Strengthening the Tie: Creating Exchange Relationships That Encourage Employee Advocacy as an Organizational Citizenship Behavior

Walden, Justin; Westerman, Catherine Y. Kingsley

doi:10.1177/0893318918783612

Cited by 60 publications

(53 citation statements)

References 43 publications

(92 reference statements)

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“…Kim and Rhee (2011) similarly coined the term, positive megaphoning, referring to employees' voluntary information sharing behaviors with people in their personal network such as friends or family members. Previous works have suggested that a favorable organization-employee relationship, organizations' symmetrical communication practices or authentic behaviors, organizational commitment and leadership can particularly increase employees' likelihood of advocating for their organizations (Kim and Rhee, 2011;Lee and Kim, 2017;Lee et al, 2018;Walden and Westerman, 2018).…”

Section: Literature Reviewmentioning

confidence: 99%

Enhancing employee advocacy on social media: the value of internal relationship management approach

Lee

Kim

2020

CCIJ

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PurposeTo advance the theoretical understanding of employees' advocacy on social media, this study aims to propose and test an integrative model that incorporates individual and organizational antecedents. Drawing from the relationship management theory in public relations and online behavior literature, the model specifically examines the collective impacts of the social media-related behavioral motivations of individuals and the quality of employee–organization relationship (EOR) on their positive information-sharing intentions about their company on personal social media.Design/methodology/approachAn online survey was conducted with 419 full-time employees in the USA who use social media.FindingsThe results of an online survey with full-time employees in the USA showed that the EOR influenced by symmetrical internal communication significantly increases employees' advocacy intentions and social media-related motivations. Considerable and distinct effects of individuals' positive behavioral motivations on social media (i.e. self-enhancement, altruism, enjoyment) on advocacy intentions are also found.Originality/valueThis study is among the first attempts to test the value of strategic internal communication and relationship management approach in enhancing employee advocacy on the digital environment, social media and their motives of using such channel for benefiting their company.

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Section: Literature Reviewmentioning

confidence: 99%

Enhancing employee advocacy on social media: the value of internal relationship management approach

Lee

Kim

2020

CCIJ

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“…Numerous researchers noted that the concept is characterized by individuals' positive word-of-mouth (WOM) behaviors that recommend or support their organization as well as the products and services (Tsarenko et al , 2018) to external publics such as friends or family members (Bettencourt and Brown, 2003; Fullerton, 2011) or potential employees (Schweitzer and Lyons, 2008) to seek reputation benefits for their organizations (Seiling, 2008). Several scholars have further argued that employee advocacy, as an external, boundary-spanning role (Tsarenko et al , 2018; Vlachos et al , 2017), is not limited to positive WOM but also includes defending a company when it is attacked by external forces (Walden and Kingsley Westerman, 2018), defining it as employees' voluntary promotion or defense of a company, brands and its products externally (Men, 2014). Kim and Rhee (2011) similarly captured the concept of the positive megaphoning of employees, referring to their intention to share positive information about their company externally to people around them (e.g.…”

Section: Literature Reviewmentioning

confidence: 99%

Bridging employee advocacy in anonymous social media and internal corporate social responsibility (CSR)

Lee

2021

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PurposeThis study explores the link between internal corporate social responsibility (CSR) and employee advocacy intention in the anonymous online environment, viewing the positive behavior of employees in anonymous social media as discretionary and altruistic efforts for their organization. Guided by social exchange theory (SET) and relationship management theory, the role of a communal relationship and organizational citizenship behavior (OCB) is likewise explored.Design/methodology/approachAn online survey was conducted with 405 full-time employees in the US.FindingsResults showed that internal CSR positively influences the organization–employee communal relationship as well as OCB. Results further show that the employee-oriented communal relationship plays an important role in increasing OCB, which in turn enhances employee advocacy intention in anonymous social media.Originality/valueThis study is one of the first attempts to conceptualize employees' advocative behaviors in anonymous websites (e.g. Glassdoor) and to explore the antecedents of advocative behaviors, drawing insights from human resources management and internal relations.

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“…Social exchange theory atau teori pertukaran sosial digunakan para peneliti organisasi sebagai kerangka yang memiliki pengaruh untuk menjelaskan perilaku kerja seseorang (Cropanzano et al, 2017). Kegiatan tukarmenukar tersebut dapat memperkuat hubungan antar pihak yang terlibat dalam hubungan pertukaran, yang pada akhirnya menghasilkan perilaku yang produktif (Walden et al, 2018). Seseorang dalam hubungan pertukaran dengan orang lain akan mengharapkan imbalan yang diterima oleh setiap pihak sesuai dengan pengorbanan yang telah di keluarkannya, makin tinggi pengorbanan, makin tinggi keuntungan yang diterima oleh setiap pihak.…”

Section: Pendahuluanunclassified

Stres Kerja Berpengaruh Terhadap Kinerja Pegawai Dengan Motivasi Sebagai Mediasi Di Dinas Pariwisata Klungkung

Mahaputra

Ardana

2020

EJMUNUD

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Kinerja pegawai merupakan hasil kerja secara kuantitas maupun kualitas yang dicapai seorang pegawai dalam melaksanakan tugas sesuai dengan tanggung jawab yang telah diberikan. Tujuan penelitian ini adalah untuk mengetahui peran motivasi memediasi pengaruh stres kerja terhadap kinerja pegawai di Dinas Pariwisata Klungkung. Penelitian ini menggunakan sampel sebanyak 94 orang, dengan metode teknik sampling jenuh. Pengumpulan data dilakukan melalui observasi, wawancara dan kuesioner. Teknik analisis yang digunakan pada penelitian ini adalah analisis Jalur. Hasil penelitian ini menemukan bahwa stres kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. Stres kerja berpengaruh positif dan signifikan terhadap motivasi. Motivasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Motivasi memediasi pengaruh stres kerja terhadap kinerja pegawai. Implikasi dari hasil penelitian yaitu stres kerja dan motivasi secara nyata dapat meningkatkan kinerja pegawai, ketika stres yang dirasakan oleh pegawai dapat meningkatkan motivasi, maka motivasi yang dirasakan oleh pegawai menjadi semakin kuat sehingga berpotensi meningkatkan kinerja pegawai. Kata kunci : kinerja karyawan, motivasi, stres kerja

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Strengthening the Tie: Creating Exchange Relationships That Encourage Employee Advocacy as an Organizational Citizenship Behavior

Cited by 60 publications

References 43 publications

Enhancing employee advocacy on social media: the value of internal relationship management approach

Enhancing employee advocacy on social media: the value of internal relationship management approach

Bridging employee advocacy in anonymous social media and internal corporate social responsibility (CSR)

Stres Kerja Berpengaruh Terhadap Kinerja Pegawai Dengan Motivasi Sebagai Mediasi Di Dinas Pariwisata Klungkung

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