Impact of job embeddedness on miners' safety performance: the role of perceived insider status and safety climate

The present study aims to explore the mechanism for the impact of job embeddedness on safety performance, the mediating role of perceived insider status and the cross-level moderating role of safety climate among miners. The questionnaire data used for analysis in this study were collected from 310 miners in 38 coal mine production teams in China. Bootstrap analysis was performed to explore the mediating role of perceived insider status, and multilevel linear analysis was performed to explore the cross-level moderating role of safety climate. The results showed that job embeddedness was positively related to miners' safety performance; perceived insider status mediating the relationship between job embeddedness and miners' safety performance; and safety climate moderating the relationship between perceived insider status and miners' safety performance across levels.

Reducing Employees' Time Theft through Leader's Developmental Feedback: The Serial Multiple Mediating Effects of Perceived Insider Status and Work Passion

Time theft, especially with the shift to remote work during the pandemic, is an increasing challenge for organizations. Existing studies demonstrate that both authoritarian leadership and laissez-faire leadership can exacerbate time theft, putting leaders in a behavioral dilemma of neither being strict nor lenient. Additionally, the pervasive and covert nature of time theft diminishes the effectiveness of subsequent corrective actions. Our study aims to investigate how to prevent time theft by mitigating employees' inclinations. Based on role theory, our study examines whether supervisor developmental feedback can encourage employees to perform work roles more appropriately. To uncover the complicated internalization process of role expectation, our study incorporates perceived insider status and work passion as serial mediators and considers the boundary effect of leaders' word-deed consistency. In Study 1, a survey of 402 employees revealed that supervisor developmental feedback can negatively predict employee time theft through employees' perceived insider status and work passion. Study 2 employs the same sample to further identify three topics of supervisor developmental feedback: skill learning, attitude learning, and social learning. Moreover, serial multiple mediating effects are affirmed across topics. The findings suggest that providing feedback on employees' learning and growth is an effective approach to prevent time theft.

A Self-Categorization Perspective of Idiosyncratic Deals and Creativity: Mediating Role of Perceived Insider Status and Moderating Role of Psychological Safety

Purpose

Idiosyncratic deals (I-deals), a novel human resource management implement, has significantly contributed to attracting, retaining and motivating personnel to enhance creativity. Building upon self-categorization theory, this study investigates the impact of I-deals on creativity and the moderating role of psychological safety in this process by perceived insider status.

Participants and Methods

To mitigate common method bias and causal lag effects, this study was conducted in three phases with a half-month interval for data collection. In this study, a total of 331 employees from six enterprises in China were selected to test the hypotheses using Bootstrap and Johnson-Neyman methods.

Results

Results show that I-deals have a positive influence on creativity. Perceived insider status acts as intermediary between I-deals and creativity; Psychological safety strengthens the influence of I-deals on perceived insider status and further enhances the indirect influence of I-deals on creativity through perceived insider status.

Conclusion

This study demonstrates that organizations can leverage the unique characteristics of I-deals to fully showcase the diverse talents of their personnel, while simultaneously enhancing their psychological security. This, in turn, empowers employees to confidently propose new ideas and methods, thus catalyzing the generation of creativity.

Do Illegitimate Tasks Lead to Work Withdrawal Behavior among Generation Z Employees in China? The Role of Perceived Insider Status and Overqualification

Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives.

Are "outsiders" in? Exploring the impact of outsourced workers' perceived insider status and job value status on job performance

Introduction

Outsourcing, one of the nonstandard employment forms, has been increasingly popular with a wide variety of industries and employers. However, much less is known about its consequences at the employee level, especially relative to standard-employed colleagues. Drawing on social categorization theory and the human resource architecture model, the study was to investigate how outsourced (vs. standard) employment form impacts employees' perceived insider status and then job performance, as well as the moderating role of job value status.

Methods

To examine these effects, we collected two-wave and multi-source questionnaires from a sample of 147 outsourced employees, 279 standard employees, and their immediate supervisors. And interviews with 31 employees, their supervisors, and human resources personnel provided further support for our findings.

Results

The results showed that relative to standard employees, outsourced employees were lower in perceived insider status and indirectly worse in job performance. Furthermore, both the comparative effects were stronger among core-status than peripheral-status employees.

Discussion

Our study contributes to outsourcing and widely nonstandard employment literature, bringing the research focus from employers to outsourced employees' psychological and behavioral consequences. Also, we extended literature on the human resource architecture, through a deeper investigation on the issue of employment form-job value status (mis)matching as well as its impacts on employees.

Can leader self-sacrificial behavior inhibit unethical pro-family behavior? A personal identification perspective

As a kind of deviant and unethical behavior in the workplace, unethical pro-family behavior (UPFB) has recently received increased attention. Yet, the question of how to reduce UPFB remains less well understood. From the personal identification perspective, we hypothesize that leader self-sacrificial behavior (LSSB) inhibits employees' UPFB through the mediation of identification with the leader. We further argue that employees' perceived insider status enhances this hypothesized relationship. Our analysis of two-wave data collected from 236 Chinese employees indicated that identification with the leader partially mediated the negative relationship between LSSB and UPFB. Moreover, the effect of LSSB on identification with the leader and the aforementioned mediating relationship were stronger for employees who perceived themselves as insiders than outsiders. These findings provide theoretical implications for research on UPFB and LSSB and offer some suggestions that managers can follow to inhibit UPFB. Limitations and future research directions are also discussed.

Unravelling the relationship between perceived values-congruence with organizational change readiness: A moderated mediation model

Recent studies have demonstrated that organizations often fail to execute organizational changes effectively due to a lack of their employees' organizational change readiness (OCR). However, the absence of employees' OCR is rooted in whether their values align with their organizations. The research aims to clarify when and why employees' perceived values-congruence with their organizations, supervisors, and workgroups (PVC-O, PVC-S, and PVC-G) helps stimulate their organizational change readiness (OCR). Specifically, it Integrates the self-categorization theory and social information processing theory and proposes a moderated mediation model to investigate the roles of perceived insider status (PIS) and the quality of change communication (QCC). This study gathered a valid sample of 252 employees from six Chinese companies at three different time points, and performed the structural equation modeling and multiple regression to test the proposed research model. The results demonstrate that PVC-O, PVC-S, and PVC-G are all positively related to employees' PIS, which further promotes their readiness for organizational change. Additionally, QCC strengthens not only the positive effect of employees' PVC-O and PVC-G (except for PVC-S) on PIS but also the indirect effects of PIS. This study offers valuable implications for practitioners implementing their organizational change practices in China. Moreover, this study can contribute to the organizational change literature by uncovering the underlying mechanism between perceived values-congruence and employees' OCR in the light of the person-environment interaction.

The relationship between organizational commitment and turnover intention among temporary employees in the local government: Mediating role of perceived insider status and moderating role of gender

Purpose

The purpose of this study is to examine the relationships between organizational commitment and turnover intention, and to test the mediating effect of perceived insider status, and moderating effect of gender on that relationship.

Methodology

Data were collected using a questionnaire survey method from 820 temporary employees of government agencies working in China. The data obtained were analyzed according to the moderated mediation.

Findings

As a result of the analysis, it was determined that perceived insider status has a partial mediation effect on the relationship between organizational commitment and turnover intention. Also, the results supported the moderated mediation and showed that the indirect effect of organizational commitment and turnover intention through perceived insider status was weaker for males than females. Then, the theoretical and practical implications of the findings are discussed.

The Double-Edged Sword Effect of Paradoxical Leadership to Organizational Citizenship Behavior

Purpose

Drawing on social exchange theory and attribution theory, this study aims to explore the influencing mechanism of paradoxical leadership on organizational citizenship behavior.

Participants and Methods

According to the research purpose, this study selects enterprises in the manufacturing, financial and high-tech industries in Shandong Province as the research objects, and collects data on the leaders and employees of the human resources departments and marketing departments in the enterprises. Data were collected from 77 leaders and 473 employees in China by a two-wave questionnaire survey. Hierarchical regression analysis and structural equation model approach were employed to test hypotheses.

Results

This study found that perceived insider status and psychological entitlement play mediating roles about paradoxical leadership and organizational citizenship behavior; Collectivism moderates the relationship between paradoxical leadership and perceived insider status, and moderates the positive mediating role played by perceived insider status in the relationship of paradoxical leadership and organizational citizenship behavior; Leader-member exchange differentiation moderates the relationship about paradoxical leadership and psychological entitlement, and moderates negative mediating role played by psychological entitlement in the relationship of paradoxical leadership's and organizational citizenship behavior.

Conclusion

The findings of this study offer guidance for managers to better undermine the negative effects of paradoxical leadership, and improve organizational citizenship behavior.

Innovations

First, this study extends the literature on paradoxical leadership by verifying the double-edged sword effect of paradoxical leadership to organizational citizenship behavior. Second, this study enriches one's understanding of the "black box" underlying the link between paradoxical leadership and its consequences by demonstrating the mediating roles of perceived insider status and psychological entitlement. Third, by verifying the moderating roles of collectivism and leader-member exchange differentiation, this study provides insights into the boundary conditions of the impact of paradoxical leadership.

Proactive Personality and Innovative Work Behavior: Through the Juxtapose of Schumpeter's Theory of Innovation and Broaden-And-Build Theory

This study aimed to unfold the implicit interplay of open innovation (OI) and perceived insider status (PIS) between the relationship of proactive personality (PP) and innovative work behavior (IWB). The phenomenon studied the moderated mediation of OI and PIS through the combined optic of the theory of innovation and the broaden-and-build theory. The nature of this study was post-positivist. The two-step approach of structural equation modeling was implemented. First, quantitative data were collected through an online questionnaire from the employees of IT industries in China. The study sample consisted of 460 responses used for data analysis in SPSS and AMOS version 26. This study was based on mediated moderation, which was statistically similar to Model 15 of the process macro. There were six hypotheses based on the theoretical framework. The result of H6 was rejected, which demonstrated that the conditional direct effect of OI and PIS mediated moderation on PP and IWB. The results comprehensively testified to the theoretical framework.

The Multilevel Study on the Impact of High-Performance Human Resource Practices on Employees' Voice Behavior: A Moderated Mediation Model

Based on the social identity theory, the relationship and influencing mechanism between high-performance human resource practices (HPHRPs) and employees’ voice behavior were explored by constructing a moderated mediation model, and the relationship between the field of human resources and the field of organizational behavior was also established. Through 1,178 paired samples of supervisor-employee survey and multilevel linear model analysis technology, it was found that (1) HPHRPs had a positive impact on employees’ voice behavior; (2) perceived insider status played a mediating role between HPHRPs and voice behavior; (3) voice efficacy played a moderating role between perceived insider status and voice behavior; and (4) voice efficacy played a mediating role in the relationship between “HPHRPs-perceived insider status-voice behavior.”

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

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

Leader Narcissism and Employee Organizational Citizenship Behavior Directed Toward the Leader: Roles of Perceived Insider Status and Need for Self-Esteem

Based on self-concept theory, the present study proposed and empirically tested the impact of leader narcissism on employee organizational citizenship behavior directed toward the leader (OCB-L), highlighting the mediating role of perceived insider status and the moderating role of need for self-esteem in this relationship. Based on an analysis of 161 two-stage matched leader-employee dyads, the hypotheses were tested and the results showed that the leader narcissism had a negative direct effect on employee OCB-L, as well as a negative indirect effect on employee OCB-L via perceived insider status. Furthermore, the need for self-esteem was found to moderate the negative effect of leader narcissism on perceived insider status as well as the mediating effect of perceived insider status between leader narcissism and employee OCB-L. The theoretical and practical implications of our research were discussed. Limitations and directions for future research were also offered.

How Does Organizational Compassion Motivate Employee Innovative Behavior: A Cross-Level Mediation Model

This study aims to explore the mediating mechanisms between organizational compassion and employee innovative behavior by introducing perceived insider status and felt responsibility for constructive change (FRCC) as mediating variables. Drawing on cognitive-affective personality system theory, a cross-level mediation model was established. Data were collected via the online-based questionnaire from 420 employees of 12 enterprises in China. Multilevel path modeling was leveraged to examine hypotheses proposed in this study. The results indicate that FRCC mediates the relationship between organizational compassion and employee innovative behavior. Moreover, perceived insider status and FRCC serially mediate the relationship between organizational compassion and employee innovative behavior. This study has significant theoretical and practical implications as it is the first study to investigate the value of organizational compassion to employee innovative behavior at the workplace.

The influence of team mindfulness on nurses' presenteeism: A cross-sectional study from the perspective of sensemaking

AIM

This study explores the influence of team mindfulness on nurses' presenteeism. The mediation effect of perceived empathic concern and perceived insider status and the moderating effect of organisational formalization are assessed.

BACKGROUND

Nurses are prone to presenteeism. Few studies have explored the influence of the organisational environment on nurses' presenteeism. Studies that consider organisational, work-related and person-related factors on the decision-making process influencing nurses' presenteeism are scarce.

METHODS

Using a cross-sectional survey, data from 396 nurses were gathered from three time points and multiple regression analyses were used to test each hypothesis.

RESULTS

(a) Team mindfulness reduces nurses' presenteeism. (b) Both perceived empathic concern and perceived insider status mediate the relationship between team mindfulness and nurses' presenteeism. (c) Organisational formalization exerts a positive moderating effect on the relationship between team mindfulness and perceived empathic concern.

CONCLUSIONS

Team mindfulness reduces nurses' presenteeism through affective (perceived empathic concern) and cognitive (perceived insider status) sensemaking paths. Organisational formalization is a situational factor to improve the effectiveness of team mindfulness.

IMPLICATIONS FOR NURSING MANAGEMENT

Nurse managers need to devote themselves to cultivating team mindfulness, building an atmosphere to promote perceived empathic concern and perceived insider status, and promoting a formal organisational structure.

Analysis of the Influence of Psychological Contract on Employee Safety Behaviors against COVID-19

This study explored the influencing factors of safety behavior from the perspective of employees, studied the mechanism of the psychological contract on employees' safety behavior in the context of the Chinese epidemic situation, tested the mediating role of job burnout and perceived insider status in the process of work resumption, and provided preventive suggestions for combating the global spread of COVID-19. A questionnaire survey was utilized to collect data and, combined with the necessary protective measures taken for employees in China, was used to modify the mature safety behavior scale. Finally, through the analysis of 402 employees' questionnaires, the hypotheses were verified; that is, in the process of Chinese enterprises returning to work to cope with COVID-19, the psychological contract has a positive role in promoting employees' safety behavior, while job burnout plays a weakened mediating role, and perceived insider status plays a strengthening mediating role. The psychological contract negatively affects job burnout but positively affects perceived insider status. Job burnout negatively affects employees' safety behavior, but perceived insider status positively affects employees' safety behavior. The results show that employees' conscious participation in safety behavior plays an irreplaceable role in the prevention of COVID-19 and safety of work resumption.

How Servant Leadership Motivates Innovative Behavior: A Moderated Mediation Model

Drawing on social identity theory, this study examines the effect of servant leadership on university teachers’ innovative behavior through the self-concept constructs of perceived insider status and organization-based self-esteem, and the moderating effect of leader–member exchange (LMX). This moderated mediation model was tested with two waves of data from 269 university teachers in China. Results reveal that the self-concept constructs mediate the relationship between servant leadership and university teachers’ innovative behavior. Moreover, LMX strengthens the relationship between servant leadership and the self-concept constructs, as well as the indirect effect of servant leadership on university teachers’ innovative behavior through the self-concept constructs. Findings suggest that servant leadership is related to increased innovative behavior due to its positive influence on the self-concept of university teachers and it highlights the importance of developing a favorable supervisor–subordinate relationship.

Employee-Organization Fit and Voluntary Green Behavior: A Cross-Level Model Examining the Role of Perceived Insider Status and Green Organizational Climate

Employee green behavior has received considerable attention in recent years because of its contribution to an organization’s environmental performance. However, little is known about how personal and organizational factors can simultaneously affect employee voluntary green behavior. The present study draws on person-environment fit theory to investigate how and when employee voluntary green behavior can be facilitated by employee-organization fit. Based on a time-lagged survey study of 413 employees from three different manufactures of chemical products, the present study discovers a positive relationship between employee-organization fit and employee voluntary green behavior, and this relationship is mediated by perceived insider status. Moreover, the relationship between perceived insider status and voluntary green behavior is strengthened when employees perceive a green organizational climate. Insights for theory, practice, and future research are also discussed.

Effect of Perceived Negative Workplace Gossip on Employees' Behaviors

Negative workplace gossip generates social undermining and great side effects to employees. But, the damage of negative gossip is mainly aimed at the employee who perceived being targeted. The purpose of this study is to develop a conceptual model in which perceived negative workplace gossip influences employees in-role behavior and organizational citizenship behavior differentially by changing employees’ self-concept (organizational-based self-esteem and perceived insider status). 336 employees from seven Chinese companies were investigated for empirical analysis on proposed hypotheses, and results show that: (1) Perceived negative workplace gossip adversely influences employees’ IRB and OCB. (2) Self-concept (OBSE and PIS) plays a mediating role in the relationship between perceived negative workplace gossip and employees’ behaviors (IRB and OCB). (3) Employees’ hostile attribution bias moderates the relationship between perceived negative workplace gossip and self-concept (OBSE and PIS); and also moderates the mediating effect of self-concept (OBSE and PIS) on the relationship between perceived negative workplace gossip and employees’ behaviors (IRB and OCB). Thus, our findings provide deeper insights into the potential harmful effects of gossip. In addition, we help to explain the underlying mechanism and boundary condition of these effects.