Influences on the quality of supervisor–subordinate relations: The role of time-pressure,organizational commitment,and locus of control

Despite a growing literature devoted to the study of differences in the quality of leader–member exchange, little empirical evidence is available concerning factors that influence the degree of differentiation among leader–member dyads on the dimension of quality of working relationships. As time-pressure has been suggested as one potential influence, the impact of time-based stress on leader–member exchange was examined with a sample of 138 loan officers representing 24 bank branches. Results indicated that unit-level variability on leader–member exchange was inversely related with time-based stress, while unit-level mean on leader–member exchange was positively related with time-based stress. Additionally, leader–member exchange acted as a mediator of the relation between employee locus of control (a suspected antecedent of dyadic quality) and organizational commitment (a suspected outcome), while employee locus of control correlated with leader–member exchange, and leader–member exchange correlated with employee organizational commitment. The results suggest the usefulness of considering time-based stress in conjunction with current models of leadership.     

The effect of organizational justice as perceived by occupational drivers on traffic accidents: Mediating effects of job satisfaction

Introduction: Considerable research supports a positive association between the safety climate (which is a direct organizational factor) and safety performance (such as safe driving). However, indirect organizational variables that influence safe driving have gone largely unexplored. This study contributes to safety research by examining the relationship between organizational justice, which is a distal organizational factor, and traffic accidents and the mediating role of job satisfaction. Method: 233 occupational drivers employed by taxi and bus companies in South Korea participated in the study. Regression analysis was conducted using police records on participants' on-the-job traffic accidents. Results: The analysis shows that the mediation model is statistically significant. That is, drivers with a lower level of perceived organizational justice showed a higher frequency of traffic accidents, and the mediating effect of job satisfaction was also significant. Based on the results, implications and limitations are discussed. Practical applications: The findings demonstrate that in order to decrease traffic accidents, transportation companies would benefit by examining distal factors such as organizational justice. This approach suggests that the conventional framework for safety management should be broadened to include aspects of the entire organization.     

Core self‐evaluations in Japan: relative effects on job satisfaction,life satisfaction,and happiness

The present study tested, in a non‐Western culture (Japan), the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self‐evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower‐order traits that comprise CSE—self‐esteem, generalized self‐efficacy, locus of control, and neuroticism—indicated a higher‐order factor. While each lower‐order trait was itself related to the study's criteria, the CSE concept displayed in general, higher correlations with the dependent variables, and explained incremental variance in two of the study's three outcomes beyond PA, NA, and the NOSQ. These results indicate initial support for the generalizability of CSE in a culture that differs in many respects from Western cultures, and suggest that judgments of satisfaction and happiness in a non‐Western culture have a dispositional source. Copyright © 2005 John Wiley & Sons, Ltd.     

The role of perceived system knowledge in predicting appraisal reactions,job satisfaction,and organizational commitment

There is a very large research base in Applied Psychology on the importance of affective reactions on organizational functioning. Likewise, performance appraisal has been a heavily researched area within the field. The present field studies attempt to bridge our understanding of these two areas by studying the relationship between performance appraisal process variables and employee affective reactions. In particular, the current studies examine the effects of a relatively new performance appraisal variable, Perceived System Knowledge (Williams and Levy, 1992), on appraisal reactions and job attitudes. In both studies, there was a strong relationship between employees' levels of perceived system knowledge and their appraisal reactions and job attitudes. In Study 1, when controlling for performance rating, PSK was positively related to appraisal reactions, job satisfaction, and organizational commitment. The findings from Study 1 were replicated in the second study which employed a longitudinal design. In addition, Study 2 found a relationship between PSK and fairness perceptions. Implications for these results and suggestions for approaching performance appraisal from an organizational perspective are proposed. © 1998 John Wiley & Sons, Ltd.     

Effects of perceived power of supervisor on subordinate stress and motivation: the moderating role of subordinate characteristics

This study examined the moderating effects of subordinate individual differences, specially self‐esteem and locus of control, on the relationships between perceived supervisor power and subordinate motivation and stress. Results showed that perceived supervisor power was more strongly related to increased motivation and decreased stress for subordinates with low self‐esteem than for those with high self‐esteem. For locus of control, perceived reward, coercive and referent power were more positively related to motivation, and legitimate, expert and referent power were more negatively related to stress for externals than for internals. On the other hand, supervisor expert power and legitimate power were positively associated with increased motivation for internals, but not for externals. Implications for future research and practising managers are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Examining the interpersonal process and consequence of leader–member exchange comparison: The role of procedural justice climate

Individuals are always sensitive to their relative standing in interpersonal comparison processes of leader–member exchanges (LMXs) in teams. Little research, however, has investigated whether coworkers with a higher LMX influence the emotional and behavioral reactions of individuals with a lower LMX in different dyads. Drawing on social comparison theory and the symbolic model of procedural justice (PJ) climate, we conducted 2 independent studies—an experimental study focusing on the self‐perceived upward LMX comparison (i.e., an individual perceives that a coworker's LMX is higher than the LMX that he or she has with the supervisor; N = 203; Study 1: American working adults) and a field survey study focusing on the other‐perceived downward LMX comparison (i.e., a coworker perceives that his or her own LMX is higher than the LMX that the individual has with the supervisor; N = 177; Study 2: Chinese software engineers). Results from these studies consistently revealed that a coworker's higher LMX elicits an individual's hostile emotions when the PJ climate is low but that this relationship is buffered when the PJ climate is high. Results of both studies also showed that the coworker's higher LMX arouses the individual to direct harmful behavior toward that coworker (via the individual's feelings of hostility) when the PJ climate is low but not when it is high.     

Cognitive processes in procedural justice judgments: The role of ease‐of‐retrieval,uncertainty, and experience

In a field experiment with 517 job applicants, the processes underlying the formation of procedural justice judgments were investigated. It was hypothesized that procedural justice judgments may be based not only on content information (e.g., “What are fair aspects of the selection procedure?”), but also on the felt ease or difficulty with which this content information can be retrieved from memory (ease‐of‐retrieval; e.g., “How easily can I recall fair aspects of the selection procedure?”). Evaluations of the company's online application procedure show that job candidates based procedural justice judgments on content information or on ease‐of‐retrieval, depending on their uncertainty regarding the online application procedure as well as their prior experiences with online applications. Specifically, experienced applicants who felt certain based their judgments on ease‐of‐retrieval, whereas all other applicants based their judgments on content information. Implications for research on the formation of justice judgments as well as practical applications are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

Gender in the boss–subordinate relationship: a Nigerian study

The present study examines the interaction effect of gender of both subordinates and supervisors on subordinates' perception of differentiation of boss–subordinate relationship in an African setting. Data was collected from a total of 60 boss–subordinate dyads in four‐sex combinations obtained through a survey of a large five‐star hotel in Abuja, Nigeria. Results revealed that subordinates in opposite‐sex dyads perceived better quality of exchange than those in same‐sex dyads. The strongest quality of exchange was perceived in male boss–female subordinate dyad, while the weakest was perceived in female boss–female subordinate dyad. This emphasizes the importance of gender in the differentiation of boss–subordinate relationships in an African setting. Copyright © 2004 John Wiley & Sons, Ltd.     

Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

This study developed a moderated mediation model to investigate how family‐supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor‐directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance mediated the linkages from family‐supportive supervision to affective organizational commitment and supervisor‐directed organizational citizenship behavior, and the linkage from family‐supportive paid leave to affective organizational commitment. Results further showed that the entire mediational process for family‐supportive supervision was more pronounced for those who perceived themselves to be an insider of their organizations, while the same pattern was not found for the meditational process related to family‐supportive paid leave. Our findings provide theoretical implications for work–family balance research and offer practical suggestions to make employees satisfied with work–family balance.     

Interactional justice,leader–member exchange,and employee performance: Examining the moderating role of justice differentiation

Past research suggests that interactional justice plays a pivotal role in facilitating high‐quality leader–member exchange (LMX), with downstream implications for employee performance. However, the broader context in which these effects unfold has received scarce attention. Drawing from deontic justice and social exchange theories, we suggest that interactional justice differentiation is an important contextual moderator of the link between interactional justice and LMX. Specifically, we argue that high interactional justice differentiation attenuates the link between interactional justice and LMX, in turn influencing the effects of interactional justice on employee task and creative performance. Results from two studies employing both experimental and multisource, multilevel survey designs provide convergent support for the hypothesized model. We conclude by highlighting several key theoretical and practical implications of our findings. Copyright © 2016 John Wiley & Sons, Ltd.     

Job demands,job resources,and their relationship with burnout and engagement: a multi‐sample study

This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.     

The IT way of loafing on the job: cyberloafing,neutralizing and organizational justice

Much attention has been devoted to how technological advancements have created a brave new workplace, revolutionzing the ways in which work is being carried out, and how employees can improve their productivity and efficiency. However, the advent of technology has also opened up new avenues and opportunities for individuals to misbehave. This study focused on cyberloafing—the act of employees using their companies' internet access for personal purposes during work hours. Cyberloafing, thus, represents a form of production deviance. Using the theoretical frameworks offered by social exchange, organizational justice and neutralization, we examined the often‐neglected dark side of the internet and the role that neutralization techniques play in facilitating this misbehavior at the workplace. Specifically, we developed a model which suggested that when individuals perceived their organizations to be distributively, procedurally and interactionally unjust, they were likely to invoke the metaphor of the ledger as a neutralization technique to legitimize their subsequent engagement in the act of cyberloafing. Data were collected with the use of an electronic questionnaire and focus group interviews from 188 working adults with access to the internet at the workplace. Results of structural equation modelling provided empirical support for all of our hypotheses. Implications of our findings for organizational internet policies are discussed. Copyright © 2002 John Wiley & Sons, Ltd.     

The supervisor POS–LMX–subordinate POS chain: Moderation by reciprocation wariness and supervisor's organizational embodiment

We present three studies providing an increased understanding of the interdependence between perceived organizational support (POS) and leader–member exchange (LMX). Using employees from a social service agency and new hires from a variety of organizations, we report evidence for a relational chain leading from supervisors' perceptions of support by the organization (supervisor POS) to the formation of high‐quality LMX relationships with their subordinates (first link), who interpret high‐quality LMX as support from the organization (subordinate POS, second link) and, ultimately, repay the organization with increased dedication and effort (examined here in terms of reduced withdrawal behavior). The relationship between supervisor POS and LMX with subordinates was strongly moderated by supervisor fear of exploitation in exchange relationships (reciprocation wariness), holding only for supervisors with low reciprocation wariness. Consistent with the view that employees perceive the organization as partly responsible for treatment received from supervisors, LMX was found to be more strongly related to POS when employees highly identified their supervisors with the organization (supervisor's organizational embodiment), and this interaction extended to reduced withdrawal behavior. Copyright © 2013 John Wiley & Sons, Ltd.     

The effect of job and environmental factors on job satisfaction in automotive industries.

A methodology was developed for diagnosing industrial work, which includes questionnaire, observation, measurements, data collection and statistical analysis. A survey was conducted to investigate the relationship between job satisfaction and factors that affect work design in 2 automotives manufacturing companies in Malaysia. A basic work design model was proposed. The aim of this model was to determine the factors that influence employees' perception towards their work. A set of multiple-choice questionnaires was developed and data was collected by interviewing employees at a production plant. The survey focused on job and environmental factors. The results supported the proposed model and showed that job and environmental factors were significantly related to job satisfaction. They highlighted the significant influence of age, work experience and marital status on job satisfaction. Further, environmental factors, especially the surroundings, context dependence and the building's function, also had a significant impact on job satisfaction.     

How changes in job demands and resources predict burnout,work engagement,and sickness absenteeism

The present longitudinal survey among 201 telecom managers supports the Job Demands‐Resources (JD‐R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e., overload, emotional demands, and work‐home interference) and decreases in job resources (i.e., social support, autonomy, opportunities to learn, and feedback) predict burnout, (2) increases in job resources predict work engagement, and (3) burnout (positively) and engagement (negatively) predict registered sickness duration (“involuntary” absence) and frequency (“involuntary” absence), respectively. Finally, consistent with predictions results suggest a positive gain spiral: initial work engagement predicts an increase in job resources, which, in its turn, further increases work engagement. Copyright © 2009 John Wiley & Sons, Ltd.     

Language and power: an empirical analysis of linguistic strategies used in superior–subordinate communication

Importing the anthropological, sociolinguistic theory of ‘politeness’ into the domain of organizational studies, this article presents results of a laboratory study that illustrates how power is communicated through specific linguistic gestures differentially used by superiors and subordinates throughout daily interchange. The approach taken illustrates how language is amenable to quantitative, as opposed to sheerly qualitative analysis. Contributions of politeness theory to the study of organizational communication, of influence tactics, the distortion of communication in hierarchical relations, and the presumed egalitarianism associated with programmes of workplace participation, are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Supervisors' emotional exhaustion and abusive supervision: The moderating roles of perceived subordinate performance and supervisor self‐monitoring

Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3‐way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self‐monitoring were jointly associated with subordinates' abusive supervision perceptions. A supplementary scenario experiment further corroborated this pattern. Together, the present studies illustrate a contingency model of abusive supervision's origins, highlighting emotional exhaustion as an important risk factor that is particularly likely to trigger abusive behavior among supervisors with lower (rather than higher) self‐monitoring who are faced with a relatively underperforming subordinate. As such, this research advances the abusive supervision literature by offering new insights into the complex resource conservation processes that may give rise to subordinates' abuse perceptions.