Subrahmaniam Tangirala

Bio: Subrahmaniam Tangirala is an academic researcher from University of Maryland, College Park. The author has contributed to research in topics: Employee voice & Proactivity. The author has an hindex of 19, co-authored 28 publications receiving 2417 citations. Previous affiliations of Subrahmaniam Tangirala include Purdue University & Florida International University.

Employee silence on critical work issues: the cross level effects of procedural justice climate

Abstract: This study examined the cross-level effects of procedural justice climate on employee silence—that is, the intentional withholding of critical work-related information by employees from their workgroup members. In a survey-based study of 606 nurses nested within 30 workgroups, we found that procedural justice climate moderated the effects of individual-level antecedents of employee silence. Specifically, when procedural justice climate was higher, the effects of antecedents that inhibit employee silence (e.g., workgroup identification, professional commitment) were stronger. Implications for research and practice are discussed.

Exploring Nonlinearity In Employee Voice: The Effects of Personal Control and Organizational Identification

Abstract: We investigated the relationship between personal control–employees' perceptions of autonomy and impact at work–and voice–employees' expression of challenging but constructive work-related opinions...

When Does Cross-Cultural Motivation Enhance Expatriate Effectiveness? A Multilevel Investigation of the Moderating Roles of Subsidiary Support and Cultural Distance

Abstract: Departing from the emphasis on individual-level stress processes in prior expatriate research, we develop a multilevel model of expatriate “cross-cultural motivation and effectiveness” (motivation and effectiveness pertaining to cross-cultural contexts) that incorporates the influences of foreign subsidiary–level attributes. Analyses of multisource and multilevel data collected from 556 expatriates in 31 foreign subsidiaries indicated that expatriate cross-cultural motivation was more positively related to work adjustment—and that work adjustment was more likely to mediate the positive relationship between cross-cultural motivation and job performance—when expatriates were assigned to foreign subsidiaries characterized by lower levels of subsidiary support and cultural distance.

Information privacy in organizations: empowering creative and extrarole performance.

Abstract: This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior (OCB). Results from 2 studies (Study 1: single organization, N=310; Study 2: multiple organizations, N=303) confirm that information privacy entails judgments of information gathering control, information handling control, and legitimacy. Moreover, a model linking information privacy to empowerment and empowerment to creative performance and OCBs was supported. Findings are discussed in light of organizational attempts to control employees through the gathering and handling of their personal information.

Ask and you shall hear (but not always): examining the relationship between manager consultation and employee voice

Abstract: The literature on employees’ voice is characterized by 2 influential perspectives on its antecedents—1 that focuses on the importance of managerial behaviors and the other that emphasizes the role of employees’ internal motivational states. In this study, we integrate these perspectives and examine the proposition that (a key managerial behavior) consultation—that is, the extent to which the manager is seen to solicit and listen to suggestions on work issues from the employees, enhances employees’ upward voice by increasing their perceived influence at work (an important motivational state). Using multisource survey data from 640 nurses and their managers, we found that managers’ consultation was positively related to employees’ upward voice, with employees’ perceived influence acting as the mediator. We further delineate key moderators of this mediated relationship and discuss implications for theory and practice.

Power, approach, and inhibition. Власть, напористость и подавленность

Abstract: Статья посвящена вопросам влияния власти на поведение человека. Авторы рассматривают данные различных источников, в которых увеличение власти связывается с напористостью, а ее уменьшение - с подавленностью. Конкретно, власть ассоциируется с: а) позитивным аффектом; б) вниманием к вознаграждению и к свойствам других, удовлетворяющим личные цели; в) автоматической переработкой информации и резкими суждениями; г) расторможенным социальным поведением. Уменьшение власти, напротив, ассоциируется с: а) негативным аффектом; б) вниманием к угрозам и наказаниям, к интересам других и к тем характеристикам я, которые отвечают целям других; в) контролируемой переработкой информации и совещательным типом рассуждений; г) подавленным социальным поведением. Обсуждаются также последствия этих паттернов поведения, связанных с властью, и потенциальные модераторы.