Showing papers in "Journal of Managerial Psychology in 2011"
TL;DR: In this paper, a qualitative study on contract breach using a sense-making perspective was conducted, highlighting the variety of ways employees perceive contract breach and the processual nature of the experience.
Abstract: Purpose – A small number of psychological contract studies have explored the cognitive processes that influence employees' evaluation and reactions to perceived contract breach. The aim of this paper is to extend this reseaerch with a qualitative study on breach using a sense making perspective.Design/methodology/approach – In total, 15 interviews employing critical incident technique to examine employee sense making processes were carried out.Findings – The findings highlight the variety of ways employees perceive contract breach and the processual nature of the experience. Emotions and actions were intertwined in the process of attributing responsibility and finding an explanation for the breach.Research limitations/implications – Contract breach is not necessarily a discrete event and reciprocity is integral to the sense making process. The findings provide a basis for future research that could explore the role of time, contextual factors and various employer representatives as sense‐givers in psychol...
148 citations
TL;DR: In this article, the authors investigated the relationship between authenticity at work and subjective well-being and found that cognitive and behavioral components of authenticity explained a significant proportion of variance in each hedonic and eudemonic wellbeing index.
Abstract: Purpose – The purpose of this paper is to investigate the link between authenticity at work and well‐being. First, the relationship between authenticity at work and hedonic and eudemonic well‐being indexes is assessed. Second, the mediating role of meaning of work in the relationship between authenticity at work and subjective well‐being at work is investigated.Design/methodology/approach – In total, 360 managers from public organizations completed self‐reported questionnaires. Multiple hierarchical regressions were used to assess the hypotheses.Findings – Cognitive and behavioral components of authenticity at work explained a significant proportion of variance in each hedonic and eudemonic well‐being indexes. Authenticity is positively associated with well‐being at work. Moreover, meaning of work is a partial mediator of the relationship between authenticity and subjective well‐being at work.Practical implications – The results suggest that meaning of work is a mechanism in the relationship between authe...
138 citations
TL;DR: In this article, the authors examined the relationship between socialization tactics and newcomer engagement and the mediating role of person-job and person-organization fit perceptions, emotions, and self-efficacy.
Abstract: Purpose – The purpose of this study is to examine the relationship between socialization tactics and newcomer engagement and the mediating role of person‐job (PJ) and person‐organization (PO) fit perceptions, emotions, and self‐efficacy.Design/methodology/approach – A survey was completed by 140 co‐op university students at the end of their work term.Findings – Institutionalized socialization tactics were positively related to PJ and PO fit perceptions, emotions and self‐efficacy, but not newcomer engagement. Socialization tactics were indirectly related to newcomer engagement through PJ fit perceptions, emotions, and self‐efficacy.Research limitations/implications – Socialization tactics might be too broad and general to predict newcomer engagement. Future research should measure more specific socialization practices and job resources.Practical implications – Organizations that want to engage new hires should use social socialization tactics to create positive emotions, develop higher PJ fit perceptions,...
111 citations
TL;DR: In this article, a cross-sectional survey of 803 employees from three organizations located in Norway was conducted to test the relationship between performance appraisal reactions and employee outcomes in terms of affective organizational commitment and work performance.
Abstract: Purpose – The purpose of this paper is to test the relationship between performance appraisal (PA) reactions and employee outcomes in terms of affective organizational commitment and work performance.Design/methodology/approach – The paper presents the results of a cross‐sectional survey of 803 employees from three organizations located in Norway. The survey was conducted in 2005.Findings – The findings reveal that perceived helpfulness of PA was directly related to affective commitment. The relationship between perceived helpfulness of PA and work performance was significant only for employees reporting high levels of perceived regular feedback.Research limitations/implications – The two most important limitations, which are discussed in more detail at the end of the paper, are the cross‐sectional nature of the study and the reliance on self‐reported questionnaire data.Practical implications – The positive relationship between PA reactions and affective organizational commitment highlights the importance...
100 citations
TL;DR: In this article, the authors compared the relative importance or effects of individual equity, external equity, internal equity, procedural justice, and informational justice on pay level satisfaction and found that individual equity was the most important factor on pay-level satisfaction.
Abstract: Purpose – The purpose of this paper is to compare the relative importance or effects of individual equity, external equity, internal equity, procedural justice, and informational justice on pay level satisfaction.Design/methodology/approach – The paper uses a policy‐capturing methodology to determine the importance of the five factors and considers both group analyses and individual analyses of the data.Findings – Of the three types of equity, individual equity was the most important factor on pay level satisfaction. External equity and the three other factors were important for many individuals, and this was shown through the individual analyses.Research limitations/implications – The number of scenarios given to each participant was limited due to possible fatigue.Practical implications – The findings will help managers make judgments on how to respond to conflicts between internal alignment and external market conditions. Knowledge of which factors are most important will help managers create more effe...
88 citations
TL;DR: In this article, the authors assess the generalizability of the Integrative Model of organizational trust to the development of workplace trust in upward, downward, and lateral relationships and examine the relative importance of ability, benevolence, and integrity in predicting trust in supervisor, subordinate, and peer.
Abstract: Purpose – The purpose of this paper is first, to assess the generalizability of the Integrative Model of organizational trust to the development of workplace trust in upward, downward, and lateral relationships. Second, it examines the relative importance of ability, benevolence, and integrity in predicting trust in supervisor, subordinate, and peer. Design/methodology/approach – Human resource professionals (n=187) from two sources (a human resource professionals’ organization and a large Canadian corporation) responded to an online survey.Findings – The results indicate that the integrative model of organizational trust was applicable to trust in supervisor, subordinate, and peer. The results also suggest that the relative importance of ability, benevolence, and integrity in predicting trust differed according to the trustor‐trustee dyad.Research limitations/implications – A potential limitation of this study is that data regarding trust in each of the three referents (supervisor, subordinate, and peer)...
86 citations
TL;DR: In this article, the assumed direct and indirect effects of psychological contract breach (breach) on supervisor-rated employee behaviors of in-role performance, organizational citizenship behavior (OCB) directed at an individual (OCBI), and OCB directed at the organization (OCBO) were investigated with psychological contract violation (violation) as a mediator of these relations.
Abstract: Purpose – This study aims to investigate the assumed direct and indirect effects of psychological contract breach (breach) on supervisor‐rated employee behaviors of in‐role performance, organizational citizenship behavior (OCB) directed at an individual (OCBI), and OCB directed at the organization (OCBO). The assumed indirect effects are to be investigated with psychological contract violation (violation) as a mediator of these relations. In addition, perceived organizational support (perceived support) is to be examined as a moderator of the same relations.Design/methodology/approach – A survey was administered to 1,013 employees working in the USA and hypotheses were tested with structural equation modeling.Findings – The results indicate that: breach is negatively related to supervisor‐rated in‐role behavior, OCBI, and OCBO; breach is positively related to violation and that violation in turn is negatively related to supervisor‐rated in‐role behavior, OCBI, and OCBO; and perceived support can strengthe...
85 citations
TL;DR: In this paper, the authors used structural equation modeling to analyze the longitudinal data collected from 174 individuals at three points in time and found that proactive personality is believed to relate to greater interpersonal helping and lower turnover intentions.
Abstract: Purpose – Proactive personality is believed to relate to greater interpersonal helping and lower turnover intentions. Accrued social capital should play a mediating role in this relationship. This paper seeks to address these issues.Design/methodology/approach – The authors used structural equation modeling to analyze the longitudinal data collected from 174 individuals at three points in time. Two dimensions of social capital, i.e. the resource dimension as indicated by information exchange and the relational dimension as indicated by trust relationships were specified.Findings – After controlling for the Big Five personality dispositions, information exchange and then trust relationships sequentially mediated the relationship of proactive personality with helping and turnover intentions.Research limitations/implications – The research highlights the importance of understanding proactive personality through the social capital perspective. Multiple source data collection method is recommended for further ...
84 citations
TL;DR: In this article, the authors identify longitudinal associations between job demands, job resources and experience of meaning at work, using data from a longitudinal survey study among 6,299 employees in Danish eldercare who were divided into 301 work groups.
Abstract: Purpose – This paper aims to identify longitudinal associations between job demands, job resources and experience of meaning at work.Design/methodolgy/approach – Using data from a longitudinal survey study among 6,299 employees in Danish eldercare who were divided into 301 work‐groups, experience of meaning at work was predicted from a series of job demands and job resources measured at individual level and group level.Findings – A combination of individual‐level and group‐level measures of job demands and job resources contributed to predicting meaning at work. Meaning at work at follow‐up was predicted by meaning at work at baseline, role ambiguity, quality of leadership, and influence at work at individual level and emotional demands at group level. Individual‐level measures of job demands and job resources proved stronger predictors of meaning at work than group‐level measures.Research limitations/implications – Psychosocial job demands and job resources predict experience of meaning at work.Practical...
74 citations
TL;DR: In this paper, the associations of different forms of justice perceptions on attitudinal reactions to four components of compensation: pay level, pay raises, benefits, and structure and administration were investigated.
Abstract: Purpose – The purpose of this paper is to integrate two streams of research and investigate the associations of different forms of justice perceptions on attitudinal reactions to four components of compensation: pay level, pay raises, benefits, and structure and administration In doing so, it responds to calls for more primary studies linking interactional justice perceptions to pay satisfaction.Design/methodology/approach – In total, 151 technology professionals employed at an international consulting company were surveyed to investigate hypotheses. Structural equation modeling was used to test the model.Findings – As hypothesized, distributive justice was related to satisfaction with pay level, procedural justice to satisfaction with benefits, raises and pay structure and administration, and informational justice to pay level and structure and administration.Research limitations/implications – The primary limitations of this research are the cross‐sectional research design and a single source of survey ...
70 citations
TL;DR: In this paper, the authors examined the relationships between affective commitment and organizational citizenship behaviors (OCBs) across four foci: organizations, supervisors, coworkers, and customers, and found that commitments to coworkers, customers and supervisors displayed positive relationships with OCBs directed at parallel foci.
Abstract: Purpose – This paper seeks to examine the relationships between affective commitment and organizational citizenship behaviors (OCBs) across four foci: organizations, supervisors, coworkers, and customers. Further, it aims to determine whether relationships among commitments and OCBs involve mediated linkages.Design/methodology/approach – This study relies on matched employee‐supervisor data (n=216). The relative fit of different models representing relationships among commitments and OCBs was examined using structural equations modeling.Findings – Results revealed that commitments to coworkers, customers and supervisors displayed positive relationships with OCBs directed at parallel foci. In addition, commitment to the global organization partially and negatively mediated the relationship of commitments to coworkers and customers to parallel OCBs dimensions. Results also revealed cross‐foci relationships between local commitments and OCBs. Finally, no commitment target was significantly associated with or...
TL;DR: In this paper, the authors investigate whether organizational image mediates the relationship between web site attributes and organizational attraction and moderate the relationships between person-job fit and the organizational attraction, finding that individuals with below average P-J fit were more attracted to organizations having a favorable image than an unfavorable image.
Abstract: Purpose – This study aims to investigate whether organizational image: mediates the relationship between web site attributes and organizational attraction and moderates the relationship between person‐job (P‐J) fit and organizational attraction.Design/methodology/approach – A total of 320 observations were collected from 80 senior‐level undergraduates, each half navigating a different set of four actual organizational web sites.Findings – Organizational image was found to fully mediate the relationship between a web site's aesthetic features and organizational attraction; and moderate the relationship between P‐J fit perceptions and organizational attraction such that the change in organizational attraction was more sensitive to perceptions of P‐J fit when organizational image perceptions were more unfavorable rather than favorable. In addition, intercept differences revealed that individuals with below average P‐J fit were more attracted to organizations having a favorable image than an unfavorable image...
TL;DR: In this paper, the authors explored why some teams realize performance gains and others do not, and proposed team identification as an explanatory mechanism of performance, and empirically provided evidence that team identification is linked to team performance across three settings.
Abstract: Purpose – This study seeks to explore why some teams realize performance gains and others do not. Team identification is proposed as an explanatory mechanism of performance.Design/methodology/approach – Data from two longitudinal studies with 42 teams (270 individuals) are examined using regression analysis. Study 1 relies on student teams, while Study 2 is based on two field samples of actual working teams. In both studies, team identification was captured prior to the objective performance measures.Findings – This study empirically provides evidence that team identification is linked to team performance across three settings.Research limitations/implications – Although the sample size is relatively small within each study, the implications are that team process variables such as identification matter when gauging performance across all three settings.Practical implications – It is critical that team‐oriented processes, such as identification, are promoted if managers hope to see performance gains within...
TL;DR: In this article, the authors examined the relationship between domain-based life satisfaction (LS) and subjective well-being (SWB) as well as the role of spiritual wellbeing as a moderator.
Abstract: Purpose – This study examines the relationship between domain‐based life satisfaction (LS) and subjective well‐being (SWB) as well as the role of spiritual well‐being as a moderator. Domains of LS include family cohesion, social connectedness, career success, and self‐esteem.Design/methodology/approach – A survey was completed by 145 full‐time Hong Kong Chinese employees working in a variety of jobs and organizations.Findings – Multiple regression analyses show that career success, social connectedness, and self‐esteem are associated with both psychological and physical well‐being. Spiritual well‐being moderated the relationship between career success and psychological well‐being. The relationship is stronger for low than for high spirituality.Research limitations/implications – All data were self‐reported and collected at one point in time. Thus, common method variance may be an issue and causal inferences are not warranted.Practical implications – Domain‐specific LS and spiritual well‐being appear to be...
TL;DR: The Model of Social Support within Teams (MSST) as mentioned in this paper is a theoretical model that specifies the psychological mechanisms by which affective and task-related support from colleagues evoke process gains in teams compared with individual work.
Abstract: Purpose – Social support from fellow team members has been neglected as a unique source of process gains in teams. This paper seeks to introduce the Model of Social Support within Teams (MSST) that explicates testable hypotheses on effects of team partners' affective and task‐related support on team performance.Design/methodology/approach – A theoretical model is proposed that specifies the psychological mechanisms by which affective and task‐related support from fellow team members evoke process gains in teams compared with individual work. Moreover, moderators and potential limits of these beneficial effects are described. The model integrates results from experimental research on behaviour in small groups with findings from field studies on organisational citizenship behaviour, team cognition, and efficacy beliefs at the individual and team level.Findings – It is predicted that affective support predominantly increases individual members' motivation, while task‐related support predominantly improves co...
TL;DR: In this paper, the authors test the relationship of cognitive hardiness to job satisfaction, performance and intention to turnover via two alternative models, with a sequential and simultaneous structure for appraisal and coping processes.
Abstract: Purpose – This paper aims to test the relationship of the personality variable of cognitive hardiness to job satisfaction, performance and intention to turnover. These relationships are to be tested via two alternative models, with a sequential and simultaneous structure for appraisal and coping processes.Design/methodology/approach – Employees (n=297) from a range of large New Zealand organisations completed a questionnaire on hardiness, appraisal, coping and affect.Findings – Bivariate correlations revealed significant positive relationships between hardiness and job satisfaction, hardiness and performance, and a significant negative relationship with intention to turnover. Structural equation modelling revealed that the direct positive relationship between hardiness and job satisfaction was the strongest path. The simultaneous model provided best fit to the data, revealing a positive path from hardiness through challenge appraisals to positive affect, and a negative path through threat appraisal and em...
TL;DR: For instance, this article found that the profile of a professional who prefers intuition-based hiring is one who is an experiential thinker (i.e., tends to make everyday decisions based on feelings), is less experienced, works for a smaller organization, and does not possess advanced professional certification.
Abstract: Purpose – Many human resource professionals erroneously believe that they can hire the best employees without the assistance of decision aids. The purpose of this study is to examine personal and situational characteristics that may relate to preference for intuition‐based approaches to hiring employees.Design/methodology/approach – A representative sample of 206 managers and directors of human resources management was asked to complete an online questionnaire addressing psychological constructs and career information.Findings – The authors found that the profile of a professional who prefers intuition‐based hiring is one who is an experiential thinker (i.e. tends to make everyday decisions based on feelings), is less experienced, works for a smaller organization, and does not possess advanced professional certification. Hiring context (i.e. selecting hourly versus salaried employees) did not influence preferences for intuition‐based hiring.Research limitations/implications – Elements of the study are cro...
TL;DR: In this article, the authors examined how managerial trustworthiness and social exchange with the organization integrate with perceived organizational support to relate to supervisor-rated job performance and self-report organizational commitment.
Abstract: Purpose – The purpose of this paper is to examine how managerial trustworthiness and social exchange with the organization integrate with perceived organizational support to relate to supervisor‐rated job performance and self‐report organizational commitment.Design/methodology/approach – A sample of 119 full‐time employees from a variety of occupations at a single organization completed surveys. Their supervisor rated job performance.Findings – This paper finds that managerial trustworthiness was positively related to job performance and organizational commitment via POS and social exchange with the organization; and that POS was related to organizational commitment through social exchange with the organization.Research limitations/implications – Limitations include cross‐sectional data from a single organization. Strengths include non self‐report ratings of job performance. Future research should consider experimental and longitudinal designs to capture causality.Practical implications – Organizations ma...
TL;DR: In this article, a review of research on process gains in teams is provided, followed by an outlook on current and future trends in this field, and a brief history of research in this area is provided.
Abstract: Purpose – Whereas motivation and coordination losses in teams have been investigated for quite some time, systematic research on performance gains in teams (often called “synergetic effects”) only emerged recently. The purpose of the present paper is to clarify the concept of process gains (or synergy) in teams, and to introduce recent findings from basic psychology that can be very valuable for the management of high performing teams.Design/methodology/approach – Based on the definition of synergy as process gain during teamwork compared with a clear baseline (team potential), this review develops specific requirements for the empirical demonstration of synergetic effects in teams. Moreover, a brief history of research on process gains in teams is provided, followed by an outlook on current and future trends in this field.Findings – Although this research is still in its pioneering days, various triggers of process gains in teams have been already derived theoretically and/or demonstrated empirically, am...
TL;DR: In this paper, the authors developed a conceptual model that discerns when and how extra role behaviors result in positive versus negative outcomes for individuals and organizations, using role identity theory as the theoretical lens to develop the model of extra role behaviours, distinguishing between OCBs and contextual performance behaviors.
Abstract: Purpose – The purpose of this paper is to develop a conceptual model that discerns when and how extra role behaviors result in positive versus negative outcomes for individuals and organizations. The focus is on how employees' citizenship identities shape extra‐role behaviors which include both organizational citizenship behaviors (OCBs) and contextual performance behaviors (CPBs).Design/methodology/approach – The paper uses role identity theory as the theoretical lens to develop the model of extra‐role behaviors, distinguishing between OCBs and CPBs.Findings – While extra‐role behaviors are generally associated with positive organizational functioning, these behaviors also have been linked to negative individual outcomes, such as work‐family conflict, role overload, and reduced task performance. Based on previous research and theory, a conceptual model is developed that explains when extra‐role behaviors will occur, when and why these behaviors will be internalized as an identity, and how identities affe...
TL;DR: In this paper, the authors investigated whether and how climate strength and quality are related to employee commitment above and beyond individual climate perceptions, and found that climate quality was related to commitment.
Abstract: Purpose – The purpose of this paper is to investigate whether and how climate strength and quality are related to employee commitment above and beyond individual climate perceptions.Design/methodology/approach – Data were collected from 48 work units in organizations from different branches of industry. A total of 419 employees completed a questionnaire.Findings – Climate quality was related to commitment above and beyond individual climate perceptions. However, this concerned the climate dimensions of cooperation and innovation, but not reward. Climate strength moderated the relationship between individual cooperation and innovation perceptions, and commitment.Research limitations/implications – This study emphasizes the importance of group‐level perceptions as related to employee commitment. Because of the cross‐sectional design, conclusions about the causal order of the variables cannot be drawn.Practical implications – If organizations want to increase employees' commitment they should put the more sk...
TL;DR: In this article, the authors brought the political perspective to gender differences in promotion decisions, such as the degree to which gender role congruent and counterstereotypical influence behavior is related to liking as moderated by political skill.
Abstract: Purpose – The current paper seeks to bring the political perspective to gender differences in promotion decisions, a phenomenon with great longevity in research and practice. Specifically, the degree to which gender role‐congruent and counterstereotypical influence behavior is related to liking as moderated by political skill.Design/methodology/approach – Using a sample of n=136, these hypotheses were tested in retail organizations in the Northeast and Southwest.Findings – Political skill significantly moderates the relationship between ingratiation and liking, such that use of ingratiation was positively related to liking when women were high in political skill. However, the relationship between assertiveness and liking was unchanged by political skill level and was unrelated to liking. Liking was consistently found to be positively related to promotability ratings.Research limitations/implications – Questionnaire data collection is used exclusively; however, the subordinate and supervisor data were coll...
TL;DR: This paper explored the relationships between organization-based self-esteem and narcissism, and their correlates, and found that the latter correlates negatively with hostility, while the former correlates positively with hostility.
Abstract: Purpose – This paper seeks to explore the relationships between organization‐based self‐esteem and narcissism, and their correlates. It aims to distinguish the two constructs, as well as to examine the degree to which organization‐based self‐esteem is contaminated by “false self‐esteem” (namely, narcissism).Design/methodology/approach – Participants completed questionnaires containing measures of organization‐based self‐esteem, narcissism, and a variety of motivational, attitudinal, and behavioral consequences. Co‐workers rated the participants' extra‐role and in‐role performance behaviors.Findings – Organization‐based self‐esteem and narcissism appear to be quite distinct constructs. The organization‐based self‐esteem scale is unbiased by variance associated with narcissism. Organization‐based self‐esteem is associated with a variety of positive outcomes. In particular, organization‐based self‐esteem correlates negatively with hostility, while narcissism correlates positively with hostility.Practical imp...
TL;DR: In this article, the authors make a comparative assessment of the relationship between types of pay plans and several workforce-level outcomes in 214 organizations and find a significant and positive relationship between skill-based pay plans, workforce flexibility, attitudes, membership behaviors and productivity.
Abstract: Purpose – The purpose of this paper is to make a comparative assessment of the relationship between types of pay plans and several workforce‐level outcomes in 214 organizations. The plans include pay that is skill‐based, job‐based, and market‐based. The types of workforce‐level outcomes include workforce flexibility, attitudes, membership behaviors, and productivity. The paper also assesses the relationship between the success of pay plans and workforce productivity/membership behaviors.Design/methodology/approach – Survey data from 214 organizations are used to test the hypothesized relationships using hierarchical regression analysis and partial least square techniques.Findings – Results support a significant and positive relationship between skill‐based pay plans, workforce flexibility, and workforce attitudes. Skill‐based pay plans, when compared with market‐based pay plans, are found to positively relate to workforce membership behaviors, and workforce attitudes mediate this relationship. Similarly, ...
TL;DR: In this paper, the authors examine sex and position status differences in the experience of workplace aggression based on the imbalance of power thesis and find that women would report targeting other women, men would report either sex or gender, and supervisors would target a peer or subordinate.
Abstract: Purpose – This study aims to examine sex and position status differences in the experience of workplace aggression Based on the imbalance of power thesis, the aim is to posit that: women would report targeting other women; men would report targeting either sex; supervisors would report targeting a peer or subordinate; victims would report that a supervisor more often uses indirect forms of aggression; a peer more often uses direct forms of aggression; and; after controlling for position status, men would report using direct forms of aggression more often than women who, in turn, would report using indirect forms of bullying more often than menDesign/methodology/approach – A sample of 180 Canadian supervisory and non‐supervisory workers from several industries completed a questionnaire that included measures of aggressive actsFindings – Most men reported being targeted by another man, and most women reported being targeted by another woman Similarly, most men reported that they targeted another man, an
TL;DR: In this article, the effects of different monetary team-based reward strategies on performance, pay satisfaction, and communication behavior in computer-mediated groups were compared in a laboratory experiment with 32 groups of undergraduate students.
Abstract: Purpose – The purpose of this paper is to compare effects of different monetary team‐based reward strategies on performance, pay satisfaction, and communication behavior in computer‐mediated groups.Design/methodology/approach – In a laboratory experiment, 32 groups of undergraduate students, each consisting of three individuals, interacted electronically and performed a consensus‐reaching task. Team‐based incentives were distributed either equally (each team member received an equal share) or equitably (each team member's share depended on her/his individual contribution). A control group received no team‐based (or other) incentives.Findings – Hierarchical multilevel analyses revealed that both types of team‐based rewards increased team members' motivation and pay satisfaction compared to the control condition. Moreover, the effects of team‐based rewards on performance were moderated by group members' assertiveness. In addition, team‐based rewards lead to more cooperative and task‐oriented communication i...
TL;DR: For instance, this article explored the effect of co-worker friendship and performance norms on the Kohler motivation gain effect. But, they found that inferiorability coactors showed a significant motivation gain (attributable to social comparison processes) and this gain was not moderated by either friendship or performance norms.
Abstract: Purpose – The purpose of this paper is to report on new research that explores the effect of co‐worker friendship and performance norms on the Kohler motivation gain effect.Design/methodology/approach – Females worked at a motor persistence task with either a more capable coactor or with a more capable team‐mate (where the group's task had conjunctive task demands; i.e. the performance of the weaker team‐mate defined the group's score). The co‐workers (coactors or team‐mates) were either friends or strangers. Participants were also led to believe that their co‐workers and peers endorsed social norms prescribing either high or low level of effort at the task.Findings – Compared to comparable individual control workers, the inferior‐ability coactors showed a significant motivation gain (attributable to social‐comparison processes); this gain was not moderated by either friendship or performance norms. Inferior‐ability members of the collaborative teams worked significantly harder than the coactors (attribut...
TL;DR: In this article, a model of the managerial promotion process using longitudinal data from multiple sources (employees, their immediate supervisors, their personnel files, and task forces charged with succession planning) is presented.
Abstract: Purpose – The purpose of this paper is to introduce and test a model of the managerial promotion process.Design/methodology/approach – Utilizing longitudinal data from multiple sources (i.e. employees, their immediate supervisors, their personnel files, and task forces charged with succession planning), the study reported examined a model of the promotion process involving district managers being considered for advancement to the position of regional manager in a large organization.Findings – Results support a model in which a district manager's past performance, current job tenure, and prior job tenure predict the manager's promotability rating which, in turn, predicts whether or not the manager is promoted.Research limitations/implications – Given that data were used for actual employment decisions by an organization, reliance on single‐item measures was necessary.Practical implications – Several issues that employers should be evaluating (e.g. adverse impact, whether promotability ratings are valid pre...
TL;DR: In this article, the authors investigated experts' relative importance in team performance and found that both experts in task functions and experts in team functions positively predicted team performance over and above the team's average expertise level.
Abstract: Purpose – This study seeks to extend previous research on experts with mainly ad‐hoc groups from laboratory research to a field setting. Specifically, this study aims to investigate experts' relative importance in team performance. Expertise is differentiated into two categories (task functions and team functions) and the paper aims to investigate whether experts in task and team functions predict team performance over and above the team's average expertise level.Design/methodology/approach – Longitudinal, multi‐source data from 96 professional software design engineers were used by means of hierarchical regression analyses.Findings – The results show that both expert members in task functions (i.e. behavior that aids directly in the completion of work‐related activities) and the experts in team functions (i.e. facilitation of interpersonal interaction necessary to work together as a team) positively predicted team performance 12 months later over and above the team's average expertise level.Research limi...
TL;DR: In this paper, the authors examined the relation of reciprocity to organizational commitment and the employment exchange relationship between China and the USA, and investigated cross-cultural differences on this relation between the USA and China.
Abstract: Purpose – The goal of this paper is to examine the relation of reciprocity to organizational commitment and the employment exchange relationship. In addition, it aims to investigate cross‐cultural differences on this relation between China and the USA.Design/methodology/approach – Data were collected from a sample of Chinese employees working on their MBAs (n=321), a sample of employed MBA students in the USA (n=199), and a sample of employed undergraduates from the USA (n=348). Hierarchical moderated regression analyses were used to explore the interactive effects of the three dimensions of reciprocity on organizational commitment and the employment exchange relationship.Findings – The three dimensions of reciprocity were related to organizational commitment and the employment exchange relationship in all three samples. Nonetheless, in the US samples these dimensions reflected an additive model and in the Chinese sample the dimensions interacted, supporting the notion that Chinese perceive their employme...