Authoritarian leadership and employees’ unsafe behaviors: The mediating roles of organizational cynicism and work alienation

Jiang, Hongyan; Chen, Yang; Ping, Sun; Li, Chen

doi:10.1007/s12144-017-9726-1

Cited by 31 publications

(30 citation statements)

References 60 publications

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“…Some studies have confirmed that organizational cynicism brings work alienation with it (e.g., Koçoğlu, 2014; Jiang et al, 2017b). Organizational cynicism has a positive effect on work alienation, and as the level of organizational cynicism increases, the level of work alienation increases as well (Abraham, 2000; Turan, 2011; Kasalak and Bilgin Aksu, 2014).…”

Section: Literature Review and Hypothesesmentioning

confidence: 98%

“…Once employees form cynicism toward an organization, they may show work alienation in response to this cynicism (Maslach and Schaufelli, 1993). For example, Jiang et al (2017b) found that front-line production workers with high organizational cynicism are prone to showing work alienation. Yıldız and Şaylıkay (2014) came to the same conclusion in their study of bank employees.…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

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The Relationship Between Psychological Contract Breach and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation

Chen

2018

Front. Psychol.

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Psychological contract breach (PCB) may trigger negative attitudes in employees and ultimately cause further negative behaviors. By drawing on social exchange theory, this study aims to explore the link between PCB and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and work alienation. We administered a cross-sectional survey of 484 energy company front-line employees. The conceptual model was examined via structural equation modeling. The results suggested that organizational cynicism and work alienation sequentially mediated the relationship between PCB and CWB. This study elucidated the mechanisms underlying the relationship between PCB and CWB by introducing negative attitudes (i.e., organizational cynicism and work alienation) into the model, and offered further evidence that organizations should pay more attention to employees’ PCB and negative attitudes in order to reduce their CWB.

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Section: Literature Review and Hypothesesmentioning

confidence: 98%

Section: Literature Review and Hypothesesmentioning

confidence: 99%

The Relationship Between Psychological Contract Breach and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation

Chen

2018

Front. Psychol.

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“…Most studies explore the outcome of the organizational political climate and organizational cynicism from the perspective of their negative effects [42]. However, the cynicism is changing all the time because of its adherence to the organizational environment, time and organizational structure.…”

Section: Personal Trait Regulatory Focusmentioning

confidence: 99%

“…Personal trait regulatory focus can be adopted as a kind of intervention to guide the psychological situation of individuals [42]. Therefore, this study adopts personal trait regulatory focus as a moderator in the whole path by which political climate influences creativity.…”

Section: Hypothesis 3b Defensive Personal Trait Regulatory Focus Modmentioning

confidence: 99%

The Role of Cynicism and Personal Traits in the Organizational Political Climate and Sustainable Creativity

Sun

Zheng

et al. 2019

Sustainability

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Innovation, as the key concern of sustainable human resource management, is one of the motivators of the sustainable development of organizations. However, past literature believes that innovation may be hindered by the organizational political climate. Based on the self-determination theory, this study proposes a new perspective to transfer the effect of this climate on innovation through the mediating role of cynicism and the moderating role of personal trait regulatory focus. Findings from 341 seven-point Likert survey questionnaires of employees in a Chinese automobile enterprise revealed that: first, the organizational political climate (expect interpersonal relationships) negatively predicted radical creativity and incremental creativity; second, organizational cynicism mediates the negative relationship between the organizational political climate and radical creativity and incremental creativity; third, the mediating effect of the organizational cynicism relationship between the organizational political climate and dualistic creativity could be affected by the personal trait regulatory focus. This study fills the gap in the relationship between organizational political climate and innovation. Additionally, this study proposes several suggestions for the practitioners and further research.

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“…Numerous studies have explored the antecedents of unsafe behaviors, such as leadership (e.g., Jiang, Chen, Sun, & Li, 2017; Zohar, 2002), job stress (e.g., Fam, Kianfar, & Mahmoudi, 2010; M. Y. Leung, Liang, & Olomolaiye, 2016), and safety climate (e.g., Bosak, Coetsee, & Cullinane, 2013; McGonagle, Walsh, Kath, & Morrow, 2014).…”

Section: Introductionmentioning

confidence: 99%

Relationship Between Workplace Ostracism and Unsafe Behaviors: The Mediating Effect of Psychological Detachment and Emotional Exhaustion

Chen

2018

Psychol Rep

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This research tests whether the stressor-detachment model can explain the mechanism between workplace ostracism and employees’ unsafe behaviors. We used a self-report questionnaire to assess Chinese construction workers’ workplace ostracism, psychological detachment, emotional exhaustion, and unsafe behaviors. In total, 349 valid questionnaires were collected. We used cross-sectional structural equation modeling to assess our conceptual model. The results indicate that workplace ostracism has a significant effect on psychological detachment and emotional exhaustion and thus affects employees’ unsafe behaviors. In addition, workplace ostracism could influence employees’ unsafe behaviors through the sequential combination of psychological detachment and emotional exhaustion. Moreover, psychological detachment mediates the relationship between workplace ostracism and emotional exhaustion. Taken together, our findings extend the application of the stressor-detachment model by revealing how workplace ostracism influences employees’ unsafe behaviors.

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Authoritarian leadership and employees’ unsafe behaviors: The mediating roles of organizational cynicism and work alienation

Cited by 31 publications

References 60 publications

The Relationship Between Psychological Contract Breach and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation

The Relationship Between Psychological Contract Breach and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation

The Role of Cynicism and Personal Traits in the Organizational Political Climate and Sustainable Creativity

Relationship Between Workplace Ostracism and Unsafe Behaviors: The Mediating Effect of Psychological Detachment and Emotional Exhaustion

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