A Social Exchange Perspective of Abusive Supervision and Knowledge Sharing: Investigating the Moderating Effects of Psychological Contract Fulfillment and Self-Enhancement Motive

Choi, Woohee; Kim, Seckyoung Loretta; Yun, Seokhwa

doi:10.1007/s10869-018-9542-0

Cited by 74 publications

(91 citation statements)

References 67 publications

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“…For this study, we theorize that employees' power distance orientation and self-enhancement motive increase their sense of personal satisfaction when they respond to despotic leadership with ingratiatory activities (Guzman and Espejo 2015;Kwang and Swann 2010). That is, their belief that power differentials in leader-follower relations are instrumental for the effective functioning of organizations, as well as their general desire for self-enhancement and associated motivation to make a positive impression on others, might cause employees to find it particularly rewarding to ingratiate with their supervisors, even those who exhibit despotic tendencies (Choi et al 2019;Lian et al 2012).…”

Section: Cor Theorymentioning

confidence: 99%

“…The question of how this personal factor, together with a self-enhancement motive, might trigger upward ingratiatory behavior and subsequent workplace status in response to despotic leadership thus might be particularly relevant for our study context but should be informative in other countries too. as despotism (Choi et al 2019;Lian et al 2012). They also complement each other; employees' power distance orientation is more externally oriented, capturing their views of acceptable power differences in the surrounding environment (Kirkman et al 2009), whereas a self-enhancement motive is more internally driven, reflecting a sensitivity and desire to be perceived in positive ways by other organizational members (Yun et al 2007).…”

Section: Introductionmentioning

confidence: 99%

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Ingratiating with Despotic Leaders to Gain Status: The Role of Power Distance Orientation and Self-enhancement Motive

2019

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This study adds to business ethics research by investigating how employees' exposure to despotic leadership might influence their peer-rated workplace status, along with a mediating role of ingratiatory behavior targeted at supervisors and a moderating role of their power distance orientation and self-enhancement motive. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that exposure to despotic leaders spurs employees' upward ingratiatory behavior, and this behavior in turn can help them attain higher status in the organization. The mediating role of upward ingratiatory behavior also is more prominent among employees with higher levels of power distance orientation and self-enhancement motive. For business ethics scholars, this study thus pinpoints a potentially dangerous pathway-featuring employees' deliberate efforts to impress self-centered, destructive supervisors-by which despotic leadership can generate beneficial outcomes for employees but not for the organization, as well as how this process varies due to key personal characteristics.

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Section: Cor Theorymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Ingratiating with Despotic Leaders to Gain Status: The Role of Power Distance Orientation and Self-enhancement Motive

2019

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“…First, prior research on the relationship between abusive supervision, LMX and employee outcomes has used a raw score approach and has drawn on a social exchange explanation. The main argument is that by impairing leader-member relationships, abusive supervision causes employees to engage in negative reciprocation (Xu et al, 2012;Peng et al, 2014;Decoster et al, 2014;Choi et al, 2018). Our research goes one step further and advances our understanding of how do differentiated leader-member relationships matter in translating abusive supervision's negative effects.…”

Section: Theoretical Contributionsmentioning

confidence: 72%

“…LMX theory LMX theory argues that leaders play a significant role in developing differentiated relationships with each one of the subordinates within work groups (Graen, 1976;Graen and Uhl-Bien, 1995). Relations-oriented leader behaviors, such as supporting, recognizing and delegating, enhance LMX quality (Yukl et al, 2009;Mahsud et al, 2010;Dulebohn et al, 2012), whereas dysfunctional leader behaviors, such as engaging in illegal conduct and abusive supervision, are believed to reduce LMX quality (Harvey et al, 2006;Xu et al, 2012;Peng et al, 2014;Decoster et al, 2014;Choi et al, 2018). These findings also implied that employees may use their experienced leader behaviors to sense where they stand with the leader (Graen and Uhl-Bien, 1995).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Worse-off than others? Abusive supervision’s effects in teams

Zhao

Gao

Liu³

2018

JMP

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Purpose -The purpose of this paper is to examine how relative abusive supervision (i.e. team member's perceived abusive supervision as compared with the team mean) influences team member's job attitudes through the mediating role of relative leader-member exchange. This study also explores the cross-level moderating roles of team-level abusive supervision and team-level leader-member exchange (LMX) in the process. Design/methodology/approach -This study used two-wave data from 1,479 employees in 145 work teams, and tested a cross-level moderated mediation model using multilevel structural equation modeling. Findings -Results demonstrate that the negative indirect effects of relative abusive supervision on job satisfaction and team affective commitment through relative LMX are stronger when team-level abusive supervision is low rather than high. Originality/value -Integrating LMX theory with a relative deprivation perspective, this study conceptualizes and operationalizes relative abusive supervision, develops an individual-within-group model of abusive supervision's consequences in teams and demonstrates a cross-level moderating effect of teamlevel abusive supervision in buffering relative abusive supervision's negative consequences.

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“…On the one hand, knowledge management can effectively prevent or slow down the loss and depreciation of organizational knowledge by integrating organizational data, information and knowledge. On the other hand, it also supports the decision-making of organizational strategy (Choi, Kim, & Yun, 2019;Kim, Springer, Zhang, & Park, 2019); knowledge management is the specific support for the organization's knowledge management implementation. The existing research directions of knowledge management can be divided into knowledge management process, knowledge management strategy, knowledge classification, knowledge measurement, related research has been very rich.…”

Section: Introductionmentioning

confidence: 99%

Visual Analysis on Knowledge Management Research Using Citespace

Shi¹,

Zhang²,

Guo³

et al. 2019

JMS

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In recent years, research on knowledge management has become a hot issue in academia and industry. From the research literature of existing scholars on knowledge management, although research in this field has yielded a large amount of important research results, however, there is a lack of quantitative literature review to summarize the current status and development of the field. Most studies lack in-depth and extensional research on the basis of predecessors. This paper uses the bibliometric method to conduct statistical analysis of the literature in the field of knowledge management research, perform visualized analysis of the content of knowledge management research with citespace software, aiming to further understand the development of knowledge management research through analysis of relevant literature, frontier hotspots and future trends. The results of the research show: knowledge management research enters explosive development stage; Interdisciplinary and multidisciplinary research will gradually become the direction of development in this field; the integration of knowledge management and big data will become future research trend.

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A Social Exchange Perspective of Abusive Supervision and Knowledge Sharing: Investigating the Moderating Effects of Psychological Contract Fulfillment and Self-Enhancement Motive

Cited by 74 publications

References 67 publications

Ingratiating with Despotic Leaders to Gain Status: The Role of Power Distance Orientation and Self-enhancement Motive

Ingratiating with Despotic Leaders to Gain Status: The Role of Power Distance Orientation and Self-enhancement Motive

Worse-off than others? Abusive supervision’s effects in teams

Visual Analysis on Knowledge Management Research Using Citespace

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