The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment

The author proposes the idea that conflict with superiors has a barrier effect in the positive relationship between employee empowerment and organizational commitment. Superiors with higher authority rankings set and pursue organizational goals and values to which employees with lower authority rankings are expected to become committed. Conflicts with those superiors may hinder empowered employees to develop or maintain high levels of organizational commitment. A questionnaire survey among 91 secondary school teachers in The Netherlands provides empirical support for this suggestion. The moderator effect of conflict with superiors that was proposed and found in this study suggests that psychological empowerment in the workplace interacts with other employee experiences in its effects on an employee's commitment to the organization.     

The mediating effect of organizational commitment and employee empowerment: how transformational leadership impacts employee knowledge sharing intention

This study examined the underlying process through which transformational leaders provide an influence on employees’ knowledge sharing intention by concentrating on mediating roles of psychological empowerment and employees’ commitment to organizations. The direct and indirect impacts of transformational leadership on knowledge sharing were explored. In order to test the proposed hypotheses, structural equation modelling analysis was conducted with a sample of 426 full-time employees in South Korea. The results of this study showed a significant direct effect of transformational leadership on psychological empowerment and organizational commitment, which in turn had a significant influence on employees’ knowledge sharing intention. Transformational leadership had only an indirect effect on knowledge sharing intention among employees. These results bring out the importance of mediating roles of employee’s attitudes, especially organizational commitment, for promoting knowledge sharing intention among employees.     

Psychological empowerment and organizational commitment: the moderating effect of organizational learning culture

This paper examines the influence of psychological empowerment on organizational commitment and the moderating effect of organizational learning culture on the relationship. The results suggest that psychological empowerment, organizational learning culture, and demographic variables had a significant impact on organizational commitment for employees in the public sector of Korea. Employees showed higher organizational commitment when they perceived high psychological empowerment and a high organizational learning culture. In addition, the moderating effect of organizational learning culture on the relationship between psychological empowerment and organizational commitment was found to be significant. Among the demographic variables, only educational level turned out to be significant. Finally, implications, limitations and research recommendations are discussed.     

Exploring the effect of national cultures on organizational commitment of bicultural employees

Many organizations today operate globally and employ a significant number of bicultural employees. Consequently, it is extremely important to conduct research that furthers our understanding of bicultural employees in an organizational context. In addition, research that furthers our understanding of an employee attitude such as the organizational commitment of bicultural employees will have practical significance for organizations seeking to maximize employee commitment. This paper presents two profiles of biculturals based on predominant identification to individualist or collectivist national cultures and offers rationale to support the premise that organizational commitment will differ between collectivist and individualist biculturals. Exploring the national cultural dimensions of organizational commitment of bicultural employees as conceptualized in this paper provides human resource development (HRD) an excellent opportunity to research these two constructs that significantly impact organizational outcomes.     

The interactive effect of leader–member exchange and electronic communication on employee psychological empowerment and work outcomes

We advance understanding of the role that leaders play in promoting psychological empowerment and positive work outcomes (job satisfaction, organizational commitment and job performance) for employees who engage in a high degree of electronic communication in their job. By integrating leader–member exchange (LMX) theory and theories of electronic communication, we build and test a mediated moderation model in which employees’ degree of electronic communication in their job amplifies the positive relationship that LMX has to psychological empowerment and subsequent employee work outcomes. Based on a sample of 353 early-career professionals employed in a range of different types of organizations, we found general support for the hypothesized model. We discuss the study’s theoretical and practical implications for leading employees in electronically-enabled work environments.     

Supervisor commitment to employees: Does agreement among supervisors' and employees' perceptions matter?

Using 322 matched employee–supervisor dyads, we investigate how level and direction of employee–supervisor (dis)agreement on supervisor's affective commitment to the employee relate to organizational commitment, emotional exhaustion, leader–member exchange, and job performance. Results from polynomial regression and response surface analyses indicate that level of employee–supervisor agreement matters: the most beneficial outcomes appear when supervisors and employees agree that the supervisor is highly committed to the employee whereas the least favorable outcomes appear when dyads' members agree that the supervisor has low commitment to the employee. Direction of employee–supervisor disagreement is also important as employee overestimation of supervisor commitment is associated with more favorable outcomes than employee underestimation. However, for two of the outcomes (organizational commitment and emotional exhaustion), the effect of employee–supervisor disagreement was attributable to a main effect of employee perceptions of supervisor commitment. We discuss the implications of these findings for the understanding of employee–supervisor relationships.     

员工积极组织行为影响因素的实证研究:工作-家庭冲突的中介作用

本研究对505名员工及他们的124名直接主管按照4∶1的比例做了配对调查并对调查结果进行多层数据分析,考察工作压力、工作匹配度、工作-家庭冲突对员工积极组织行为的影响,分析了工作-家庭冲突的中介作用以及员工外倾性人格特质的调节作用。结果发现,工作-家庭冲突对员工的积极组织行为产生显著的负向影响;工作-家庭冲突在工作匹配、工作压力与员工积极组织行为的关系中起到中介作用;员工外倾性人格特质对工作-家庭冲突与员工积极组织行为之间的关系有调节作用,即外倾性人格特质能够降低工作-家庭冲突的负面影响,减弱其对员工积极组织行为的不利影响。     

员工个人特性对组织承诺与离职意愿的影响研究

本论文运用组织行为学的理论,在大量的问卷调查基础上,通过对我国员工的组织承诺和离职意愿的实证分析,揭示了员工的性别、年龄、学历、婚姻状况、户口等人口学特征变量和职位、连续工龄、离职次数、晋升概率、晋升次数等职务相关变量对员工的组织承诺有显著影响。同时,指出员工的组织承诺对离职意愿有显著影响。研究结果对提高员工的组织承诺以及预防员工离职具有一定的借鉴意义。     

劳动关系氛围和员工工作满意度:组织承诺的调节作用

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查,本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响,以及员工组织承诺在上述关系中的调节作用。研究发现,劳资双赢氛围显著地提升员工的内在和外在满意度,劳资对立氛围显著地降低员工的内在和外在满意度,员工参与氛围仅能显著提升员工的内在工作满意度。同时,员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响,但仅能显著降低劳资对立氛围对内在工作满意度的消极影响,而对员工参与氛围的影响不具有调节作用。此外,研究还发现交易承诺不存在调节效果。     

支持资源作用下的工作-家庭促进:情感倾向的调节作用

基于组织支持理论和资源保存理论,构建了支持资源作用下的工作-家庭促进模型,通过对40家制造业企业员工的问卷调查,采用多元调节回归的方法进行统计分析。研究结果表明,支持资源作用下的工作-家庭促进对员工组织情感承诺、工作满意度和离职意向有显著影响;情感倾向对支持资源作用下的工作-家庭促进与结果变量之间的关系有调节作用。当个体的情感倾向处于积极时,由组织支持资源带来的工作-家庭促进会显著提高员工的工作满意度、组织情感承诺,降低离职意向。     

Giving as Good as They Get? Organization and Employee Expectations of Ethical Business Practice

Corporate malpractice and malfeasance on an unprecedented scale have brought ethical issues to the fore and accentuated demands from activists, governments, and the public for greater corporate social responsibility (CSR). The predominant response of researchers and policymakers has been to focus on the external impact of business operations and the merits of regulation or persuasion in achieving more responsible practice in these areas. In this article, we focus on a less well explored aspect of CSR, namely the evaluation of an organization's CSR activities by its internal stakeholders (i.e., employees). Salient CSR literature is reviewed to differentiate between CSR and ethical business practice (EBP), conceptualizing the latter as the internal manifestation of CSR as represented by an organization's values and vision, strategy and policy, systems and procedures, and people management practices. This article assesses organizational espousal of EBP in three ways: how successfully it is communicated to employees, how closely espousal aligns with employee expectation, and how this evaluation impacts on employee commitment. Our research approach aligns with and extends previous work in this area that identifies the likelihood of a “false consensus bias” by managers in assuming congruence between organization espousal of EBP and employee expectation. A conceptual model is offered to explain possible employee responses to an organization's EBP. This relates organization espousal of EBP to employee assessment of its salience to identify three positions on commitment that employees can adopt—abrogated, continuance, and affective commitment—together with their likely behavioral implications. The analysis generates a series of research questions and related areas of exploration to empirically test the conceptual model.     

Disentangling the effects of organizational controls on innovation

The strategy and innovation literatures argue that organizational competitiveness is contingent upon firms simultaneously pursuing both process and product innovations. A firm’s control system plays a fundamental role in this regard by managing, motivating, and coordinating employees’ behaviors for the development of its innovative capabilities. Research suggests that in order to develop successful innovation, management must use controls that align employees’ interests with those of the organization while simultaneously allowing employee autonomy to encourage creativity. These disparate functions lead to the control–autonomy dilemma. We argue that managers can address this dilemma by recognizing that the effect of controls on innovation outcomes depends, in part, on the controls’ enabling features and the type of commitment they inspire. Our findings show that employee development, which is the focus of input controls, has a direct effect on process innovation-related behaviors while specified goals, the emphasis of output controls, have a direct effect on product innovation-related behaviors. It is only through employees’ perceptions of managerial support that input controls increase product innovation-related behaviors and output controls increase process innovation-related behaviors.     

企业文化的激励功能及其对员工工作满意度影响研究

在文献回顾的基础上,将企业文化分成7个维度,然后研究这些维度对员工的激励作用,并建构相应的理论假设.在研究方法上,对企业员工采取问题调研,通过对所收集的数据进行回归分析,得出企业文化中的尊重员工、授权与奖励公平性3个维度对员工满意度有着显著的积极影响.研究还发现,人员的职级对这种关系有着一定的调节作用,授权维度对普通员工表现出显著性,而对管理人员无显著性;尊重维度对管理人员表现出显著性,而对员工则未表现出显著性.     

Initiating structure leadership and employee behaviors: The role of perceived organizational support,affective commitment and leader–member exchange

The aim of this study was to examine the mediating role of perceived organizational support (POS) and affective organizational commitment (AOC) in the relationship between initiating structure (ISL) and employee behaviors. In addition, we also analyzed the moderator role of leader–member exchange in this relationship along three dimensions (affect, loyalty and professional respect). We conducted a survey-based study of 484 employees of a retail business and the results of the multiple regression analyses indicate that POS and AOC act as mediators in the relationship between ISL and two employee behaviors (extra-role organizational citizenship behaviors and turnover). Further, our results support the moderator effect of professional respect in the positive relationship between ISL and POS. This study makes an interesting contribution to the literature on ISL and its effects by construing POS as a consequence of this leadership style, and by adding professional respect among the possible moderators. Research avenues, limitations, and the practical implications of our findings are discussed.     

The Impact of Multiple Commitments on Intentions to Resign: an Empirical Assessment

A number of authors have recently drawn attention to the need to explore, conceptually and empirically, the relationships between different types of employee commitment and work outcomes. Management, continually grappling with the challenge of organizational effectiveness, is often interested in outcomes such as the individual job-performance levels of employees and absenteeism as well as the number of resignations from the organization. One of these, turnover as measured by intentions to resign, and its relationship with multiple commitments in the organization, is the focus of this study. The first objective was to compare the impact of four constituent-specific commitments (commitment to the organization, job, profession and supervisor), termed 'employee commitment', on intentions to resign. Second, the 'key mediating construct' proposition of organizational commitment suggested by Hunt and Morgan (1994) was empirically evaluated. The empirical results show that the impact of commitment to the profession on intentions to resign is the most influential. In addition, the data suggest that neither the 'one of many' model nor the 'key mediating construct' theory of employee commitment can be described as superior in explaining intentions to resign.     

Examining the effects of trust in leaders: A bases-and-foci approach

Little empirical research has explored the implications of different bases and foci of trust in leadership within the same study. To rectify this substantive void in the trust literature, we conceptualized variants of employee trust in organizational leadership in terms of two bases (cognitive and affective) and two foci (management and supervisor). Using this dual perspective, we examined the effects of trust in leaders on two work-related attitudes (organizational commitment, job satisfaction) and two work-related behaviors (in-role behavior, extra-role behavior). Using data collected from 210 employees and their supervisors, we found that the four variants of trust in organizational leadership were distinguishable, and had differential effects on employee outcomes. Affective trust in supervisor was a significant predictor of in-role and extra-role behaviors. Affective trust in management and affective trust in supervisor explained variance in affective organizational commitment. Cognitive trust in management and affective trust in supervisor explained variance in job satisfaction.     

公仆型领导、员工集体和个人的工作态度对服务质量的影响

作者在13家宾馆和餐馆进行了一次实证研究,探讨饭店管理人员的公仆型领导风格、员工集体和个人的工作态度对员工的服务质量的影响。多层次线性模型分析结果表明,部门的公仆型领导氛围会直接影响员工集体的工作满意感,并通过集体情感性归属感,间接影响员工的服务质量。部门的公仆型领导氛围会调节员工感知的部门负责人的公仆型领导风格对他们的服务质量的影响;员工集体的情感性归属感会调节员工个人的工作满意感和情感性归属感对服务质量的影响。     

权力距离导向与员工建言:组织地位感知的影响

员工建言对于组织运营和发展的作用是不言而喻的,然而在中国情境下往往事与愿违,员工常常会选择知而不言。采用问卷调查方式收集81名团队领导与其467名下属的配对样本,运用多层线性模型方法,从文化价值观的视角探讨中国情境下不同层级个体的权力距离导向对员工建言的效应以及领导组织地位感知和员工组织地位感知在其中的调节效应。统计分析结果表明,领导权力距离导向和员工权力距离导向对员工建言行为都具有显著的负向预测作用,领导组织地位感知显著调节领导权力距离导向与员工建言间的关系,员工组织地位感知显著调节员工权力距离导向与员工建言间的关系。研究结果有助于理解中国情境下员工建言的影响因素和边界条件,对于改变这种现状、实现组织的有效管理具有重要的现实意义。     

The relationship between safety–production conflict and employee safety outcomes: Testing the impact of multiple organizational climates

Safety research is understandably dominated by studies examining the impact of organizational safety climate. Yet, other climates (e.g. service climate; productivity climate) that may also influence safety-related outcomes are rarely concurrently studied. Consequently, questions regarding how different organizational climates simultaneously affect employee safety attitudes and behaviours largely remain unanswered. Multilevel data collected from public transit employees indicated that safety–production conflict (SPC) was negatively related to accident-reporting attitudes and behavioural safety compliance. As expected, among employees in workgroups exhibiting a positive safety climate, the negative effect of SPC on behavioural safety compliance was attenuated. Moreover, a positive customer service climate reduced the negative effects of SPC on reporting attitudes; on the other hand, this relationship was exacerbated among workgroups with a high-productivity climate (i.e. those emphasizing on-time performance). The need for considering multiple aspects of an organizational climate is discussed in light of these results.     

Do leaders reap what they sow? Leader and employee outcomes of leader organizational cynicism about change

Despite increased attention given to the attitude of organizational cynicism, few studies have examined the impact of leader cynicism in organizations. The present study sought to investigate relationships between leader cynicism about organizational change (CAOC) and outcomes relevant to both the leader (performance and organizational citizenship behavior ratings) and his/her employees (employee organizational commitment and CAOC). Using data from 106 manufacturing managers, leader CAOC was found to negatively influence both leader and employee outcomes. Of particular importance, transformational leader behavior was found to fully mediate these relationships and thus served as an important explanatory mechanism. A discussion concerning the potential consequences of these findings for organizations is provided.