Employee-organization Relationship Research Articles

Improve employee-organization relationships and workplace performance through CSR: Evidence from China

Although CSR research in China has received increasing scholarly attention, employee-centered CSR is still an understudied topic. To fill the void, the purpose of this study is to demonstrate the effects of employees' CSR perceptions on the quality of employee-organization relationships and workplace performance, as well as the underlying mechanisms explaining such effects, in the Chinese context. Guided by both managerial and relational approaches of corporate social responsibility (CSR) research, we conducted a survey (N = 248) with employees from a large private company in the electric and energy industry in China. Data were analyzed via path analysis using R packages (e.g., lavaan) and results revealed that CSR perceptions can lead to positive employee-organization relationship quality and increase employees' extra-role performance. We also found that these effects can be further explained by increased employee-organization identification or perceived corporate ability. In addition, a qualitative analysis of employees' responses showed that the influence of government and Confucianism was reflected in employees' expectations for their employer's CSR initiatives. This study contributes to the scant research on employee outcomes and the underlying mechanisms of employee-centered CSR in China. Practically, we add empirical evidence addressing the value of internal CSR for professionals and educators.

The psychological contract and retention practices in the higher education context: the mediating role of organisational justice and trust

Employee turnover and talent retention are both key concerns for higher education institutions because they are losing highly qualified staff members to the private sector and other higher education institutions that offer better rewards and benefits. This study explored the mediating effect of perceptions of organisational justice and trust relationships on the link between higher education institution staff’s psychological contract perceptions and satisfaction with organisational retention practices. The study involved a cross-sectional quantitative survey with a sample of ( N = 493) full-time employees, both from academic and support staff, at an open distance learning higher education institution in South Africa. Structural equation mediation modelling and mediation analysis showed that organisational justice and trust relationships function as positive parallel and separate mediating mechanisms in the psychological contract – retention practices’ satisfaction link. The study highlighted the importance of employees’ psychological contract beliefs in the employee–organisation relationship, and especially in determining mutual expectations that guide and shape perceptions of organisational justice and trust. Employees’ satisfaction with retention practices is positively enhanced when they experience mutually satisfactory just and trustworthy relations in the organisation.

Internal communication and employee performance: The mediating role of motivation

Internal communication is an important function in an organization in relation to human resource management. This research examined the employee-perceived internal communication and investigated the role of internal communication and employee motivation on employee performance. The mediating influence of motivation in influence of internal communication on organizational performance was also investigated. Questionnaires were distributed to employees of BPJS Malang City to collect the data of this study. Path Analysis was performed to analyze the data, which results revealed that internal communication could improve employee performance. Internal communication was also found to enhance employee motivation, which in turn would affect the employee performance. Internal communication will encourage organization-employee relationship. Employees should understand the company's core business to make them aware of the targets to achieve. Through effective internal communication, employees would have better comprehension on the importance of their performance. Future researchers are encouraged to examine job satisfaction as a mediating variable in the relationship between internal communication and employee performance

The effects of leadership in corporate social advocacy on positive employee outcomes

ABSTRACT Despite the growing attention to corporate social advocacy in the extant literature, little empirical research has examined the effects of corporate social advocacy in the context of employees. The purpose of this study was to delve into the impact of leadership in corporate social advocacy (CSA) on positive employee outcomes, using data from an online survey of full-time employees working in various corporations in the United States. Controlling for the participants’ tenure, demographic information, and company size, this study found that leaders’ facilitation of corporate social advocacy strongly influenced employee advocacy for their organizations, which was also significantly mediated by employees’ personal identification with the leader and by employee–organization relationship (EOR) quality.

Corporate Social Responsibility: The Impact of Employees’ Perceptions on Organizational Citizenship Behavior through Organizational Identification

The impact of the employees’ perceptions of CSR activities on the employee-organization relationship has been little explored in the literature. This study aims to analyze the impact of corporate social responsibility (CSR) perceptions (Environment-related CSR; Employee-related CSR, Customer-related CSR) on organizational citizenship behavior through the mediating role of the organizational identification of employees in the hotel sector. A questionnaire was applied to a sample of 214 frontline employees who work in four- and five-star hotels. Using Model 4 of the PROCESS macro, a mediation model was designed to test the hypotheses. The results indicate that there is a mediation model that uses the effect of organizational identification in the relationship between perceptions of CSR and organizational citizenship behavior. This study concludes that an increase in identification with the organization based on environmental-related activities, employee-related activities, or customer-related activities impact on OCB. The results of this study represent contributions to the literature in the CSR field, as well as to the case of human resources managers who wish to enhance organizational citizenship behavior and identification among hotel staff.

Constructive Roles of Organizational Two-Way Symmetrical Communication: Workplace Pseudo-Information Gatekeeping

Misinformation, misunderstanding, and rumors are not foreign to organizations. The cost of pseudo-information can be critical for the organization in terms of profit, stakeholder relationships, and reputation. For those reasons, organizations should make efforts to detect and prevent the spread of pseudo-information. This piece of research proposes and finds support in a model to gatekeep pseudo-information in the workplace, in which two-way symmetrical communication is an essential element for the model, predicting employees’ gatekeeping behaviors, and mediating the relationship between quality of the employee–organization relationship and gatekeeping behaviors. Then, the cultivation of relationships with the employees and the adherence to two-way symmetrical communication are cost-effective methods for the organization. Loyal and satisfied employees voluntarily debunk and combat pseudo-information.

Factors affecting the employee-organization relationship with focus on explaining the importance and status of entrepreneurship

Factors affecting the employee-organization relationship with focus on explaining the importance and status of entrepreneurship

How empathetic leadership communication mitigates employees' turnover intention during COVID-19-related organizational change

PurposeThe novel coronavirus (COVID-19) outbreak thrust a spotlight on organizational leaders and the challenges that employees face during periods of organizational change. The purpose of the current study is to examine the influence of empathetic supervisor communication on employee turnover intention and the mediating role of affective trust toward supervisors and employee–organization relationship (EOR) quality. Informed by the social exchange theory and EOR literature, the authors develop a model in which affective trust toward supervisors and EOR quality mediates the relationship between empathetic supervisor communication and employee turnover intention.Design/methodology/approachThis study recruited 417 employees based in the USA through an online panel operated by a professional survey company. Data collection that followed a quota sampling procedure lasted for about three weeks in October 2020. The authors used structural equation modeling to test the study hypotheses.FindingsThe findings of this study indicated that the extent to which supervisors adopted empathetic communication during organizational change had considerable repercussions on their supervisees' affective trust toward supervisors, relationship perception toward their organizations, and ultimately, their turnover intention.Originality/valueThis study is among the first that identifies empathetic communication as a pivotal force in driving employees' positive relational and behavioral reactions, reinforcing the growing expectation of supervisors in fulfilling communication functions during organizational change. Moreover, the authors contribute to understanding change management as an activity rooted in and enacted through communication between supervisors and subordinates. In addition, this study contributes to the organizational research of empathy during change.

Understanding Employees’ Responses to Psychological Contract Breach During a Crisis

Despite considerable research on the psychological contract (PC) breach, there exists limited research explicating how employees react to instances of PC breach in times of crisis and what organizations can do to mitigate the detrimental effects of PC breach on the employee-organization relationship during a crisis. Drawing on the risk management theory of corporate social responsibility (CSR, Godfrey, 2005), we argue that CSR effort enacted by an organization provides creates an effect much like insurance and tempers negative employee reactions to PC breach during a crisis. We manipulated CSR and PC breach during an organizational crisis in a scenario-based experiment of 108 working adults (Study 1). Findings suggest subjects in the high CSR conditions are more likely to make external attributions for PC breach, thus placing responsibility for the broken promises outside the company’s control. Then, we surveyed 394 employees from diverse industries in the context of COVID-19 crisis (Study 2). Results suggest perceived CSR moderated the indirect effect of PC breach on employees’ reconciliation with organization via external attributions, such that the effect was stronger when employees perceived a high level of CSR.

Temporary staff performance in universities

This empirical research evaluates the mediating role of the employee-organization relationship through work flexibility and perceived organizational support variables on temporary employee performance in an academic institution. This research included 116 temporary administrative respondents as samples. The census sample selection approach was used to analyze primary data using SmartPLS. The present study revealed that work flexibility has no significant effect on employee-organization relations. Meanwhile, perceived organizational support has a substantial and positive impact on the employee-organization relationship. Work flexibility and employee-organization relationship positively and significantly impact temporary staff performance. Perceived organizational support does not affect temporary staff performance. Employee-organization relationship fully mediates the positive relationship between perceived organizational support and temporary staff performance. This paper is one of the first papers to investigate the role of the employee-organization relationship as an intervening variable in the relationship between workplace flexibility and perceived organizational support of temporary staff performance at a private university.

How Does Career Shock Moderate the Employee Career Establishment Process?

The purpose of this study is to predict the role of employee organization relationships in mediating the effects of competence development, empowering leadership on career success and role of career shock in moderating these relationships. Based on the results of the literature review, it is indicated that employee organization relationships mediate the positive influence of competence development, empowering leadership on career success. This means that the employee organization relationship is an effective stimulus to improve employee career formation. This study also indicates that These relationships will be stronger with increasing levels of positive career shock and weaker with increasing levels of negative career shock. The implication of this study is that career shock encourages employees to reflect critically on future career opportunities. Employees who invest in competence development and receive organizational support tend to have better long-term career prospects but career shock can increase or decrease their role in career success. Eventually, future research should be able to explore the concept of career shock and test it empirically because this concept is relatively new in career research. Keywords: competence development, empowering leadership, EOR, career shock, and career success

Personal and environmental factors associated with self-reported resilience among social workers

Resilience is a very significant issue in the context of social work practice and therefore receives a great deal of research interest. However, certain factors and combinations of factors that could explain the variability in resilience among social workers have not yet received proper research attention. Therefore, this study aimed to investigate the contribution of several personal factors (gender and length of work experience) and environmental factors (subjection to client violence, social support, and social and economic exchange in the employee–organization relationship) to self-reported resilience among social workers in Israel. Structured questionnaires were administered to 346 social workers. The findings suggest that previous subjection to violence by clients was associated with lower levels of self-reported resilience. Perceived social support and social exchange were positively associated with self-reported resilience. However, gender, length of professional experience, and economic exchange were not significantly associated with self-reported resilience among social workers.

Do broken promises matter? The effects of psychological contract breach on job embeddedness and nurses' work attitudes

PurposeThis research investigates the effects of psychological contract breach on the fit, links and sacrifice dimensions of job embeddedness as well as the mediating roles of these three subcomponents in the relationships between psychological contract breach and nurses' work attitudes.Design/methodology/approachData were collected from 591 nurses from private general hospitals in northern Thailand. The hypotheses were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling and a bootstrapping procedure.FindingsThe results indicate that psychological contract breach was negatively associated with the three dimensions of job embeddedness, signifying that the fit, links and sacrifice dimensions are distinct constructs. Also, these three subcomponents mediated the relationship between psychological contract breach and loyal boosterism. Only the links and sacrifice dimensions were found to have mediating effects on turnover intention.Research limitations/implicationsFuture research may consider longitudinal data to avoid potential method biases and draw causal inferences among study variables. Employing cross-cultural research in future studies would also be beneficial.Practical implicationsIf possible, health care organizations should not make any promises that they cannot keep or fulfill. Fine-tuning expectation and managing communication in a timely manner may signal commitments to fulfill the contracts and minimize any potential inducement-outcome discrepancies.Originality/valueThis study adds to the literature by furthering understanding of the employee-organization relationship through the lens of psychological contract and job embeddedness theories.

Supplemental Material for Exploring the Effect of Organization–Employee Relationships on Employee Communication Behaviors on Social Media: The Moderating Role of Position Level

Supplemental Material for Exploring the Effect of Organization–Employee Relationships on Employee Communication Behaviors on Social Media: The Moderating Role of Position Level

Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work

This study demonstrates how authentic leadership and the quality of employee-organization relationships (EOR) influence employee behavioral reactions to dissatisfying events at work. We conducted a nationwide survey of 644 full-time employees in the United States. The results from the structural equation modeling (SEM) revealed that authentic leadership was positively and directly related to employees’ considerate voice but was not directly associated with other behavioral responses. Additionally, the quality of EOR was found to be a strong mediator between authentic leadership and employee behaviors—particularly in enhancing considerate voice and patience and reducing exit—in the context of dissatisfying workplace events. The implications of developing authentic leadership to build and maintain the quality of EOR are discussed.

How Does Employee-Organization Relationship Affect Work Engagement and Work Well-Being of Knowledge-Based Employees?

In the employment relationship, organizational factors are the main factors that affect employee behavior. Especially for knowledge-based workers, it is even more crucial for organizations to give enough attention to their individual needs. Based on Existence, Relatedness, and Growth (ERG) theory, this study constructs a moderated mediating model to explore how the impact of the employee–organization relationship (EOR) on work engagement (WE) and work well-being (WWB) of knowledge-based employees. In this study, existence–relatedness–growth need satisfaction (GNS) is used as a mediator and the perceived symbiotic relationship is used as a moderator. Data collected from 791 knowledge-based employees in higher education institutions from more than 20 provinces and cities in China are used to test the model. The results show that (1) EOR has significant positive effects on WE and WWB. (2) Need satisfaction for relatedness partially mediates the effects of EOR on WE and WWB. (3) Need satisfaction for growth mediates the effect of EOR on WE while the mediating role of need satisfaction for growth between EOR and WWB is unsupported. (4) The mediating role of need satisfaction for the existence of EOR on both WE and WWB is unsupported. (5) The perceived symbiotic relationship moderates the relationship between EOR and WE and WWB. The findings are of theoretical significance in expanding the research field of EOR and providing a basis for organizations to implement EOR strategies.

Online Communication Behaviors in Covid-19 Pandemic: Exploring the Influence of Internal Public Relations Practices and Employee Organization Relationships

Health organizations are increasingly looking for effective strategies for interaction and for maintaining long-term and mutually beneficial relationships with their employees. The growth of digital environments in particular, during Covid-19 Pandemic has offered a fresh avenue for employees to communicate with external publics through social media in crisis. During Covid 
 19 Pandemic, major healthcare sectors have been deeply impacted, nurses in Jordanian hospitals are suffering from a great challenge from their top management due to weak transparent communication and during a crisis, many reports nurses indicate that their organizations or leaders do not promote communication or the sharing of information and ideas. This represents the problem in which nurses do not have faith in the tolerance or benevolence of their managers. Jordanian hospitals reputation is increasingly questioned during the COVID-19 crisis (World Health Organization, 2020). This crisis involving Jordanian hospitals has resulted in declining nurses trust in the health care sector and their nurses more adversaries by sharing negative information about their hospitals on social media. ultimately turned into emergence of crisis communication in the healthcare sector and the decline of nurses’ support for their management. If the current trend persists, may likely lead to an unfavorable reputation for future of health care sector in Jordan. Taking this into consideration, the current paper expects to further explore and comprehend, employee's online communication behaviors during Covid-19 Pandemic in Jordanian public hospitals. This conceptual paper debates the antecedents that contribute across Jordanian nurses' motivation in online communication behaviors based on a comprehensive literature review. In particular, the paper elaborates on the proposed relationships between transparent communication, symmetrical communication employee organization relationships, and online communication behaviors. Based on the extended discussions of the proposed relationships, the paper also provides an effective framework for future public relations scholarship of understanding employees’ communication behaviors in online sitting. Therefore, identifying antecedents of employee communication behaviors is a very pertinent, timely initiative to restore employees trust and obtain their support during a crisis. This can be done by utilizing a specific mechanism to decrease threats in the public health sector and create positive results, such as positive employee communication behaviors.

Exploring Employees’ After-Hour Work Communication on Public Social Media: Antecedents and Outcomes

This study focused on employees’ work-related social media use outside regular work hours and explored its antecedents and outcomes. Drawing from boundary theory and employee-organization relationship management literature, this study investigated how employees’ preference for work–family segmentation and quality employee-organization relationship affected employees’ work-related social media use. In addition, informed by the effort-recovery model, the current study proposed low psychological detachment from work and high work–family conflict as outcomes of work-related social media use. Through an online survey with 815 employees in the United States, findings of the study supported the proposed antecedents and outcomes. Specifically, employees with a stronger preference for segmenting the work from the home domain engaged less in work-related social media use, and in turn, experienced higher levels of psychological detachment from work and less work–family conflict. On the other hand, those who had high-quality relationships with their organizations reported higher engagement levels in work-related social media, which resulted in lower psychological detachment from work and higher work–family conflict.

The Role of Authentic Leadership on Employee Engagement in Europe

Authentic leadership encourages self-awareness, relational transparency, balanced processing and Internalized moral perspective of information and the relations with respect to the leaders working with their subordinates, consequently cultivating positive self-improvement. This study related the idea of authentic leadership in refining employee engagement. The concepts of authentic leadership incorporate self-awareness, relational transparency, balanced processing and relational transparency. An extensive literature review was done to infer the findings, conclusions, and recommendations. In perspective on the assessed review, authentic leadership positively affect and employee engagement. There was a significant and positive connection between authentic leadership, work fulfilment and employee engagement. Numerous studies concluded that teams with more authentic characteristics in their leaders, had more satisfied and engaged employees. The influential mentors were perceived as authentic leaders who acted within dimensions that were consistent with authentic leadership theory: self-awareness, relational transparency, balanced processing and internalized moral perspective. Employee engagement is positively influenced by quality employee organization relationships and positive internal reputation. Results showed that both leader’s consistency between words and actions as well as their balanced processing are positively related to employee engagement. As an antecedent, authentic leadership critically affects the nurturing of an organization’s transparency and positive employee relational outcomes, which, in turn, enhance reputation and thus overall performance. Keywords: Authentic Leadership, Employee Engagement & American Workplaces.

Faktor-Faktor yang Memengaruhi Niat Mengundurkan Diri Karyawan Generasi Y di Indonesia

This study aims to identify the relationship between organizational justice, supervisory justice, authoritarian organizational culture, organization-employee relationship quality, and work engagement with the turnover intention of generation Y employees. An online survey was conducted on 290 people in Indonesia. Survey responses were recorded using a Lik ert Scalewith a scale ranging from 1 (strongly disagree) to 7 (strongly agree). The results of the survey analysis were obtained by using regression to predict the relationship between the independent and dependent variables. The results showed that the variable which has a positive relationship with the turnover intention in generation Y employees is authoritarian organizational culture. As for the organization-employee relationship quality variable shows importance because it has the most significant relationshipto retain generation Y employees. The research contributes to the previous research on determinants of employee turnover intention in that it is adding the work engagement variable as a new determinant of the turnover intention of generation Y employees.