Abusive supervisory reactions to coworker relationship conflict

This study extends research on abusive supervision by exploring how supervisor reports of conflict with their coworkers are related to abusive behaviors and resulting outcomes. We utilize research on displaced aggression, conflict, and leader–member exchange (LMX) theory to formulate our hypotheses. Results from two samples of 121 and 134 matched supervisor–subordinate dyads support the idea that supervisors experiencing coworker relationship conflict are likely to engage in abusive behaviors directed toward their subordinates and that LMX quality moderates this relationship. Additionally, abusive supervision was associated with decreased work effort and organizational citizenship behaviors (OCB). Results also indicate that in both samples abusive supervision mediates the relationships between supervisor reports of coworker relationship conflict and OCB, and in one sample mediates the association between supervisor-reported coworker relationship conflict and work effort.     

Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference?

This study examines the mediating effects of cognitive and affective trust on the relationship between follower perceptions of transformational leadership behavior and their work outcomes. Using data obtained from 318 supervisor–subordinate dyads from a manufacturing organization located in mainland China, structural equation modeling results revealed that affective trust fully mediated the relationships between transformational leadership and the work outcomes of followers, including their affective organizational commitment, organizational citizenship behaviors (OCBs), and job performance. In contrast, cognitive trust negatively mediated the relationship between transformational leadership and follower job performance, and had insignificant effects on their affective organizational commitment and organizational citizenship behaviors. These findings highlight the importance of affective trust as a mechanism which translates transformational leadership into positive work outcomes for the organization.     

孵化互动、专用性人力资本和在孵企业成功毕业

基于合作生产理论,本文以307个新创在孵企业为样本,构建生存模型研究孵化互动介入模式和创业专用性人力资本对在孵企业成功毕业的影响。研究发现,行业专用性人力资本、创业家庭背景促成了创业成功,而创业经历对创业成功没有显著影响。同时,孵化互动在促成在孵企业成功毕业方面的调节作用则表现出很大的异质性:孵化互动模式Ⅳ和Ⅴ对行业专用性人力资本有促进性调节作用,而所有孵化互动模式对家庭背景的存在都有抑制性调节作用,但是孵化互动模式对创业经历没有显著的影响。这说明,对于包含诸多隐性成分的行业专用性知识,孵化器经理的参与意愿和介入频率是影响孵化效果的关键因素;同时,孵化互动部分替代了家庭支持的作用,降低了创业者对家庭的依赖。     

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.     

拒绝职场边缘化:模型与检验

初入职场,大学生员工希望被组织接纳而不是被边缘化。本文试图建模表现在如同"政治舞台"的职场中员工努力避免被边缘化的过程。为达到以上研究目标,执行了两项研究:预研究在国务院11个部委机关的公务员群体中收集数据,开发了职场边缘化的测量工具;主研究对16家制造型企业中的343个员工、662个同事及343个直接领导的配对数据进行实证分析,发现员工工作绩效、公民行为以及与上司的私人关系(Guanxi)与职场边缘化之间呈负向关联。相对而言,在政治氛围淡漠的企业中,上司关系与职场边缘化之间的负向关联更强。     

Operant leadership and employee citizenship: A question of trust?

The present study replicates and extends previous research examining the relationship between operant leader behavior and organizational citizenship behavior (OCB). Drawing on recent theory proffering trust as an important explanatory mechanism, we hypothesized that employee trust mediates the relationship between operant leader behaviors and OCB. Further, we argue that the valences associated with reward and punishments augment the effects of both contingent and non-contingently administered behaviors. Using data collected from 475 employees of a United States manufacturing firm, results indicate that trust fully mediates the relationship between operant leadership and OCB. Further, results confirmed that contingently based reward and punishment leader behaviors are more constructive in engendering trust and citizenship than non-contingent leader behaviors.     

效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响

效忠主管一直是华人组织经久不衰的议题,尽管已有文献认为员工效忠主管有助于提升其工作绩效,然而关于效忠主管通过怎样的具体机制来影响员工工作绩效却并未得到系统的阐释。本文以14家企业的360名员工为样本,探讨了效忠主管对工作绩效的影响机制,尤其是研究员工反馈寻求行为在其中的中介作用及员工权力距离的调节作用。分析结果表明,效忠主管对员工工作绩效、反馈寻求行为都有显著的正向影响;反馈寻求行为在效忠主管与工作绩效关系中起完全中介作用。另外,员工的权力距离负向调节了效忠主管与反馈寻求行为的正相关关系,即员工的权力距离越低,两者的正向相关关系越强。     

Unravelling the relationship between role overload and organizational citizenship behaviour: A test of mediating and moderating effects

Building on the conservation of resources theory and self-determination theory, the present study develops and tests a moderated mediation model of organizational citizenship behaviour, in which a) emotional exhaustion serves as a mediating mechanism linking role overload with organizational citizenship behaviour, and b) supervisor autonomy support moderates the relationship between role overload and organizational citizenship behaviour through emotional exhaustion. Results of a time-lagged study of 144 workers from various Canadian organizations provided support for the hypothesized model: supervisor autonomy support buffered a negative effect of role overload on emotional exhaustion and, indirectly, organizational citizenship behaviour. This research sheds light on the intervening variables that may explain the relationship between challenge stressors and extra-role behaviours. It also provides information on managerial practices that may protect employees’ optimal functioning against an excessive workload.     

Sins of the parents: Self-control as a buffer between supervisors' previous experience of family undermining and subordinates' perceptions of abusive supervision

Drawing upon social learning theory, the intergenerational transmission of violence hypothesis, and research on self-control, we develop a model of the relationships among previous experiences of family undermining, self-control, and abusive supervision. We tested the model with data obtained from supervisor–employee matched pairs in Study 1 and matched triads in Study 2. Results revealed that: 1) supervisors who experienced higher levels of family undermining (whether reported by the immediate supervisor or a sibling) during childhood are more likely to engage in abusive supervisory behaviors as adults; and 2) this relationship is moderated such that it is stronger for supervisors with low self-control. Overall, our results highlight the role of self-control in mitigating the impact of supervisors' previous experiences of family undermining on subordinate perceptions of abusive supervision, even after controlling for previously established antecedents.     

层级威胁视角下员工向上异议对主管阻抑的影响研究

基于社会层级理论,采用多时点与多来源数据收集策略,通过对351名员工与主管的配对数据,对员工向上异议与主管阻抑之间的内在作用机理和情境条件进行了分析探索。研究结果表明:员工向上异议与主管阻抑呈显著的正相关关系;主管层级威胁感知在员工向上异议与主管阻抑之间发挥中介作用;主管谦逊不仅负向调节着员工向上异议与主管层级威胁感知的直接效应,而且负向调节员工向上异议通过主管层级威胁感知对主管阻抑的间接效应。     

Do trust and distrust in coopetition matter to performance?

It is widely acknowledged that firms intensely engage in coopetition (i.e., simultaneous cooperation and competition) and obtain unique benefits from such relationships. However, limited knowledge exists about how and when coopetition intensity leads to superior performance. Building on the theoretical work documenting that both trust and distrust are critical for enhancing performance in interfirm relationships, we address the aforementioned gap by looking into the distinct yet beneficial roles of trust and distrust in coopetition. More specifically, we argue that whereas trust likely serves as an intervening mechanism through which coopetition intensity enhances relationship performance, distrust positively influences the association between coopetition intensity and relationship performance. We test our hypotheses on a sample of 225 Swedish firms engaged in coopetition, and provide empirical evidence that trust and distrust play distinct yet important roles in achieving superior performance from coopetition.     

Supervisor undermining and submissive behavior: Shame resilience theory perspective

This study investigates the underlying mechanism between supervisor undermining and employee submissive behavior by proposing and testing a serial mediation moderation model. We suggest shame and selfcriticism as an explanatory mechanism between supervisor undermining and submissive behavior, and employee resilience as a coping mechanism between feelings of shame and self-criticism. We employed Shame Resilience Theory to explain the proposed model that states how supervisor undermining triggers shame among victim subordinates, which turns into self-criticism and ultimately manifests as submissive behaviors. We tested our proposed model on 251 responses from service sector employees in a time-lagged (four intervals) design. We examined different alternative models to test the serial mediation model. The results proved that supervisor undermining leads to employee submissive behavior and shame, and self-criticism serially mediates this relationship. The moderation hypothesis was also proved. Limitations and future research directions along with theoretical and practical implications are given at the end.     

信任与组织公民行为:心理授权的调节作用实证研究

信任是组织中强有效的管理工具,组织中的管理者也认识到信任在组织中的重要作用.然而,在由于现实中各种因素的影响和不确定性的存在,组织中的信任往往不能促使员工绩效和组织产出达到期望值.心理授权不仅能够提高组织中的信任水平,同时还能够加强信任与组织公民行为的正相关关系(即心理授权对信任与组织公民行为有正的调节作用),从而进一步提高员工绩效和组织产出.本文采用层次线性回归的方法对此进行验证,数据分析结果部分支持了提出的假设.     

Evidence for the need to distinguish between self-initiated and organizationally imposed overload in studies of work stress

This study attempts to enhance our understanding of the inconsistencies reported in the literature concerning the relationship between work overload and work outcomes. We tested the proposition that work overload should be divided into two constructs based on its source: self-initiated overload (SIO), and organization-imposed overload (OIO). Based on the work stress and job crafting literatures, we expected that SIO and OIO would tend to relate differentially to the work outcomes of job satisfaction, emotional exhaustion, work–family conflict, job performance, and helping organizational citizenship behaviours. A study was conducted using three samples, the first consisting of full-time employed students in three countries (N?=?116), the second consisting of the nursing staffs of six private hospitals in Switzerland, and the third consisting of 161 middle manager–supervisor dyads in Switzerland. Two different measures of SIO and OIO were used. SIO was found to have a more beneficial relationship with the work outcomes than OIO, general supporting our hypothesis. Theoretical and practical implications are discussed.     

Transformational leadership,job satisfaction,and team performance: A multilevel mediation model of trust

In spite of calls for deliberate differentiation between individual and team levels of analysis, leadership research based on well-grounded theory referring to multiple levels is scarce. We seek to fill this gap by analyzing the relations between transformational leadership, trust in supervisor and team, job satisfaction, and team performance via multilevel analysis. Results are based on a sample of 360 employees from 39 academic teams. Transformational leadership was positively related to followers' job satisfaction at individual as well as team levels of analysis and to objective team performance. The relation between individual perceptions of supervisors' transformational leadership and job satisfaction was mediated by trust in the supervisor as well as trust in the team. Yet, trust in the team did not mediate the relationship between team perceptions of supervisors' transformational leadership and team performance. Implications for theory and research of leadership at multiple levels as well as for practice are discussed.     

辱虐管理、心理安全感知与员工建言

基于中国组织情境中辱虐管理对员工建言行为影响的研究,认为企业上级领导实施辱虐管理,首先会削弱员工的心理安全感,继而影响员工建言行为,心理安全感知是辱虐管理与员工建言之间的关系的中介。此外,研究结论还表明,辱虐管理对心理安全感知的削弱作用会受到员工不确定性规避特质的影响,对于高不确定性规避的员工而言,企业上级领导实施辱虐管理,此类员工感受到的"心理不安全"更强。最后,以来自新疆维吾尔自治区2家石化企业中的258名员工和102名上级领导的配对数据验证了以上理论假设。     

Merger-specific trust cues in the development of trust in new supervisors during an organizational merger: A naturally occurring quasi-experiment

Organizational mergers and subsequent restructurings often create situations in which employees are assigned a new supervisor and they start to form a new relationship. In this study, we investigated how the development of trust in a new supervisor is affected by trust cues specific to the merger context. We conducted a quasi-experiment using three-wave longitudinal data to follow the development of trust throughout two years. About half of the participants were assigned a new supervisor between pre-merger (Time 1) and first post-merger (Time 2) measurement time points, while the remaining participants continued to work with the same supervisor. Results showed that new supervisor's outgroup membership prior to the merger was negatively related, while favorable outgroup attitudes and perceptions of top management reliability were positively related to the development of trust. These cues were important especially in the early phase of the relationship but their relative importance decreased over time.     

The contribution of supervisor behaviour to employee psychological well-being

Many employees affirm that supervisors affect employee well-being, and research has demonstrated associations between supervisor behaviour and employee psychological well-being. However, what hasn't been clear is the extent to which the association with supervisor behaviour compares with that of other variables known to affect well-being. This exploratory study addresses that issue. Our hypothesis was that supervisor behaviour can contribute to the prediction of psychiatric disturbance beyond the contribution of other influential variables. We created a new, questionnaire-based instrument to measure supervisor behaviour. We tested our hypothesis using stepwise regression with a convenience sample of 167 men and women working in a variety of organizations, occupations, and industries in the USA. Results supported our hypothesis: supervisor behaviour made a statistically significant contribution to the prediction of psychiatric disturbance beyond a step-one variate comprised of age, health practices, support from other people at work, support from home, stressful life events, and stressful work events. This provides additional evidence that supervisor behaviour can affect employee well-being and suggests that those seeking to create healthier workplaces should not neglect supervision. We believe that there is now ample justification for those concerned with psychosocial working conditions to consider supervisor behaviour as a potentially influential variable.

Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies.     

Development and Validation of a Multidimensional Measure of Family Supportive Supervisor Behaviors (FSSB)

Due to growing work-family demands, supervisors need to effectively exhibit family supportive supervisor behaviors (FSSB). Drawing on social support theory and using data from two samples of lower wage workers, the authors develop and validate a measure of FSSB, defined as behaviors exhibited by supervisors that are supportive of families. FSSB is conceptualized as a multidimensional superordinate construct with four subordinate dimensions: emotional support, instrumental support, role modeling behaviors, and creative work-family management. Results from multilevel confirmatory factor analyses and multilevel regression analyses provide evidence of construct, criterion-related, and incremental validity. The authors found FSSB to be significantly related to work-family conflict, work-family positive spillover, job satisfaction, and turnover intentions over and above measures of general supervisor support.     

The contribution of supervisor behaviour to employee psychological well-being

Many employees affirm that supervisors affect employee well-being, and research has demonstrated associations between supervisor behaviour and employee psychological well-being. However, what hasn't been clear is the extent to which the association with supervisor behaviour compares with that of other variables known to affect well-being. This exploratory study addresses that issue. Our hypothesis was that supervisor behaviour can contribute to the prediction of psychiatric disturbance beyond the contribution of other influential variables. We created a new, questionnaire-based instrument to measure supervisor behaviour. We tested our hypothesis using stepwise regression with a convenience sample of 167 men and women working in a variety of organizations, occupations, and industries in the USA. Results supported our hypothesis: supervisor behaviour made a statistically significant contribution to the prediction of psychiatric disturbance beyond a step-one variate comprised of age, health practices, support from other people at work, support from home, stressful life events, and stressful work events. This provides additional evidence that supervisor behaviour can affect employee well-being and suggests that those seeking to create healthier workplaces should not neglect supervision. We believe that there is now ample justification for those concerned with psychosocial working conditions to consider supervisor behaviour as a potentially influential variable.

Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies.