The purpose of this present study was to investigate the predictors of an interaction effect between supervisors’ abusive supervision and work performance level, especially focused on the relationship to employee’s organizational cynicism. In addition, this study examined the mediated moderation effect of supervisors’ work performance level through employee’s silence. The results from 300 participants provided evidence that (1) the interaction effect of supervisors’ abusive supervision with work performance level was positively related to organizational cynicism, (2) employee’s silence mediated the relationship between the interaction effect of supervisors’ abusive supervision with work performance level and organizational cynicism. Based on the results, implications of these findings, limitations and future study direction were discussed in general discussion.
The present research aimed to investigate the contagion of silence behaviors, and its effects process. 218 respondents who is employed in organizations were surveyed. What were analyzed using structural equation modeling are (1) the contagion of silence behaviors, (2) the casual relationship between two types of silence behaviors(defensive silence, acquiescent silence), and (3) the mediating role of employee's silence behaviors and acquiescent silence in the process of co-worker's corresponding behaviors and silence affecting team silence climate and innovative support behaviors. Results indicated that co-worker's silence behaviors could be contagious and their effects on outcomes were mediated by employee's silence behaviors. Findings also showed that employee's defensive silence affected his/her acquiescent silence and its effect on outcomes was mediated by acquiescent silence. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.
The purpose of this study was to investigate the influence of superior peer's job-focused impression management on knowledge hiding behavior and the mediating role of malicious envy to coworkers. In addition, this study examined the moderating role of employee's negative reciprocity in the relationship between malicious envy and knowledge hiding. The results from 350 participants provided evidence that (a) superior peer's job-focused impression management was negatively related to employee's malicious envy, (b) malicious envy was negatively related to employee's knowledge hiding behavior, (c) malicious envy partially mediated the relationship between superior peer's job-focused impression management and knowledge hiding, (d) employee's negative reciprocity moderated the relationship between malicious envy and knowledge hiding. Based on these results, theoretical and practical implication, limitations, and direction for future research were discussed.
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