The Mediated Relationship Between Received Support and Job Satisfaction: An Initial Application of Socialization Resources Theory

Cranmer, Gregory A.; Goldman, Zachary W.; Booth‐Butterfield, Melanie

doi:10.1080/10570314.2016.1231931

Cited by 23 publications

(28 citation statements)

References 51 publications

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“…The forwarded model also answers calls for investigation of the complex relationships between human interaction in workplaces and the proximal and distal outcomes of socialization (Cranmer et al , 2017). The findings demonstrate that socialization is a complex process that offers value not just as a dependent variable but as mediator that shapes subsequent experiences and attitudes (Ashforth et al , 2007).…”

Section: Discussionmentioning

confidence: 98%

I’ll do it myself: self-leadership, proactivity, and socialization

Cranmer

Goldman

Houghton

2019

LODJ

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Purpose The purpose of this paper is to explore newcomers as active participants within their own socialization, through the influence of self-leadership on proactivity and subsequently organizational socialization and organizational commitment. Design/methodology/approach Data collected from 193 organizational newcomers (i.e. individuals within their first year at an organization) working in a variety of industries were examined within three serial mediation models in PROCESS. Findings The results of these analyses suggest that self-leadership influences organizational newcomers’ adjustment and subsequent commitment by assisting them in seeking organizational resources. Research limitations/implications This study answers calls to explore both the mediating mechanisms through which self-leadership processes influence organizational outcomes and the complex relationships between human workplace interactions and the proximal and distal outcomes of socialization. Practical implications The findings indicate that organizational stakeholders should enhance the self-leadership abilities of newcomer, thereby easing the socialization burden on organizations. Originality/value This paper offers a novel framework (i.e. self-leadership) for understanding newcomer socialization and provides an encompassing model that recognizes individual capacities, communicative behaviors, adjustment and subsequent organizational attitudes.

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Section: Discussionmentioning

confidence: 98%

I’ll do it myself: self-leadership, proactivity, and socialization

Cranmer

Goldman

Houghton

2019

LODJ

Self Cite

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“…Research has also shown that workplace friendships have a positive effect on an employee's attitudes toward, and experiences of, an organization (e.g., Cranmer et al, 2017). Depending on the nature of the relationship, workplace friendships offer employees three different types of support.…”

Section: The Moderating Role Of Workplace Friendshipsmentioning

confidence: 99%

“…The second, informational support, involves employees sharing necessary information and bringing new perspectives to existing issues. The third, instrumental support, involves employees giving each other access to tangible and intangible goods and services to complete a task (Cranmer et al, 2017;Sias et al, 2004).…”

Section: The Moderating Role Of Workplace Friendshipsmentioning

confidence: 99%

Abusive Supervision and Employee Empowerment: The Moderating Role of Resilience and Workplace Friendship

Arshad

Sun

Desmarais

2021

Journal of Leadership & Organizational Studies

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Several studies have explored why employees leave their organization in the face of abusive supervision. However, there is a lack of research on what makes employees continue with employment despite being affected by abusive supervision. This study responds to the calls made to analyze multiple mechanisms that employees use to cope with abusive supervision. It addresses this gap by examining employees’ psychological and social resources that can mitigate the effects of abusive supervision. We specifically consider employee psychological and structural empowerment, as well as resilience and workplace friendship. This is a time-lagged study using a sample of 146 postgraduate students who have a minimum of 2 years of work experience. Utilizing the tenets of conservation of resources theory, we find that damage to psychological empowerment plays a significant role in diminishing the work engagement and creativity of employees, as compared to structural empowerment. We also find that workplace friendship plays a significant role in weakening the damaging effects of abusive supervision on structural empowerment. Future studies should consider other psychological and social mechanisms that can mitigate the effects of abusive supervision. Moreover, organizations should work toward developing a culture of sharing and support between coworkers.

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“…The quality of coworker relationships is naturally a crucial factor in seeking, providing, and processing supportive communication (Sias 2009). One special coworker or work friend may have a profound impact on well-being through their affective evaluation of the job (Cranmer et al 2017).…”

Section: Outcomes Of Social Support In the Workplacementioning

confidence: 99%

Supportive Communication in the Workplace

Mikkola¹

2019

Workplace Communication

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Supportive communication is a form of social interaction that produces resources with which to solve situational problems and manage emotional strain. Through the management of uncertainty, supportive communication enhances the perception of personal control over life events and strengthens the perception of acceptance. It is enacted in the seeking of support, in providing support, and in supportive listening as a form of emotional and informational support. In the workplace, supportive communication is crucially important: It promotes productive work and employees' well-being as well as job satisfaction and engagement in the organization. This chapter presents the foundations of supportive communication, reviews existing knowledge of social support and supportive messages, and applies this knowledge to workplace communication. The chapter also discusses the development of supportive communication in workplace.

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The Mediated Relationship Between Received Support and Job Satisfaction: An Initial Application of Socialization Resources Theory

Cited by 23 publications

References 51 publications

I’ll do it myself: self-leadership, proactivity, and socialization

I’ll do it myself: self-leadership, proactivity, and socialization

Abusive Supervision and Employee Empowerment: The Moderating Role of Resilience and Workplace Friendship

Supportive Communication in the Workplace

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