Perish in gossip? Nonlinear effects of perceived negative workplace gossip on job performance

Abstract

Purpose The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating roles of perceived organizational support (POS). Design/methodology/approach Using a sample of 275 supervisor–subordinate dyads in a two-wave survey, the authors adopted a hierarchical regression analysis to test the hypotheses. Findings The results revealed that there is a U-shaped relationship between perceived negative workplace gossip and task performance. Moreover, POS moderated the curvilinear relationship such that the curvilinear relationship is more pronounced among those with lower POS. Research limitations/implications This study does not explore the mediating mechanism of how perceived negative gossip affects the target’s task performance. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of the findings calls for more attention. Practical implications When the negative gossip is still in its early stages, managers should realize the potential threat to target employees and take measures to stop and minimize negative gossiping and rumormongering. Furthermore, managers should do their best to find the optimal levels of organizational support for target employees. Originality/value This study is among the first effort to understand how perceived negative gossip can influence the target employees’ performance by proposing and demonstrating a nonlinear relationship. Moreover, by illuminating how POS plays a role in the curvilinear relationship between negative gossip and task performance, the authors not only complement but also extend the literature on workplace gossip and organizational support.

Effects of supervisor bottom-line mentality on subordinate unethical pro-organizational behavior

“…The predicted four-factor solution achieved adequate fit with the data ( χ 2 = 237.17, df = 183, CFI = 0.97, TLI = 0.97, RMSEA = 0.04), demonstrating superiority to the other models (2–4) in this regard. Because the data were collected from the same sources, we used CFA and Harman's single-factor test to examine the possible common method bias (Huang et al , 2017; Xie et al , 2019). The CFA results indicate that the one-factor model is not suitable for the data ( χ 2 = 1519.99, df = 189, CFI = 0.36, TLI = 0.29, RMSEA = 0.18).…”

The role of positive and negative gossip in promoting prosocial behavior.

“…However, despite the ample research on gossip valence (e.g., Ellwardt et al, 2012;Grosser et al, 2010;Kong, 2019;Tassiello et al, 2018;X. Wu et al, 2018;Xie et al, 2019;Zhou et al, 2019), preceding research has understudied the potential influence of positive vs.…”

An Integrative Definition and Framework to Study Gossip

“…An especially interesting aspect of formal gossip is that the targets are often aware of the fact that information is, or may be, exchanged about them, yet remain unaware of the content. As recent research has shown, perceptions of (negative) workplace gossip can influence psychological factors such as lower self-esteem and emotional exhaustion (e.g., Xie et al, 2019aXie et al, , 2019b, future research could investigate whether these effects are also found for formal gossip and whether the inferred and actual content influence these effects.…”