Search Results (18)

Based on the social exchange theory, this paper constructs a moderated mediation model to explore the influence of after-hours work challenges after-hours on employee creativity. By collecting 268 questionnaires from Chinese employees and employing hierarchical regression and bootstrapping to test the hypotheses, the results show that after-hours work challenges can enhance employee creativity by improving their perceived insider status. Servant leadership, as a moderator, strengthens both the direct effect of after-hours work challenges on perceived insider status and the indirect effect on employee creativity. This research enriches the creativity and work design literature by addressing the previously unexplored relationship between after-hours work challenges and employee creativity. The study reveals that after-hours work assigned to employees needs to be challenging so that employees can experience personal development through completing it. Additionally, leaders’ support and care during the after-hours work process are essential. Full article

Time theft, especially with the shift to remote work during the pandemic, is an increasing challenge for organizations. Existing studies demonstrate that both authoritarian leadership and laissez-faire leadership can exacerbate time theft, putting leaders in a behavioral dilemma of neither being strict nor lenient. Additionally, the pervasive and covert nature of time theft diminishes the effectiveness of subsequent corrective actions. Our study aims to investigate how to prevent time theft by mitigating employees’ inclinations. Based on role theory, our study examines whether supervisor developmental feedback can encourage employees to perform work roles more appropriately. To uncover the complicated internalization process of role expectation, our study incorporates perceived insider status and work passion as serial mediators and considers the boundary effect of leaders’ word–deed consistency. In Study 1, a survey of 402 employees revealed that supervisor developmental feedback can negatively predict employee time theft through employees’ perceived insider status and work passion. Study 2 employs the same sample to further identify three topics of supervisor developmental feedback: skill learning, attitude learning, and social learning. Moreover, serial multiple mediating effects are affirmed across topics. The findings suggest that providing feedback on employees’ learning and growth is an effective approach to prevent time theft. Full article

Medical implantable technologies, such as cochlear implants or joint prostheses, have been commonly used since the late 20th century. By contrast, the market for this type of technology is expanding when the purpose is not medical, even though it is more marginal. This study tests a technology acceptance model for the latter type of insideable technology based on an extension of the technology acceptance models TAM and TAM2 proposed for hedonic technologies by van del Heijden. So, the behavioral intention of insertables is explained by the perceived usefulness and perceived ease of use, as well as social influence, as proposed in the TAM2 by Venkatesh and Davis. Additionally, the perceived enjoyment, included in the extension by Van der Heijden, is added as an explanatory factor. We applied structural equation modeling to the theoretical scheme provided by the modified TAM and performed a necessary condition analysis. Statistical analysis showed that all variables considered in the model have a significantly positive influence on behavioral intention. Likewise, the model has good properties both from the point of view of the fit obtained, since it predicts 70% of behavioral intention, and from the predictive point of view. The necessary condition analysis allows us to analyze whether the presence of some of the latent variables postulated to explain the attitude toward implantables is necessary to produce the said acceptance. Therefore, its absence is a critical aspect of expansion. We observed that perceived usefulness manifests itself as a necessary condition for behavioral intention with a medium size. Perceived ease of use and enjoyment also present a significant necessity effect size, but their strength is smaller. By contrast, the subjective norm does not have the status of a necessary variable. Full article

This investigation delves into the pervasive yet insufficiently examined phenomenon of “cyberloafing”, characterized by employees engaging in non-work-related internet activities during office hours. Despite its frequent occurrence in contemporary work environments, the fundamental mechanisms underpinning cyberloafing remain largely uncharted. This study uses the conservation of resources theory and the cognitive–affective personality system framework to demystify the relationship between role stress and cyberloafing. We developed a dual-path model to assess the mediating roles of perceived insider status and emotional exhaustion. Employing SPSS and Smart PLS for data analysis, our research sampled 210 corporate employees. The findings reveal that role stress predicts perceived insider status and emotional exhaustion significantly. Notably, while perceived insider status negatively correlates with cyberloafing, emotional exhaustion shows a positive correlation. These factors mediate the relationship between role stress and cyberloafing, underscoring a multifaceted dynamic. Our results provide new theoretical insights into the mechanisms of employee counterproductive behavior, specifically in the context of cyberloafing, and broaden our understanding of its determinants. This study illuminates theoretical nuances and offers practical implications for managerial strategies and future scholarly inquiries into organizational behavior. Full article

Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives. Full article

With the increasing complexity of the external organizational environment, employees’ proactive behavior has become a critical factor for organizational success. However, there is limited research exploring the mechanisms behind employees’ proactive behavior from the perspective of family supportive supervisor behavior, which satisfies employees’ work–family balance. Based on the Cognitive–Affective Personality System theory and in the context of escalating work–family conflict and the Chinese cultural context, which emphasizes reciprocity, this study collected survey data from 535 employees in two stages. The study aimed to investigate the relationship between family supportive supervisor behavior and employees’ proactive behavior. The results show that family supportive supervisor behavior has a positive impact on employees’ proactive behavior; perceived insider status and affective commitment partially mediate the impact of family supportive supervisor behavior on employees’ proactive behavior; and perceived insider status and affective commitment play chain-mediating roles in the influence of family supportive supervisor behavior on employees’ proactive behavior. This study innovatively reveals the “black box” of the relationship between family supportive supervisor behavior and employees’ proactive behavior from the internal perspective of individual cognition–emotion. This expands the research on the consequences of family supportive supervisor behavior in the work field and provides inspiration for enterprises on how to motivate employees’ proactive behavior. Full article

The concept of inclusion has moved beyond being a social construct and has received widespread attention from organisational scholars and practitioners due to its varied effects on employee behaviours and sustainable organisational outcomes. This study tests the impact of inclusive leadership on the withdrawal behaviours of employees. Perceived insider status is used as a mediator and distributive justice as a moderator. This study has collected data from nurses, physicians, and paramedics of selected tertiary hospitals in Pakistan. A convenience sampling technique was used to collect data. A total of 264 responses were analysed using the PLS-SEM approach. Results found that inclusive leadership was positively related to perceived insider status and negatively related to employee withdrawal. Perceived insider status mediated the link. The impact of inclusive leadership on perceived insider status was stronger when distributive justice was high. This study offers multiple theoretical and practical implications, as it uses justice theory as a mechanism to explain boundary conditions around the effects of inclusive leadership on employee perceptions of being insiders, managing employee withdrawals, and improving sustainability in employee relations. Full article

Although existing research generally has found that corporate social responsibility (CSR) has a positive impact on organizations and individuals, researchers should still be alert to the potential risks it may bring. This study will explore why employee-oriented corporate social responsibility (employee-oriented CSR) triggers unethical pro-organizational behavior (UPB). Based on the social identity theory, this study establishes a moderated mediation model to explore the impact mechanism of employee-oriented CSR on UPB. We collected survey data from 298 employees of manufacturing organizations to test our research model. The regression statistics results indicate that employee-oriented CSR can indirectly (via perceived insider status (PIS)) affect employees’ UPB. Moreover, ethical climate rules negatively moderate the relationship between PIS and UPB, and negatively moderate the indirect effect of employee-oriented CSR on UPB. This study promotes a full understanding of the impact of CSR, expands the micro-foundation of CSR, and extends the research on the antecedents of employees’ UPB by revealing the social-psychological mechanism of employee-oriented CSR impact UPB, and also gives specific suggestions to put into practice. Full article

Interpersonal conflicts between portfolio career workers (hereafter, PCWs) who entered from the external labor market and existing permanent workers are a controversial workplace issue in South Korea. This study examines whether the existing permanent workers’ responses to the newcomers speaking up depend on the type of proactive behavior, that is, whether PCWs speak within extra-role or in-role boundaries. We found that PCWs perceive more workplace ostracism when they are proactive outside their job boundaries and less workplace ostracism when they are proactive inside their job boundaries. Further, their perceptions of ostracism lead to intentions of turnover. These relationships are conditional on the type of employee–organization relationship and the PCWs’ status in a new organization. Data were collected from 261 PCWs in Korea. Bootstrap-based conditional process analyses were utilized to test the hypothesized model. The results show that workplace ostracism mediates the relationship between the two types of proactive behavior and turnover intention, but in contrasting directions. The effect of the two types of proactive behavior on workplace ostracism is stronger for higher levels of reciprocal relationship between organization and employees, while the effect of workplace ostracism on turnover intention is stronger for higher levels of PCWs’ status in a new organization. Thus, the workplace conflicts PCWs face not only represent interpersonal problems within the workplace but also constitute a multilayered phenomenon related to the long-term institutionalized relationships between organizations and employees. Full article

Due to the globalization of the airline industry, global airlines are focusing human resource management on diversity strategies and employing flight attendants of various races. Multinational flight attendants have brought many positive results; conversely, discrimination has led to negative phenomena such as racism. Nevertheless, research focusing on global airline racism in tourism studies is unprecedented. Therefore, the purpose of this study is to develop a modern racism scale rating the discrimination perceived by Asian female flight attendants on global airlines. It was developed following Churchill’s eight steps (1979). This study derived measurement items through a literature review, in-depth interviews, first and second expert surveys, and a preliminary survey. These items were developed on a scale through a validity and reliability assessment and were finally confirmed as six dimensions and 24 measurement items. Lastly, research implications were discussed. Full article

In a new stage of booming platform economy, improving the employees’ job security is the key factor to ensure the sustainable development of a platform organization. Based on the cognitive behavior theory, this study introduces the perceived insider status as the moderator variable, and constructs the process mechanism model of job insecurity on employee engagement. The aim of this study is to examine the relationship between job insecurity, emotional response and employee engagement, and provide suggestions for reducing job insecurity and improving employee engagement. Using a 2-wave time-lagged survey data of 341 workers in China firms, data were collected with a self-report questionnaire and analyzed with the statistical package for the social science (AMOS, SPSS). The research result found a negative relationship between job insecurity and employee engagement, and that this negative relationship was mediated by negative emotion or positive emotion. Furthermore, perceived insider status moderated the relationship between job insecurity and positive emotion or negative emotion; the higher the perceived insider status is, the weaker the negative impact of job insecurity on positive emotion and the weaker the positive impact on negative emotion. The research results provide theoretical guidance for organizations to improve employee engagement and help to strengthen the importance of organizations to employees’ job insecurity. Full article

This study explored the influencing factors of safety behavior from the perspective of employees, studied the mechanism of the psychological contract on employees’ safety behavior in the context of the Chinese epidemic situation, tested the mediating role of job burnout and perceived insider status in the process of work resumption, and provided preventive suggestions for combating the global spread of COVID-19. A questionnaire survey was utilized to collect data and, combined with the necessary protective measures taken for employees in China, was used to modify the mature safety behavior scale. Finally, through the analysis of 402 employees’ questionnaires, the hypotheses were verified; that is, in the process of Chinese enterprises returning to work to cope with COVID-19, the psychological contract has a positive role in promoting employees’ safety behavior, while job burnout plays a weakened mediating role, and perceived insider status plays a strengthening mediating role. The psychological contract negatively affects job burnout but positively affects perceived insider status. Job burnout negatively affects employees’ safety behavior, but perceived insider status positively affects employees’ safety behavior. The results show that employees’ conscious participation in safety behavior plays an irreplaceable role in the prevention of COVID-19 and safety of work resumption. Full article

Drawing on social identity theory, this study examines the effect of servant leadership on university teachers’ innovative behavior through the self-concept constructs of perceived insider status and organization-based self-esteem, and the moderating effect of leader–member exchange (LMX). This moderated mediation model was tested with two waves of data from 269 university teachers in China. Results reveal that the self-concept constructs mediate the relationship between servant leadership and university teachers’ innovative behavior. Moreover, LMX strengthens the relationship between servant leadership and the self-concept constructs, as well as the indirect effect of servant leadership on university teachers’ innovative behavior through the self-concept constructs. Findings suggest that servant leadership is related to increased innovative behavior due to its positive influence on the self-concept of university teachers and it highlights the importance of developing a favorable supervisor–subordinate relationship. Full article

Employee green behavior has received considerable attention in recent years because of its contribution to an organization’s environmental performance. However, little is known about how personal and organizational factors can simultaneously affect employee voluntary green behavior. The present study draws on person-environment fit theory to investigate how and when employee voluntary green behavior can be facilitated by employee-organization fit. Based on a time-lagged survey study of 413 employees from three different manufactures of chemical products, the present study discovers a positive relationship between employee-organization fit and employee voluntary green behavior, and this relationship is mediated by perceived insider status. Moreover, the relationship between perceived insider status and voluntary green behavior is strengthened when employees perceive a green organizational climate. Insights for theory, practice, and future research are also discussed. Full article

In the competitive global market, innovation is vital to a firm’s longevity. To this end, organisations seek new and alternative ways to motivate employee innovation. This study examines the role of servant leadership as an antecedent to innovation. Drawing on the social identity model, this study examines the effect of servant leadership, team-member exchange (TMX) and perceived insider status on employee innovative behaviour. Primary data were collected from six manufacturing companies in Ghana. Using a sample of 213 employees and their immediate supervisors, a confirmatory factor analysis was conducted to test the discriminant validity of our measurement model. Hierarchical multiple regression was then used to determine direct and interaction effects, followed by bootstrapping tests to identify mediation and moderated mediation effects. The results showed that servant leadership and TMX are significantly related to perceived insider status. The bootstrapping indirect test and Sobel test demonstrated that perceived insider status mediates the relationship between servant leadership and innovative work behaviour. Moreover, the mediated relationship is only significant when TMX is low. This study empirically validated servant leadership as an antecedent to employee innovative behaviour. The findings demonstrated that perceived insider status is a mediating mechanism in this relationship, with TMX as its boundary condition. Full article