SummaryThe discriminant validity of perceptions of organizational politics, organizational support, and procedural and distributive justice was examined as the distinctions between these variables have been blurred in past research. Results from a sample of 418 full-time employees provided evidence of discriminant validity for these variables. First, structural equation modelling was used to isolate the best structural representation of these four variables. Then, six theoretically relevant predictors (i.e., leader±member exchange, centralization, formalization, co-worker cooperation, role con¯ict, and locus of control) were examined in an effort to provide further conceptual separation. Five of the six antecedents distinguished among politics, justice, and support. Suggestions for additional research that can shed light on the distinctions and similarities of these variables are offered based on the results of this study.
The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making with their supervisors. We used confirmatory factor analyses to determine whether the variables used in this study reflected distinct constructs. Then, we used correlational analysis and hierarchical moderated multiple regression analyses to test the hypotheses. Results indicated that the variables reflected distinct constructs and confirmed the hypotheses. Examination of the interaction indicated that the effect of PDM on job satisfaction was robust at high levels of perceived politics.
Purpose -The purpose of this paper is to provide an examination of the relative impact of mentoring, supervisor support, and perceived organizational support on organizational commitment and job search behavior. Design/methodology/approach -In total, 346 employees of a US manufacturing facility were surveyed. Findings -Ordinary least squared regression model revealed that perceived organizational support was a stronger predictor of organizational commitment and job search behavior than was mentoring and supervisor support.Research limitations/implications -The main implication of this study for leadership theorists is that while mentors and supervisors can be effective in endearing the employee to the organization, the perception of organizational support might be more important. The main limitation of this study is that the findings are derived from a single manufacturing organization. Practical implications -The results from this study suggest that organizational leaders must adequately address organizational-supported programs including fair operating procedures, rewards, and job conditions. These programs underlie perceived organizational support. Originality/ value of paper -This paper contributes to the literature by providing a concurrent and comparative examination of the effects of mentoring, supervisor support, and perceived organizational support on organizational commitment and job search behavior.
The authors examined the relationship of the interaction between emotional exhaustion and conscientiousness with objectively-measured call volume performance and subjectively-measured service quality ratings among 92 call center customer service representatives (CSR’s) of a financial services institution. Results supported the interactive effects on call volume but not service quality. Specifically, the relationship between emotional exhaustion and call volume was stronger among high- than low-conscientiousness CSR’s. Among CSR’s reporting low levels of emotional exhaustion, those high in conscientiousness achieved higher call volumes than those low in conscientiousness. In contrast, among CSR’s reporting high levels of emotional exhaustion, those high in conscientiousness achieved lower call volumes than those low in conscientiousness. Implications for both the personality and stress literatures are discussed. Practical implications for human resources managers also are offered.
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