Managers' coping resources, perceived organizational patterns, and responses during organizational recovery from decline

Abstract

SummaryThis study proposes that individual coping resources and organizational patterns explain the responses of mid-level managers to organizational recovery after decline. The study sample consisted of 252 managers in Israeli enterprises recovering from organizational decline. The responses studied wereÐcitizenship responses, negative responses, the wish to exit and acts to exit the organization. Hypotheses were developed relating these responses to individual coping resources of job involvement, self-esteem and locus of control, and to organizational factors of organic processes, top management support, and organizational opportunities. Findings indicated that most coping resources and organizational patterns correlated with type of response: citizenship behaviors were related to job involvement, internal locus of control, self-esteem and to perceptions of opportunities and organic processes in the organization. They were negatively related to external locus of control. Negative behavior was negatively related to job involvement, self-esteem, perceived organizational opportunities and organic processes. The wish to exit related negatively to job involvement, external locus of control, and perceived opportunities. It related positively to self-esteem. Actual exit behavior was not predicted by the coping resources, nor by organizational factors. Three-stage multiple regression analyses revealed that individual coping characteristics reduced the impacts of organizational factors for most responses. Implications for management are discussed.

The influence of service climate and job involvement on customer‐oriented organizational citizenship behavior in Greek service organizations: a survey

“…This finding is consistent with previous climate research, where a positive work environment will “spill over” into interactions with customers (Schneider and Bowen, 1992). Furthermore job involvement was positively related to CO‐OCB ( H2 ), in line with earlier findings reported by Hoffi‐Hofstetter and Mannheim (1999), indicating that job‐centered employees engage in customer‐oriented behaviors to a greater extent compared to less job‐involved individuals. H3 was also supported, since a positive association was found between service climate and JI.…”

The influence of service climate and job involvement on customer‐oriented organizational citizenship behavior in Greek service organizations: a survey

“…This finding is consistent with previous climate research, where a positive work environment will “spill over” into interactions with customers (Schneider and Bowen, 1992). Furthermore job involvement was positively related to CO‐OCB ( H2 ), in line with earlier findings reported by Hoffi‐Hofstetter and Mannheim (1999), indicating that job‐centered employees engage in customer‐oriented behaviors to a greater extent compared to less job‐involved individuals. H3 was also supported, since a positive association was found between service climate and JI.…”

The Effects of Nationality Work Role Centrality, and Work Locus of Control on Role Definitions of OCB

“…People with a higher internal locus of control are more likely to show pro-social behaviors, as found by Hoffi-Hofstetter and Mannheim (1999) in their study of managers of Israeli organizations in a stage of recovery. As Withey and Cooper (1989) argued, people with a higher internal locus of control believe that their actions make a difference and thus are more likely to take initiative and display a wider set of work behaviors than what is specified by the job.…”

Revisiting the Relationship Between Work Role Stress and Employee Outcomes in Indian Organizations: Moderating Role of Core Self-evaluation

“…A positive relationship between self-esteem and OCB was found in the meta-analysis by Bowling, Eschleman, Wang, Kirkendall, and Alarcon (2010). Internal locus of control (Barbuto & Bugenhagen, 2006;Hoffi-Hofstetter & Mannheim, 1999;Turnipseed & Bacon, 2009) and emotional stability (Small & Diefendorff, 2006) were also found to be positively related to OCBs.…”

The influence of service climate and job involvement on customer‐oriented organizational citizenship behavior in Greek service organizations: a survey

“…This finding is consistent with previous climate research, where a positive work environment will “spill over” into interactions with customers (Schneider and Bowen, 1992). Furthermore job involvement was positively related to CO‐OCB ( H2 ), in line with earlier findings reported by Hoffi‐Hofstetter and Mannheim (1999), indicating that job‐centered employees engage in customer‐oriented behaviors to a greater extent compared to less job‐involved individuals. H3 was also supported, since a positive association was found between service climate and JI.…”

The Effects of Nationality Work Role Centrality, and Work Locus of Control on Role Definitions of OCB

“…People with a higher internal locus of control are more likely to show pro-social behaviors, as found by Hoffi-Hofstetter and Mannheim (1999) in their study of managers of Israeli organizations in a stage of recovery. As Withey and Cooper (1989) argued, people with a higher internal locus of control believe that their actions make a difference and thus are more likely to take initiative and display a wider set of work behaviors than what is specified by the job.…”

Revisiting the Relationship Between Work Role Stress and Employee Outcomes in Indian Organizations: Moderating Role of Core Self-evaluation

“…A positive relationship between self-esteem and OCB was found in the meta-analysis by Bowling, Eschleman, Wang, Kirkendall, and Alarcon (2010). Internal locus of control (Barbuto & Bugenhagen, 2006;Hoffi-Hofstetter & Mannheim, 1999;Turnipseed & Bacon, 2009) and emotional stability (Small & Diefendorff, 2006) were also found to be positively related to OCBs.…”

The influence of service climate and job involvement on customer‐oriented organizational citizenship behavior in Greek service organizations: a survey

“…This finding is consistent with previous climate research, where a positive work environment will “spill over” into interactions with customers (Schneider and Bowen, 1992). Furthermore job involvement was positively related to CO‐OCB ( H2 ), in line with earlier findings reported by Hoffi‐Hofstetter and Mannheim (1999), indicating that job‐centered employees engage in customer‐oriented behaviors to a greater extent compared to less job‐involved individuals. H3 was also supported, since a positive association was found between service climate and JI.…”

The Effects of Nationality Work Role Centrality, and Work Locus of Control on Role Definitions of OCB

“…People with a higher internal locus of control are more likely to show pro-social behaviors, as found by Hoffi-Hofstetter and Mannheim (1999) in their study of managers of Israeli organizations in a stage of recovery. As Withey and Cooper (1989) argued, people with a higher internal locus of control believe that their actions make a difference and thus are more likely to take initiative and display a wider set of work behaviors than what is specified by the job.…”

Revisiting the Relationship Between Work Role Stress and Employee Outcomes in Indian Organizations: Moderating Role of Core Self-evaluation

“…A positive relationship between self-esteem and OCB was found in the meta-analysis by Bowling, Eschleman, Wang, Kirkendall, and Alarcon (2010). Internal locus of control (Barbuto & Bugenhagen, 2006;Hoffi-Hofstetter & Mannheim, 1999;Turnipseed & Bacon, 2009) and emotional stability (Small & Diefendorff, 2006) were also found to be positively related to OCBs.…”