Martha C. Andrews, K. Michele Kacmar and Matthew Valle
The purpose of this paper is to explore surface acting as a mediator in the relationships between perceptions of organizational politics and personality, with stress, turnover…
Abstract
Purpose
The purpose of this paper is to explore surface acting as a mediator in the relationships between perceptions of organizational politics and personality, with stress, turnover intentions, and job satisfaction.
Design/methodology/approach
Data were obtained via survey from 276 working adults, and responses were subjected to structural equation modeling to confirm the measurement model and test hypotheses.
Findings
Surface acting was found to mediate the relationships between perceptions of organizational politics and intent to turnover and satisfaction, and between proactive personality and intent to turnover and satisfaction. No mediating effect for surface acting was found between agreeableness and the outcomes.
Practical implications
Individual differences and situational contingencies do affect surface acting in the workplace, and individual work-related outcomes. Managers need to be aware of personality characteristics and situational contexts that impact surface acting in organizations to help understand the effects of potential divergent attitudes and behaviors on employee outcomes.
Originality/value
Previous research examining surface acting assessed behavior in light of employee-customer interactions. This research extends the study of surface acting by examining the mediating role of surface acting among new predictors including organizational politics, proactive personality, and agreeableness with stress, turnover intentions, and job satisfaction.
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Matthew Valle, Micki Kacmar and Martha Andrews
The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee…
Abstract
Purpose
The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain.
Design/methodology/approach
Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model.
Findings
Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger.
Research limitations/implications
Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership.
Originality/value
This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship.
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Suzanne Zivnuska, Ken Harris, Matthew Valle, Ranida Harris, John Carlson and Dawn S. Carlson
This research provides an empirical test of Andersson and Pearson’s (1999) theoretical incivility spiral. Rather than investigate the incidence of incivility perpetration…
Abstract
Purpose
This research provides an empirical test of Andersson and Pearson’s (1999) theoretical incivility spiral. Rather than investigate the incidence of incivility perpetration following incivility victimization in face-to-face interactions, this study tests for evidence of an incivility spiral due to communications enacted through information and communication technology (ICT) based on affective events theory (AET) (Weiss and Cropanzano, 1996). Further, the moderating impacts of both gender and incivility climate on this relationship are considered.
Design/methodology/approach
The sample for this Time 1–Time 2 survey-based research was comprised of 354 full-time working adults from a wide range of organizations. We employed hierarchical moderated regression analyses as our primary data analytic technique.
Findings
Results demonstrate that victims of ICT incivility at Time 1 are likely to be perpetrators of ICT incivility at Time 2. Furthermore, this relationship is stronger for men than it is for women and is exacerbated in cultures that have a low tolerance for ICT incivility.
Originality/value
This is the first known test of the incidence of an incivility spiral due to communications enacted through ICT. There is special cause for concern given the often-impersonal nature of ICT use (and abuse) in organizations. Individuals may feel emboldened by the distance and perceived safety ICT mediation affords and may be less likely to moderate their online interactions with colleagues. Absent the physical intimacy and non-verbal signals that face-to-face interactions provide, individuals may be more likely to perpetuate incivility in ICT interactions even if there is no implicit intent to harm others.
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Min Wan, Suzanne Zivnuska and Matthew Valle
The purpose of this study is to explore the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. The authors also explored the…
Abstract
Purpose
The purpose of this study is to explore the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. The authors also explored the moderating effect of perceptions of politics on the mediational chain.
Design/methodology/approach
The authors administrated time-lagged surveys at two time periods separated by six weeks. Respondents were 206 full-time employees working in the USA. Hierarchical, moderated multiple regression analyzes were used to test the mediation and moderation effects.
Findings
Results showed that mindfulness reduced destructive deviant behavior and unethical pro-organizational behavior through moral disengagement and the mediation effects were weaker when employees’ perceptions of politics were stronger.
Research limitations/implications
The results indicate that mindfulness and perceptions of organizational politics combine to have profound impacts on employee unethical behaviors. Organizations seeking to minimize the occurrence of deviance and unethical behaviors may do well to support employee mindfulness and as well as minimizing organizational politics. The findings suggest that the political context has a negative impact on even the behavior of mindful employees. Therefore, building mindfulness while simultaneously reducing politics are equally important goals.
Originality/value
Our study extends the theoretical development of mindfulness research by examining the interactive effects of perceptions of organizational politics and mindfulness and broadens the theoretical rationale for explaining the linkages between mindfulness and unethical behaviors.
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Amine Abi Aad, Martha C. Andrews, Jamal T. Maalouf, K. Michele Kacmar and Matthew Valle
Abusive supervision research has clearly demonstrated its many negative effects. The present study uses social learning theory to shed light on mechanisms that could potentially…
Abstract
Purpose
Abusive supervision research has clearly demonstrated its many negative effects. The present study uses social learning theory to shed light on mechanisms that could potentially alter the negative effect of abusive supervision.
Design/methodology/approach
Using a sample of 162 full-time employees, we identify and test two potential variables that we believe may moderate, or soften, the trickle-down negative effects of abusive supervision.
Findings
Results demonstrates that coworker support moderates the positive relationship between abusive supervision and coworker incivility such that this relationship is weaker when coworker support is high. In addition, we found that work engagement moderates the positive relationship between coworker incivility and turnover intentions such that this relationship is weaker when engagement is high. Next, we found that coworker incivility mediates the positive relationship between abusive supervision and turnover intentions and that this indirect effect is moderated by both coworker support and work engagement.
Originality/value
We combined three theoretical explanations, social learning theory, contagion effect and the trickle-down perspective, to theoretically argue not only how (through coworker incivility) but when (when coworker support and work engagement are low) abusive supervision impacts turnover intentions. In addition, we extended the research on work engagement by positioning it as a boundary condition. We found that when individuals are engaged in their work, the environment in which they work matters less (because the work matters more).
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Matthew Valle, Martha C. Andrews and K. Michele Kacmar
The purpose of this paper is to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating…
Abstract
Purpose
The purpose of this paper is to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification. The authors also explored the moderating role of satisfaction with supervisor on the relationship between the antecedents and organizational identification as well as its moderating effect on the mediational chain.
Design/methodology/approach
The authors used structural equation modeling techniques, using MPLUS 7.4, to analyze data collected from 247 full-time employees who were recruited by undergraduate students attending a private university in the Southeast region of the USA.
Findings
Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. Satisfaction with supervisor moderated the relationships between procedural justice and organizational identification and innovation and organizational identification.
Originality/value
This research expands the nomological network concerning antecedents and consequences of organizational identification. It also explores the role of satisfaction with one’s supervisor, as this can affect identification with the organization. This research provides support for the notion that stronger employee–organization relationships lead to positive individual and organizational outcomes.
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Kenneth J. Harris, Ranida B. Harris, Matthew Valle, John Carlson, Dawn S. Carlson, Suzanne Zivnuska and Briceön Wiley
The purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work…
Abstract
Purpose
The purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.
Design/methodology/approach
Using a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.
Findings
The results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.
Practical implications
These findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.
Originality/value
Due to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.
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Suzanne Zivnuska, K. Michele Kacmar and Matthew Valle
The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different…
Abstract
Purpose
The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different goals. The authors explore distinct triggers (mindfulness and leader-member exchange (LMX)) and outcomes (role overload and burnout) of each.
Design/methodology/approach
The model is grounded in regulatory focus theory (Higgins, 1997), and is tested with data collected at two times from 206 full-time workers.
Findings
Findings revealed mindfulness was positively related to prevention- and promotion-focus, while LMX was positively related to only promotion-focus. Prevention-focus mediated the relationship between mindfulness and role overload and burnout, while promotion-focus mediated the relationship between both mindfulness and LMX and role overload, but not burnout.
Originality/value
This research expands the nomological network describing individual and dyadic antecedents to regulatory focus. It also explores the nature of the relationships between regulatory focus and career management consequences, and may allow us to offer useful advice for practicing managers trying to understand employee career trajectories.
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Although the data concerning the causes, and more importantly, the magnitude, of the gender‐wage gap arerelatively clear from empirical research in economics and business…
Abstract
Although the data concerning the causes, and more importantly, the magnitude, of the gender‐wage gap arerelatively clear from empirical research in economics and business, significant misconceptions still exist. It is a general belief that a woman will earn significantly less for doing the same work as a man, 75 cents as compared to a man’s dollar. Following a review of the empirical literature describing the causes and magnitude of the gender‐wage gap, an exploration of the portrayal of the gender‐wage gap in management texts seeks to understand how this issue is explained to a student audience. Finally, the managerial implications concerning compensation management in organisations are discussed.
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Inter‐rater agreement in a peer performance evaluation system was analyzed using a sample of 44 individuals who rated focal persons in seven teams. Objective information…
Abstract
Inter‐rater agreement in a peer performance evaluation system was analyzed using a sample of 44 individuals who rated focal persons in seven teams. Objective information concerning individual performance on multiple choice tests, as well as information gleaned from individual contributions to team testing and team graded exercises, resulted in high inter‐rater reliabilities (assessed via ICCs) and strong criterion related validity for the performance evaluation instrument. A discussion centers on the effect of providing objective job performance information to evaluation participants.