Cross-level Moderating Effect Research Articles

How and when workplace suspicion triggers knowledge hiding: the cross-level moderation effects of performance climate and mastery climate

ABSTRACT Based on conservation of resources theory and social information processing theory, the paper explores how workplace suspicion behaviors by suspicious perceivers initiate subsequent knowledge hiding via psychological distress and under the cross-level moderation of team performance climate and mastery climate. This research collected multi-wave 552 valid employee questionnaires nested in 83 teams from service sector companies located in the central and eastern China. We analyzed data using multi-level analysis based on hierarchical linear modelling. Results showed that workplace suspicion is positively related to knowledge hiding, whereas psychological distress plays a mediating role in the relationship. Moreover, performance climate positively moderates the accelerating effect of workplace suspicion and psychological distress on knowledge hiding, while mastery climate negatively moderates the accelerating effect of workplace suspicion and psychological distress on knowledge hiding. The research contributes to examining the relationship between workplace suspicion and knowledge hiding in service organizations from the “actor-centric” perspective. Furthermore, the study provides a first step to reveal the “black box” of the impact of workplace suspicion on knowledge hiding and clarify the boundary conditions for the influence of workplace suspicion and psychological distress on knowledge hiding.

Does Instagram make you speak ill of others or improve yourself? A daily diary study on the moderating role of malicious and benign envy

Social networking site users are constantly exposed to the glamorized lifestyles and over-positive profiles of other people. A great deal of investigation has shown that the use of social networking sites is linked to the experience of upward comparison, yielding both threat-oriented and challenge-oriented responses. Yet, limited research has studied what determines these differential responses. To capture the intraindividual fluctuations in online activities, a daily diary study (1,328 diary reports) was conducted to examine the associations between Instagram use and two unexplored and sharply different reactions, namely 1) gossiping, a threat-oriented reaction that aims to pull others down, and 2) self-improvement, a challenge-oriented reaction that leads one to level up. Results indicated that daily Instagram use was positively associated with both gossiping and self-improvement. Critically, these within-person associations were subjected to the cross-level moderation effects of one’s dispositional malicious and benign envy. Specifically, the link between Instagram use and gossiping was stronger among those high in dispositional malicious envy, while the link between Instagram use and self-improvement was stronger among those high in dispositional benign envy. Finally, a series of comparisons was conducted on the within-person associations and cross-level moderations to strengthen our understanding of Instagram use

Perceived overqualification and employee proactivity: The cross-level moderation effects of LMX and initiative climate in small firms

Perceived overqualification and employee proactivity: The cross-level moderation effects of LMX and initiative climate in small firms

Beyond the workday: The effect of daily customer interpersonal injustice on hotel employee experiences after work and the next day

Drawing on regulatory focus theory, ego depletion theory, and the perseverative cognition model of stress, this study developed a theoretical model that describes a dynamic spillover process from customer interpersonal injustice to frontline hotel employees' experience the next day via end-of-workday ego depletion. The within-person moderating role of abusive supervision and the cross-level moderating effect of regulatory focus were also tested. Daily diary data collected multiple times a day for 10 workdays from 81 employees revealed that daily customer interpersonal injustice was indirectly related to employees' next-day negative affect and insomnia via end-of-workday ego depletion. The direct relationship between customer interpersonal injustice and end-of-workday ego depletion was stronger on days when employees experienced higher levels of abusive supervision. Additionally, this direct relationship was stronger for employees who have higher levels of prevention focus. This study advances research on workplace mistreatment by examining employees’ prolonged stress response.

Does psychological detachment benefit job seekers? A two study weekly investigation.

On a weekly basis, job seekers need to exert effort to successfully navigate their search. Yet, despite the notion that job seeking is likely depleting, there has been little research and discussion to date surrounding whether taking time to recover from job seeking can be restorative and helpful for job seekers. Applying theory from the effort-recovery model (Meijman & Mulder, 1998) and the stressor-detachment model (Sonnentag & Fritz, 2015) to the job search context, we highlight the self-regulatory and job search-related benefits associated with psychologically detaching from the job search each week. Specifically, we theorize that weekly psychological detachment from the job search (at t) helps job seekers feel recovered (at t) and, in turn, more vigorous (at t + 1), prompting subsequent job search effort (at t + 1); further, weekly job search effort is expected to engender an increase in subsequent interviews (at t + 2). We also explore the cross-level moderating effect of implicit theories of depletion, considering whether the beneficial impact of weekly psychological detachment is contingent on how depleting job seekers perceive the search process to be. We tested our model with two weekly experience sampling studies of over 200 new labor market entrants. Across both studies, we found considerable support for our model, suggesting that taking time to psychologically detach from the job search can help job seekers maintain their well-being and obtain job search success. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

긍정심리자본과 적응행동 간의 비선형적 관계와 팀 의사소통의 교차수준 조절역할

Former studies have shown that psychological capital — a key variable in positive psychology and positive organizational behavior approach — exerts a consistently positive effect. However, recent research has begun to raise doubts about whether job outcomes are always desirable when positive emotions and cognitions are high. In this vein, this research — apart from the linear argument that the higher the psychological capital, the higher the adaptive behavior — empirically explores the idea that psychological capital might result in negative effects if it exceeds a certain level. Additionally, we examine team communication as a way to effectively manage these negative effects.
 Analysis of data collected from 62 firefighter team leaders and 261 firefighters finds that psychological capital has an inverted U-shaped non-linear effect on adaptive behavior. That is, from a low level to a certain level of psychological capital, psychological capital and adaptive behavior show a positive relationship.
 Conversely, when psychological capital exceeds a certain level, the relationship between psychological capital and adaptive behavior is negative. We also find that when team communication is sufficiently high, there is a cross-level moderating effect that lessens the inverted U-shaped curvilinear relationship between psychological capital and adaptive behavior. Based on these theoretical implications, we suggest managerial implications, research limitations, and future research.

Daily relationships between customer incivility, organizational control, self-efficacy, and service performance

Despite increasing research regarding the buffering conditions of customer incivility, little attention has been paid regarding how firm-driven tactics can serve as buffers between customer incivility and work outcomes. To fill this gap in the literature, our research assessed the relationship between daily customer incivility, next-morning self-efficacy as it related to next-day service performance, and the cross-level moderating effect of perceived organizational control. Using the experience sampling method, we collected diary data from 135 South Korean service employees over five consecutive working days. The results of our multilevel analyses showed that customer incivility from one day had a significant indirect effect on next-day service performance through next-morning self-efficacy. Employees’ perceptions of behavior-based organizational control mitigated the negative relationship between daily customer incivility and next-morning self-efficacy. However, perceived outcome-based organizational control did not moderate the daily customer incivility-self-efficacy relationship. These findings suggest that managing service employees with behavior-based control is more effective than using outcome-based control when helping them cope with daily customer incivility.

The Effects of Social Networks on Individual Unethical Behavior: A Multilevel Network Perspective

Considering individual unethical behavior as an inherently social phenomenon, we adopt a social network perspective to understand how individuals' connections within a team are predictive of unethical behavior. Drawing on social network perspective, we apply a multilevel social network approach to examine how team network density and individual network centrality affect individual unethical behavior. Analyses of multilevel social network data collected from 1,216 employees in 86 teams in Study 1 demonstrate that individual network centrality and team network density have disparate effects on unethical behavior. At the individual level, centrality in positive networks (i.e., advice and friendship networks) significantly decreases, whereas centrality in negative networks (i.e., avoidance and conflict networks) increases individual unethical behavior. At the team level, density of both team positive and negative networks was positively related to individual unethical behavior. Supporting a cross-level moderating effect, the density of team negative networks weakens the beneficial effects of centrality in positive networks and strengthens the deleterious effects of centrality in negative networks on individual unethical behavior. In Study 2, we replicate and check the robustness of the results of Study 1. Implications of these results for future research and management practice are discussed.

How daily supervisor abuse and coworker support affect daily work engagement.

The purpose of this study was to explore the dynamic and intervention mechanisms of daily abusive experience affecting daily work engagement. Drawing on conservation of resources (COR) theory, we examine the effect of daily abusive supervision on daily work engagement through daily negative emotions from the resource consumption perspective, and the moderation effect of coworker support from the resource provision perspective. Using a daily diary approach and based on a sample of 73 employees for 5 consecutive days in China. The results reveal that daily abusive supervision has a significant negative effect on daily work engagement, daily negative emotions mediate this relationship, and coworker support had a cross-level moderating effect between daily abusive supervision and daily negative emotions. Our study shows ways to boost employees’ daily work engagement and especially ways buffer the negative effect of abused experience on work engagement.

Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study

During the COVID-19 crisis, telecommuting has gradually attracted the public’s attention. Past studies on the subject have produced inconsistent findings, suggesting that telecommuting can lead to simultaneous benefits and drawbacks. To discuss the deeper reasons for this finding, we divided telecommuting into two types—voluntary and involuntary telecommuting. Based on the job demands-resources model, we explored the impact of voluntary-involuntary telecommuting on employee innovative behaviour through co-worker emotional support, and we examined the cross-level moderating effect of organisational identification. Using the daily diary method, we collected 455 valid observations from 65 employees for eight consecutive days. The results show that compared with involuntary telecommuting, voluntary telecommuting leads to more co-worker emotional support, in a mediating role, and employee innovative behaviour. Furthermore, a high level of organisational identification enlarges the difference in co-worker emotional support for employees voluntarily or involuntarily telecommuting. Our results uncover those differences and fill the research gap on telecommuter motivation.

The Relationship Between Employees' Daily Customer Injustice and Customer-Directed Sabotage: Cross-Level Moderation Effects of Emotional Stability and Attentiveness.

Customer injustice has received considerable attention in the field of organizational behavior because it generates a variety of negative outcomes. Among possible negative consequences, customer-directed sabotage is the most common reaction, which impacts individuals’ well-being and the prosperity of organizations. To minimize such negative consequences, researchers have sought to identify boundary conditions that could potentially attenuate the occurrence of customer-directed sabotage. In this study, we explore potential attenuation effects of emotional stability and attentiveness on the customer injustice–sabotage linkage. The results showed emotional stability and attentiveness moderate the relationship between customer injustice and customer-directed sabotage. Specifically, the representatives with higher (vs. lower) emotional stability or higher (vs. lower) attentiveness are less likely to engage in customer-directed sabotage when they experience customer injustice. Moreover, there is a three-way interaction among daily customer injustice, emotional stability, and attentiveness that predicts daily customer-directed sabotage. Theoretical and practical contributions, limitations, and directions for future development are also discussed.

Teamwork competency and satisfaction in online group project-based engineering course: The cross-level moderating effect of collective efficacy and flipped instruction

This study examined the relationship between students’ teamwork competency and satisfaction in a synchronous online flipped group project-based course, focusing on the possibility of group collective efficacy and flipped learning to moderate this relationship. We collected data from 19 teams (N = 75 college engineering students) at a science and technology university in Cebu, central Philippines, through a questionnaire survey over a 12-week synchronous online course. Multi-level hierarchical linear modeling test of hypotheses revealed a significant positive relationship between teamwork competency and satisfaction. Similarly, group collective efficacy recorded a significant relationship with satisfaction. At the team level, group collective efficacy and flipped learning moderated the relationship between teamwork competency and satisfaction. Learners in groups with high collective efficacy and online flipped learning showed a stronger relationship than those with low efficacy and conventional online instruction. The findings and discussions provide practical implications and possible interventions teachers could apply to enhance collective efficacy and boost learning satisfaction in synchronous collaborative online learning settings.

Horizontal-Leader Identification in Construction Project Teams in China: HowGuanxiImpacts Coworkers’ Perceived Justice and Turnover Intentions

Based on social comparison theory and organizational justice, this research explores how Guanxi with the horizontal leader (HL) influences coworker turnover intention. We used the snowball sampling method to collect survey data from 203 employees in 22 project teams. Overall, Guanxi with the HL had an indirect influence on turnover intention through perceived distributive justice pertaining to HL identification. Additionally, procedural justice had a negative, cross-level moderating effect on the relationship between Guanxi with the HL and perceived distributive justice. However, the individual-level moderating role of interactional justice was not supported. Theoretical and managerial implications of these findings are discussed.

Exploring the Cross-Level Impact of Counseling Satisfaction from the Longitudinal Study of Learning Outcomes: A Case Study of Economically Disadvantaged Students

This paper discusses the connotations between the learning outcomes of economically disadvantaged students and time factors. We recruited 1,053 economically disadvantaged students from a private university as participants and collected their mean scores in professional courses for 4 years. After observing the initial learning outcomes and academic growth rates of the students, this study concluded that counseling satisfaction had a cross-level moderating effect on learning outcomes. Additionally, the learning outcomes of economically disadvantaged students in professional courses exhibited decelerating growth with time, whereas cross-level counseling satisfaction had a significant influence and moderating effect on academic growth rate.

Not all films are created the same: understanding the cross-level effect of movie ratings on destination image creation

ABSTRACT This study investigates the roles of movie storylines and celebrity fandom on destination image. It further considers a wide range of films and their ratings at the film level as a boundary condition to demonstrate a film-level halo effect. In essence, this study examines the cross-level moderating effect of movie rating on the relationship between tourists’ perceptions of films and destination image using a multilevel design. The results shed light on the conditioning role of movie ratings on individual disposition and explain why films may have an impact on destination image in some situations but not in other.

Green-Induced tourist equity: the cross-level effect of regional environmental performance

This study extends the customer equity paradigm to propose a green induced tourist equity model in the tourism context. Drawing on the attitude literature pertaining to subliminal persuasion and priming, we argue that the environment performance of the source market plays a pivotal role in inadvertently stimulate tourists to grave from a greener place to visit and hence, greater revisit desire for the destination. We develop a series of multilevel models to test individual-level direct effects leading from green equity to destination loyalty through value equity, brand equity, and relationship equity germane to a destination. We then tested the cross-level moderating effect emanating from source-market’s environmental performance to the proposed direct relationships. This study contributes to the literature by bridging the micro and macro perspective of sustainable tourism. It integrates both individual-level and source market regional-level factors into a multilevel framework to better assess how source-market environmental situations could unconsciously influence tourists greening perceptions and behaviors during their excursions. Applications of subliminal persuasion and priming in the current study also broaden the theoretical understanding of the role of attitude at an aggregate level, and they also help strengthen the linkage between regional environmental performance and tourists predispositions.

How do leaders' positive emotions improve followers' person–job fit in China? The effects of organizational identification and psychological safety

PurposeAlthough a plethora of literature has developed person–job fit theory, how leaders' emotions affect followers' person–job fit has received insufficient attention. Drawing on emotions as social information (EASI) theory, the present research study investigated the impact of leaders' positive emotions on person–job fit and further explained the mediating role of psychological safety and the moderating effect of organizational identification.Design/methodology/approachData were collected from 319 Chinese employees nested in 67 teams, and a cross-level design was adopted to examine the research hypotheses.FindingsThe results indicated that individual-level psychological safety played a mediating role in the cross-level relationship between team-directed leaders' positive emotions and individual-level person–job fit. Moreover, the authors found a cross-level moderating effect of team-level organizational identification.Practical implicationsThis present research empirically showed that leaders displaying positive emotions in the workplace benefited followers' perceptions of psychological safety, which in turn improved followers' attitudes towards their job in management practice. In addition, organizational identification could positively advance this process.Originality/valueThis study is the first to evaluate the operational mechanism of leaders' emotion on followers' perceived person–job fit in the Chinese context. Person–job fit has primarily been investigated as a driver of employee outcomes in the previous research studies. These studies focussed on whether and how leaders' emotions improve followers' person–job fit.

Daily Job Crafting Helps Those Who Help Themselves More

Not all members are engaged in job crafting behavior in the same context, yet little research has addressed boundary conditions of daily job crafting. This study addresses these important issues and how the effects of daily job crafting vary depending on the work situation. We consider job autonomy and leader support as between- person level moderators and reveal how it affects the impact of daily job crafting on daily job satisfaction. Through the experience sampling method, we collected 946 days of data from 108 members for hypothesis testing. The analysis results showed that the main effect of daily job crafting and the cross-level moderating effect of leader support were significant, and the moderating effect of job autonomy was not significant. In particular, the positive effect of daily job crafting on daily job satisfaction was strengthened for members with low leader support. These findings highlight that leader support is an important social context to job crafting, and provides insights when members can get more advantages from their daily job crafting.

Job Crafting Alone or Together? : Job Crafting, Collective Job Crafting, and Creativity

There is an extensive literature on job crafting on creativity but much less is known about how their creativity affect when team with high level of job crafting work together in team context. We use the term ‘collective job crafting’ to capture phenomenon of team members actively changing their jobs together. We examined how job crafting affect creativity both at individual- and team-level. We tested a cross-level moderating effect of team coordination on relationship between job crafting and individual creativity. Based on a sample of 481 team members with 108 teams, our results show that individual job crafting is directly related to individual creativity. As well as, collective job crafting indirectly affected team creativity through team coordination at team level. These results highlight how job crafting contributes to performance. Implications of our finding and future research directions are discussed.

The Target of Incivility Cannot Be an Island

Abstract. To address the inconsistencies regarding the effects of incivility on employee productivity and career satisfaction, this study adopted a multilevel approach to examine the cross-level moderating effect of department-level incivility on the negative impact of individual-level incivility. We tested our hypotheses using data from 717 faculty nested within 79 departments at a southwestern university. The hierarchical linear modeling results supported that individual-level incivility negatively related to career satisfaction but not productivity. Further, department-level incivility moderated the negative effects of individual-level incivility such that the negative effects of individual-level incivility on career satisfaction and productivity were reduced when most people in the department experienced incivility or when individuals were not singled out for being mistreated. Theoretical and practical implications are discussed.