Perceived Insider Status Research Articles

Chaxu Climate as a Double-Edged Sword: A Moderated Mediation Model of Organizational Justice, Hierarchy Level on Turnover Intention

Research on chaxu climate, a prevalent organizational phenomenon in China, has captured significant academic attention in recent years. This study aims to explain why some employees who experience chaxu climate in hospitality organizations contemplate leaving, while others do not. We propose a moderated mediation model to examine the double-edged sword impact of chaxu climate on turnover intention. Through one qualitative study and two scenarios-based experimental studies, we reveal that organizational justice plays a crucial role as a contextual cue, influencing employees’ attribution of chaxu climate and subsequent turnover intention. Perceived insider status is identified as a mediator. Furthermore, we establish a second-level moderating effect of the hierarchy level, distinguishing between supervisor and front-line employees. Theoretical and practical implications are discussed accordingly.

From inner needs to external actions: the impact of face consciousness on tourists’ pro-environmental behavior

ABSTRACT Research on tourists’ pro-environmental behavior has been receiving increasing attention, yet there remains a significant gap in understanding how to ensure the sustainability of such behavior. Drawing on the proactive motivation model, this study examines the influence of face consciousness on tourists’ pro-environmental behavior in China. Structural equation modeling analyzed data from 598 tourists in Chengdu. Findings show that gaining face promotes tourists’ pro-environmental behavior. Moreover, green self-efficacy, perceived insider status, and harmonious environmental passion mediate the relationship between face consciousness and tourists’ pro-environmental behavior. Sincere social interaction enhances the positive influence of gaining face through perceived insider status and harmonious environmental passion on tourists’ pro-environmental behavior. This study enriches the existing literature on the relationship between face consciousness and tourists’ pro-environmental behavior, and also provides management basis for promoting tourists’ sustained engagement in pro-environmental behavior.

Enhancing tourism and hospitality organizations’ ESG via transformational leadership and employee pro-environmental behavior: The effect of organizational culture

Existing literature on environmental, social, and corporate governance (ESG) primarily focuses on outcomes, neglecting strategies to enhance its predictors. Drawing upon the competing values framework (CVF) and self-determination theory (SDT), this study investigates the interactive impact of transformational leadership (TFL) and two types of external-focused organizational cultures (OCs) on employee pro-environmental behaviors (PEBs) and subsequently ESG performance in the context of tourism and hospitality industry. By employing a time-lagged field investigation involving 57 Chinese hospitality organizations, this multilevel study draws several findings. First, TFL promotes PEBs among hospitality employees, which in turn contributes to enhanced ESG performance. Second, the adoption of an adhocracy culture in hospitality organizations can further enhance the positive impact of TFL on employee PEBs. Finally, this study also reveals the serial mediating roles of intrinsic and extrinsic motivation, that is, psychological empowerment (PE) and perceived insider status (PIS), in the relationship between TFL and employee PEBs.

Mitigating psychological distress in the workplace: The role of perceived insider status in leader-follower cognitive style congruence

This study examines the impact of leader-follower cognitive style congruence on employee psychological distress, with a specific emphasis on the mediating role of perceived insider status. Using data from a major financial institution in China, the findings reveal that higher cognitive style alignment between leaders and followers is associated with a significant reduction in employee psychological distress. Grounded in Conservation of Resources (COR) theory, the study demonstrates that cognitive style congruence enhances predictability and facilitates the conservation of psychological resources, effectively mitigating psychological distress. Notably, employees led by intuitive leaders report lower distress levels compared to those led by analytic leaders. These results underscore the critical importance of cognitive style congruence in fostering employee well-being and offer actionable insights for enhancing organizational practices.

When and Why Does Platform Leadership Drive Employee Intrapreneurship? Moderating Role of Innovation‐Oriented Human Resource Management

ABSTRACTPlatform leadership, a new concept in leadership, along with intrapreneurship, has garnered considerable attention in China. Despite scholarly efforts to establish a theoretical link between leadership and employee intrapreneurship, gaps persist in understanding when and why platform leadership influences intrapreneurship. This study seeks to fill in these gaps by proposing a new model exploring the theoretical relationship between these concepts. Based on social exchange theory, this research examines how platform leadership enhances intrapreneurship by boosting employees' perceived insider status. Moreover, this study investigates how innovation‐oriented human resource management (HRM) moderates this effect. Analysis of two‐stage data from 471 employees in 57 Chinese platform organizations supports the proposed hypotheses, revealing that platform leadership positively influences intrapreneurship, predominantly by enhancing perceived insider status. The effect of platform leadership on perceived insider status and intrapreneurship is also strengthened in the context of superior innovation‐oriented HRM. This study enriches the theoretical understanding of platform leadership and intrapreneurship through social exchange theory and highlights innovation‐oriented HRM as a critical boundary condition. Insights gained from this study offer valuable guidance for advancing leadership and HRM practices within platform organizations.

After-Hours Work Challenges and Employee Creativity: A Moderated Mediation Model

Based on the social exchange theory, this paper constructs a moderated mediation model to explore the influence of after-hours work challenges after-hours on employee creativity. By collecting 268 questionnaires from Chinese employees and employing hierarchical regression and bootstrapping to test the hypotheses, the results show that after-hours work challenges can enhance employee creativity by improving their perceived insider status. Servant leadership, as a moderator, strengthens both the direct effect of after-hours work challenges on perceived insider status and the indirect effect on employee creativity. This research enriches the creativity and work design literature by addressing the previously unexplored relationship between after-hours work challenges and employee creativity. The study reveals that after-hours work assigned to employees needs to be challenging so that employees can experience personal development through completing it. Additionally, leaders’ support and care during the after-hours work process are essential.

Leader humility and follower prosocial behaviours: Integrating three theoretical perspectives

AbstractIntegrating social cognitive perspective, social exchange perspective, and social identity perspective, we developed a research model examining how leader humility affects follower prosocial behaviours via three psychological mechanisms (i.e., self‐efficacy, affective trust, and perceived insider status). We used two field survey studies to examine our research model. Using a three‐wave lagged design, Study 1 (N = 221) found that leader humility had positive indirect effects on employee knowledge exchange, an information‐based indicator of prosocial behaviours, through all three mechanisms. To constructively replicate and extend our findings, Study 2 (N = 230) used a multi‐source and three‐wave lagged design and incorporated two additional indicators of prosocial behaviours: helping behaviour and voice behaviour. The results showed that affective trust mediated the positive effects of leader humility on all indicators of prosocial behaviours, indicating that social exchange is a powerful theoretical lens in explaining the implications of leader humility. Self‐efficacy mediated the positive effect of leader humility on knowledge exchange and helping behaviour. However, perceived insider status did not exhibit any significant mediating effect. We discussed the theoretical and practical implications of these findings for leadership.

Reducing Employees' Time Theft through Leader's Developmental Feedback: The Serial Multiple Mediating Effects of Perceived Insider Status and Work Passion.

Time theft, especially with the shift to remote work during the pandemic, is an increasing challenge for organizations. Existing studies demonstrate that both authoritarian leadership and laissez-faire leadership can exacerbate time theft, putting leaders in a behavioral dilemma of neither being strict nor lenient. Additionally, the pervasive and covert nature of time theft diminishes the effectiveness of subsequent corrective actions. Our study aims to investigate how to prevent time theft by mitigating employees' inclinations. Based on role theory, our study examines whether supervisor developmental feedback can encourage employees to perform work roles more appropriately. To uncover the complicated internalization process of role expectation, our study incorporates perceived insider status and work passion as serial mediators and considers the boundary effect of leaders' word-deed consistency. In Study 1, a survey of 402 employees revealed that supervisor developmental feedback can negatively predict employee time theft through employees' perceived insider status and work passion. Study 2 employs the same sample to further identify three topics of supervisor developmental feedback: skill learning, attitude learning, and social learning. Moreover, serial multiple mediating effects are affirmed across topics. The findings suggest that providing feedback on employees' learning and growth is an effective approach to prevent time theft.

From Stress to Screen: Understanding Cyberloafing through Cognitive and Affective Pathways.

This investigation delves into the pervasive yet insufficiently examined phenomenon of "cyberloafing", characterized by employees engaging in non-work-related internet activities during office hours. Despite its frequent occurrence in contemporary work environments, the fundamental mechanisms underpinning cyberloafing remain largely uncharted. This study uses the conservation of resources theory and the cognitive-affective personality system framework to demystify the relationship between role stress and cyberloafing. We developed a dual-path model to assess the mediating roles of perceived insider status and emotional exhaustion. Employing SPSS and Smart PLS for data analysis, our research sampled 210 corporate employees. The findings reveal that role stress predicts perceived insider status and emotional exhaustion significantly. Notably, while perceived insider status negatively correlates with cyberloafing, emotional exhaustion shows a positive correlation. These factors mediate the relationship between role stress and cyberloafing, underscoring a multifaceted dynamic. Our results provide new theoretical insights into the mechanisms of employee counterproductive behavior, specifically in the context of cyberloafing, and broaden our understanding of its determinants. This study illuminates theoretical nuances and offers practical implications for managerial strategies and future scholarly inquiries into organizational behavior.

The impact of high-commitment work systems on organizational identification

This paper investigates the impact of a high-commitment work system on Chinese employees' organizational identification. It constructed a theoretical model with perceived insider status as a mediator and a climate for inclusion as a moderator, which was then empirically tested. In this study, an empirical examination was conducted using a sample of in-service employees from 13 companies within China. A quantitative research methodology was employed through a questionnaire survey, and a total of 750 valid sample data points were collected for hypothesis testing using data analysis. The research results indicate that (1) high-commitment work system positively influences employees' organizational identification; (2) high-commitment work system has a positive impact on employees' perceived insider status; (3) employees' perceived insider status positively affects their organizational identification; (4) perceived insider status partially mediates the impact of a high-commitment work system on organizational identification; (5) climate of inclusivity can augment the positive influence of a high-commitment work system on organizational identification. (6) climate of inclusivity can also enhance the positive impact of perceived insider status on organizational identification. High-commitment work systems not only have a direct positive impact on employees' organizational identification but can also indirectly enhance it by elevating employees' internalized identity levels. In addition, an inclusive environment can enhance the positive impact of both high-commitment work systems and internalized identity on organizational identification individually. The findings can broaden empirical research in the context of Chinese culture, facilitating a better understanding of the relationship between high-commitment work systems and organizational identification. It extends empirical research on both aspects within the Chinese context. Moreover, optimizing work design and fostering an inclusive team atmosphere can elevate employees' identification with the organization, offering more insights to business leaders.

Impact of job embeddedness on miners’ safety performance: the role of perceived insider status and safety climate

The present study aims to explore the mechanism for the impact of job embeddedness on safety performance, the mediating role of perceived insider status and the cross-level moderating role of safety climate among miners. The questionnaire data used for analysis in this study were collected from 310 miners in 38 coal mine production teams in China. Bootstrap analysis was performed to explore the mediating role of perceived insider status, and multilevel linear analysis was performed to explore the cross-level moderating role of safety climate. The results showed that job embeddedness was positively related to miners’ safety performance; perceived insider status mediating the relationship between job embeddedness and miners’ safety performance; and safety climate moderating the relationship between perceived insider status and miners’ safety performance across levels.

A Self-Categorization Perspective of Idiosyncratic Deals and Creativity: Mediating Role of Perceived Insider Status and Moderating Role of Psychological Safety.

Idiosyncratic deals (I-deals), a novel human resource management implement, has significantly contributed to attracting, retaining and motivating personnel to enhance creativity. Building upon self-categorization theory, this study investigates the impact of I-deals on creativity and the moderating role of psychological safety in this process by perceived insider status. To mitigate common method bias and causal lag effects, this study was conducted in three phases with a half-month interval for data collection. In this study, a total of 331 employees from six enterprises in China were selected to test the hypotheses using Bootstrap and Johnson-Neyman methods. Results show that I-deals have a positive influence on creativity. Perceived insider status acts as intermediary between I-deals and creativity; Psychological safety strengthens the influence of I-deals on perceived insider status and further enhances the indirect influence of I-deals on creativity through perceived insider status. This study demonstrates that organizations can leverage the unique characteristics of I-deals to fully showcase the diverse talents of their personnel, while simultaneously enhancing their psychological security. This, in turn, empowers employees to confidently propose new ideas and methods, thus catalyzing the generation of creativity.

The influence of psychological climate for caring and perceived insider status on the relationship between managerial caring and positive employee well-being

Learning the factors that positively impact employee well-being is not a new stream of study. The care and support provided by managers can influence employees’ motivation and overall well-being. The positive emotional environment created by a caring climate can significantly impact how individuals feel and function in their professional lives. Additionally, perceived insider status, which reflects a sense of belonging and integration, can positively affect self-esteem and well-being. Social identity theory posits that positive well-being occurs when individual employees feel that they are surrounded by a climate of care signaled by the direct manager and overall employee acceptance within the organization, which ultimately influences their overall positive well-being. This study collected data from 197 employees working in the service sector in different industries within the United Arab Emirates (UAE) through survey questionnaires using a convenience sampling technique. Partial least squares structural equation modeling(PLS-SEM) version 4 was used to analyze the dataset and test the hypotheses. The results indicate that managerial caring relates positively to positive employee well-being. Furthermore, a psychological climate of care and perceived insider status seriallymediate the relationship between managerial caring and positive employee well-being. Thus, this study offers new insights into the importance of managerial care in employees’ positive well-being within their organizations, as well as the caring model among managers and employees. Managers who show and develop an atmosphere of care toward employees enhance their positive well-being.

Workplace status differences and proactive behaviours: The role of perceived insider status and promotion criterion

AbstractStatus difference is prevalent within working groups, profoundly influencing employees' perceptions and behaviours towards coworkers and their groups. Despite this ubiquity, exploring the effects of status difference within groups remains relatively underexamined. Drawing on social identity theory, this study examined how and when horizontal status difference (i.e., status comparison between a focal employee and his/her peers) and vertical status difference (i.e., status comparison between a focal employee and his/her leader) influence employees' perceived insider status and proactive behaviour. Results from 421 employees across 113 working groups indicated that horizontal status difference was positively related to perceived insider status, but vertical status difference had a curvilinear effect on perceived insider status. Furthermore, perceived insider status significantly mediated the impact of horizontal and vertical status differences on proactive behaviour. We also demonstrated that promotion criteria significantly moderated the relationship between horizontal status difference and perceived insider status; in particular, this relationship was stronger when organizations used a relative rather than an absolute promotion criterion.

The influence of shared leadership on taking charge behavior: Dual perspective of cognition–affection

Abstract The purpose of this paper is to explore the influencing mechanism of shared leadership (SL) on taking charge behavior (TCB) based on cognitive–affective system theory. Specifically, the current study intends to build a model of perceived insider status and emotional intelligence that mediate the relationship between SL and TCB from a dual cognitive–affective perspective. Further, given the nature of SL that develops through social interactions, we propose and examine the moderating role of social media use in the relationship between SL and TCB. We used multilevel and multi-sourced data to test the theoretical model and used a social network approach to measure SL in teams. Our findings provide a significant contribution to the literature in that this paper shows perceived insider status and emotional intelligence as a crucial dual mediating mechanism through which SL influences TCB and affords fresh thoughts for IT-related contextual conditions.

Perceived insider status and innovative behaviour of the new generation of employees: Mediating effect of innovative self-efficacy and moderation of group competitive climate

Based on social identity theory, this study investigated the perceived insider status and innovative behaviour relationships in new generation employees by their innovative self-efficacy and group competitive climate in the work context. New generation employees (n = 338) drawn from 52 teams working in 10 high-tech enterprises in the People’s Republic of China were participants (female = 41.4%; mean age = 31.83 years, SD = 3.80 years). Following multilevel structural equation modelling, results indicated that perceived insider status predicted innovative behaviour. Innovative self-efficacy played a mediating role in the relationship between perceived insider status and innovative behaviour, resulting in higher innovative behaviour. Group competitive climate lowers the relationship between perceived insider status and innovative behaviour, through innovative self-efficacy. This study suggests that innovative behaviour support in new employees (through cultivating their innovative self-efficacy for regulating the group’s competitive climate rationally) may motivate new employees to increase their organisational competitiveness.

Building a caring workplace: how managerial caring and perceived insider status shape subjective employee well-being

PurposeAlthough the study of factors that promote employee well-being is not a new research area, the impact of managerial caring and perceived insider status on subjective employee well-being is a relatively new and unexplored area within the management literature. Therefore, this study examined the relationship between managerial caring and subjective employee well-being while considering the mediating effect of perceived insider status. Based on social identity theory, the study hypothesized that perceived insider status mediates the link between managerial caring and subjective employee well-being.Design/methodology/approachThe study analyzed data from 193 employees working across various industries in the United Arab Emirates using Process Macro Model 4.FindingsThe findings revealed a positive relationship between managerial caring and employee well-being, which was influenced by the mediating effect of perceived insider status.Originality/valueThe study’s results, which shed light on the process by which managerial caring positively affects employee well-being, provide valuable insights for developing a caring workplace. The findings make a significant contribution to the literature on managerial caring by explaining how the mediating role of perceived insider status influences the relationship between managerial caring and subjective employee well-being.

Change in Newcomers’ Perceived Insider Status Over Time: An Examination of its Relationships with Abusive Supervision and Well-Being

In a time when organizations must cope with an increasingly volatile and spatially dispersed workforce, understanding how to facilitate newcomers’ perceptions of insider status is of both theoretical and practical importance. However, knowledge regarding how and why these desirable perceptions unfold over time during the socialization period is limited. Drawing on affective event theory and feelings-as-information theory, this research derives predictions about the influence of change in newcomers’ perceptions of abusive supervision and change in newcomer negative affect toward their supervisors on change in newcomers’ perceived insider status. Furthermore, considering perceived insider status through the lens of COR theory, its change is expected to have an impact on newcomers’ well-being. To test our predictions, we used a latent growth modeling (LGM) approach to analyze longitudinal data collected from newcomers working in a variety of organizations at four times across a year after organizational entry. Our results reveal a temporal process whereby change in perceptions of abusive supervision influence newcomers’ well-being and demonstrate that changes in newcomers’ negative affect toward the supervisor and in newcomers’ perceived insider status sequentially mediate these relationships. Overall, this research illustrates the temporal dynamics of the socialization process and highlights the key role of supervisors and newcomers’ affect on newcomers’ transition from outsiders to organizational insiders as well as the corresponding impact on their well-being.

The Effect of Perceived Supervisor Support on Prosocial Service Behaviors: The Mediator Role of Perceived Insider Status

Çalışan-örgüt ilişkisi, çalışanların örgütleri ile kurdukları ilişkiyi inceleyen bir yapıdır. Bu yapı, sosyal değişim teorisini temel alır ve çalışanların, örgütten aldıkları faydaya olumlu şekilde karşılık vereceğini öngörür. Bu araştırmanın amacı, sosyal değişim teorisi temelinde otel işletmeleri çalışanlarının yöneticilerinden aldıkları desteğin karşılığını prososyal davranış göstererek verip vermeyeceklerinin belirlenmesidir. Bu süreçte bu ilişkiye, algılanan içsellik statüsünün aracılık edeceği öne sürülmüştür. Özellikle hizmet kalitesinin algılanmasında büyük öneme sahip olan prososyal hizmet davranışlarının öncüllerinin belirlenmesi açısından, araştırma sonuçlarının önem taşıdığı düşünülmektedir. Araştırma yöntemi olarak ilişkisel analiz yaklaşımı seçilmiş ve veriler, Rize ilinde hizmet veren otel işletmelerinde görev yapan 138 çalışandan elde edilmiştir. Veri toplama aracı olarak; Eisenberger ve diğerleri (1986), Bettencourt ve Brown (1997) ve Stamper ve Masterson (2002) tarafından geliştirilen ölçeklerden yararlanılarak oluşturulan anket kullanılmıştır. Algılanan yönetici desteğinin ve algılanan içsellik statüsünün, prososyal hizmet davranışı üzerindeki direkt etkileri ve algılanan içsellik statüsünün aracılık etkisi Process makrosu ile analiz edilmiştir. Elde edilen bulgular, algılanan yönetici desteğinin ve algılanan içsellik statüsünün prososyal hizmet davranışını artırdığını ve algılanan içsellik statüsünün aracılık etkisini kanıtlamıştır.

The Impact of Family Supportive Supervisor Behavior on Employees’ Proactive Behavior: A Cognitive and Affective Integration Perspective

With the increasing complexity of the external organizational environment, employees’ proactive behavior has become a critical factor for organizational success. However, there is limited research exploring the mechanisms behind employees’ proactive behavior from the perspective of family supportive supervisor behavior, which satisfies employees’ work–family balance. Based on the Cognitive–Affective Personality System theory and in the context of escalating work–family conflict and the Chinese cultural context, which emphasizes reciprocity, this study collected survey data from 535 employees in two stages. The study aimed to investigate the relationship between family supportive supervisor behavior and employees’ proactive behavior. The results show that family supportive supervisor behavior has a positive impact on employees’ proactive behavior; perceived insider status and affective commitment partially mediate the impact of family supportive supervisor behavior on employees’ proactive behavior; and perceived insider status and affective commitment play chain-mediating roles in the influence of family supportive supervisor behavior on employees’ proactive behavior. This study innovatively reveals the “black box” of the relationship between family supportive supervisor behavior and employees’ proactive behavior from the internal perspective of individual cognition–emotion. This expands the research on the consequences of family supportive supervisor behavior in the work field and provides inspiration for enterprises on how to motivate employees’ proactive behavior.