Employing a cross-level moderation framework, this paper explored the relationship between employees' authoritarian leadership perceptions and their speaking-up behavior, as reported by supervisors, along with a moderating effect of group loyalty. Specifically, we propose a conceptual variable, "saying nothing but good news", which related to the choice of the selective disclosure of information to others. Utilizing data of 140 supervisors and 603 subordinates in the Taiwanese military, results of the hierarchical linear modeling (HLM) analysis revealed that authoritarian leadership was negatively related to prohibitive voice, but positively related to saying nothing but good news. Group loyalty moderated the relationship between authoritarian leadership and prohibitive voice when group loyalty is high. Implications for management and future research are discussed.
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Affiliation(s)
- Jen-Wei Cheng
- aBusiness Administration at National Taiwan University of Science and Technology, Taipei City, Taiwan
| | - Cheng-Ze Hung
- bAir Force Institute of Technology, Business Administration at National Taiwan University of Science and Technology, Taipei City, Taiwan
| | - Hung-Chieh Yen
- aBusiness Administration at National Taiwan University of Science and Technology, Taipei City, Taiwan
| | - Yi-Tai Seih
- aBusiness Administration at National Taiwan University of Science and Technology, Taipei City, Taiwan
| | - Kang-Min Chien
- cGraduate School of Management at National Taiwan University of Science and Technology, Taipei City, Taiwan
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Liu C, Wang C, Liu Y, Liu X, Ni Y. A Cross-Level Theoretical and Empirical Model of Positive Emotions, Leader Identification, and Leader–Member Exchange. JOURNAL OF PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1027/1866-5888/a000277] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Although leader–member exchange (LMX) has been widely studied, knowledge about how followers influence the LMX process remains unknown. By integrating the broaden-and-build theory (BBT) with the emotion as social information (EASI) theory, we develop a follower-centric multilevel model to investigate how followers' positive emotions have an impact on LMX via the mediating role of leader identification and the moderating role of leaders' positive emotions. We conducted a survey with 319 Chinese employees from 67 teams. The results indicated that leader identification served as a mediating factor in the relationship between followers' positive emotions and LMX. The work unit leaders' positive emotions strengthened the relationship between leader identification and LMX and moderated the mediated relationship among followers' positive emotions, leader identification, and LMX. Altogether, our findings inform new knowledge in terms of how followers may influence the development of LMX. We also help to extend the BBT and the EASI theory to the leadership context.
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Affiliation(s)
- Chongrui Liu
- Department of Management, Beijing Electronic Science and Technology Institute, Beijing, PR China
| | - Cong Wang
- School of Economics and Management, Institute of Disaster Prevention, Sanhe, PR China
| | - Yan Liu
- Department of Humanities and Social Sciences, Beijing Electronic Science and Technology Institute, Beijing, PR China
| | - Xuran Liu
- Department of Management, Beijing Electronic Science and Technology Institute, Beijing, PR China
| | - Yuan Ni
- School of Economics and Management, Beijing Information Science & Technology University, Beijing, PR China
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The role of the informal and formal organisation in voice about concerns in healthcare: A qualitative interview study. Soc Sci Med 2021; 280:114050. [PMID: 34051553 DOI: 10.1016/j.socscimed.2021.114050] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Revised: 05/07/2021] [Accepted: 05/17/2021] [Indexed: 11/21/2022]
Abstract
The importance of employee voice-speaking up and out about concerns-is widely recognised as fundamental to patient safety and quality of care. However, failures of voice continue to occur, often with disastrous consequences. In this article, we argue that the enduring sociological concepts of the informal organisation and formal organisation offer analytical purchase in understanding the causes of such problems and how they can be addressed. We report a qualitative study involving 165 interviews across three healthcare organisations in two high-income countries. Our analysis emphasises the interdependence of the formal and informal organisation. The formal organisation describes codified and formalised elements of structures, procedures and processes for the exercise of voice, but participants often found it frustrating, ambiguous, and poorly designed. The informal organisation-the informal practices, social connections, and methods for making decisions that are key to coordinating organisational activity-could facilitate voice through its capacity to help people to understand complex processes, make sense of their concerns, and frame them in ways likely to prompt an appropriate organisational response. Sometimes the informal organisation compensated for gaps, ambiguities and inconsistencies in formal policies and systems. At the same time, the informal organisation had a dark side, potentially subduing voice by creating informal hierarchies, prioritising social cohesion, and providing opportunities for retaliation. The formal and the informal organisation are not exclusive or independent: they interact with and mutually reinforce each other. Our findings have implications for efforts to improve culture and processes in relation to voice in healthcare organisations, pointing to the need to address deficits in the formal organisation, and to the potential of building on strengths in the informal organisation that are crucial in supporting voice.
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Li X, Xing L. When does benevolent leadership inhibit silence? The joint moderating roles of perceived employee agreement and cultural value orientations. JOURNAL OF MANAGERIAL PSYCHOLOGY 2021. [DOI: 10.1108/jmp-07-2020-0412] [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
PurposeThis study's purpose is to examine benevolent leadership's effect on employee silence, as moderated by perceived employee agreement on leader behaviors and cultural value orientations.Design/methodology/approachTwo-wave survey data were collected from 240 Chinese employees working in various industries. Hierarchical regression and simple slope analysis were used to test the hypotheses.FindingsBenevolent leadership was negatively related to employee silence. When perceived employee agreement on leader behaviors was high, employees with high power-distance orientation or low vertical individualism were more sensitive to benevolent leadership and engaged in less silence.Practical implicationsManagers are advised to exhibit benevolent behaviors to mitigate employees' tendency to remain silence. Organizations and managers can also design interventions to encourage employees with low power distance or high vertical individualism to speak up.Originality/valueThis study advances the understanding of the relationship between benevolent leadership and employee silence. By highlighting the moderating role of employees' perception of leader behaviors and their cultural value orientations, this study helps explain the conditions that when employees choose to keep silence or not.
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The divergent effects of employees’ sense of power on constructive and defensive voice behavior: A cross-level moderated mediation model. ASIA PACIFIC JOURNAL OF MANAGEMENT 2021. [DOI: 10.1007/s10490-021-09765-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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