Impact model of managers' interpersonal communication styles in an industrial and a navy civilian organization

Klauss, Rudi; Bass, Bernard M.; DeMarco, John J.

doi:10.1037/e516142009-001

Cited by 5 publications

(6 citation statements)

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“…In fact, Downs and Adrian (2004) argued that the supervisor-subordinate relationship can be the most important in any organization because of the potential organizational consequence. In line with this study's findings, extant research has demonstrated that trust in the supervisor-subordinate relationship can influence the quality of communication exchanged between supervisor and subordinate (Klauss & Bass, 1982;Kramer, 2017).…”

Section: Discussion Limitations and Future Researchsupporting

confidence: 86%

“…Downs and Adrian (2004) showed that trust is essential to the superior-subordinate relationship. Trust is an important influence on the quality of communication between a subordinate and superior (Klauss & Bass, 1982;Kramer, 2017). Management can be perceived as an agent of trust by an employee, so any breach in trust by a supervisor could be viewed as failure of the company to keep its commitment to employees (Lester, Turnley, Bloodgood, & Bolino, 2002).…”

Section: Supervisor Trustmentioning

confidence: 99%

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Privacy in Social Media Friendships With Direct Supervisors: A Psychological Contract Perspective

Cistulli

Snyder

2019

International Journal of Business Communication

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Social media in modern companies can connect workers with their supervisors in myriad ways via multiple platforms. This study analyzes the perceived relationships between workers and their supervisors using the theoretical framework of psychological contract violation (PCV). The role of social media in the workplace in terms of privacy and trust between workers and their supervisors and workers’ organizational commitment was analyzed. Demographic information, communication channels (platforms), and the source of the social media relationship request were also considered. An online survey of full- and part-time employees yielded a diverse sample of 327 participants. This social media privacy research is consistent with previous literature on e-mail privacy. Both social media privacy and PCV influenced perceptions of (supervisor) trust. Additionally, PCV and trust influenced perceptions of affective organizational commitment. Implications of the results are discussed.

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Section: Discussion Limitations and Future Researchsupporting

confidence: 86%

Section: Supervisor Trustmentioning

confidence: 99%

Privacy in Social Media Friendships With Direct Supervisors: A Psychological Contract Perspective

Cistulli

Snyder

2019

International Journal of Business Communication

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“…A transformational leader will foster closer relationships with subordinates, characterized by small power distance and by individualized consideration of members' needs and capabilities (Bass, 1990;Yukl, 2006). This relationship is sustained by mutual trust and openness , and by the richness of verbal communication between leaders and members (Klauss & Bass, 1982). Such leaders create more opportunities for sharing and clarifying perceptions (Kozlowski & Doherty, 1989) and offer better articulation of task cues (Kirkpatrick & Locke, 1996), all of which should provide group members with better information for assessing what is prioritized, valued, and supported, promoting the development of shared cognitions, hence a stronger climate.…”

Section: Leadership As a Climate Antecedentmentioning

confidence: 99%

Transformational leadership and group interaction as climate antecedents: A social network analysis.

Zohar

Tenne-Gazit

2008

Journal of Applied Psychology

367

297

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In order to test the social mechanisms through which organizational climate emerges, this article introduces a model that combines transformational leadership and social interaction as antecedents of climate strength (i.e., the degree of within-unit agreement about climate perceptions). Despite their longstanding status as primary variables, both antecedents have received limited empirical research. The sample consisted of 45 platoons of infantry soldiers from 5 different brigades, using safety climate as the exemplar. Results indicate a partially mediated model between transformational leadership and climate strength, with density of group communication network as the mediating variable. In addition, the results showed independent effects for group centralization of the communication and friendship networks, which exerted incremental effects on climate strength over transformational leadership. Whereas centralization of the communication network was found to be negatively related to climate strength, centralization of the friendship network was positively related to it. Theoretical and practical implications are discussed.

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“…Open communication creates opportunities for the subordinates to express their emotions to their supervisors, eliminating misunderstandings and decreasing the negative relationships between them. It indirectly leads to positive job satisfaction (e.g., Burke & Wilcox, 1969;Rings, 1976), better job performance (e.g., Indik et al, 1961;Willits, 1967), and role clarity (e.g., Klauss & Bass, 1982).…”

Section: Communication Openness As a Moderatormentioning

confidence: 99%

The Buffering Effects of Subordinates’ Forgiveness and Communication Openness on Abusive Supervision and Voice Behavior

2021

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Abusive supervision is a type of dysfunctional leadership that fosters continuous verbal or nonverbal infractions on subordinates and undoubtedly negatively impacts various work outcomes. Past literature has explored the underlying rules of how this form of destructive leadership influences employees’ negative working attitudes. However, research focusing on exploring factors that buffer abusive supervision’s harmful effects on voice behavior is relatively scarce. Distinctively, this study seeks to examine under a lens the process through which abusive supervision will harm voice behavior while taking into account emotional exhaustion as a mediator. According to the conservation of resources theory, we propose a cross-domain buffering approach of the negative effect of abusive supervision on voice behavior by considering subordinates’ forgiveness and communication openness acting as the moderators. We test the hypotheses by analyzing 430 sample data from an enterprise in Zhejiang Province, China, using Mplus and SPSS software. The results reveal that emotional exhaustion plays a mediating role in the path analysis of abusive supervision and voice behavior. Moreover, subordinates’ forgiveness and communication openness negatively moderate the mediation path. We enrich current literature by investigating the mechanism of abusive supervision and the impact of this kind of dysfunctional leadership on voice behavior and how to minimize the negative effects. The suggestions proposed can be referred to by practitioners and researchers in establishing a positive working environment.

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Impact model of managers' interpersonal communication styles in an industrial and a navy civilian organization

Cited by 5 publications

References 0 publications

Privacy in Social Media Friendships With Direct Supervisors: A Psychological Contract Perspective

Privacy in Social Media Friendships With Direct Supervisors: A Psychological Contract Perspective

Transformational leadership and group interaction as climate antecedents: A social network analysis.

The Buffering Effects of Subordinates’ Forgiveness and Communication Openness on Abusive Supervision and Voice Behavior

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