Perceived Insider Status Research Articles

Psychological mechanism linking green human resource management to green behavior

PurposeThe purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees.Design/methodology/approachBased on the AMO framework, the authors used three-wave survey data from 399 newcomers and 103 superiors in China. This study uses the bootstrapping approach with Mplus 7.0.FindingsThe analysis shows the direct effect of GHRM on the in-role and extra-role green behavior of new employees as well as the mediating effects between perceived insider status and perceived external prestige.Originality/valueThis study expands research on GHRM to the in-role and extra-role green behavior of new employees. This paper also enhances the understanding of green behaviors inside and outside the roles of new employees and provides scientific implications for the green development of organizations.

Can Insider Status Promote Employee Voice Behavior?

This research investigates employee voice behavior (EVB) as a behavioral consequence of perceived insider status (PIS) through felt obligation behavior. Based on social identity theory, this research postulates that when employees realize that they are an insider, they tend to see themselves as a citizen of an organization and proactively engage in voice behavior. In order to evaluate this relationship, we collected 983 self-completed surveys from participants of public organizations in Fiji. The findings show that as insiders, employees unbegrudgingly engage in voice behavior when trying to provide corrective changes. This relationship was also partially mediated by felt obligation behavior (FOB). Interestingly, this study is the first one to use social identity theory to explain how employees form close attachment to the organizations they work for, driving greater feelings of belongingness and altering their behavior to engage in voice behavior. Therefore, we find social identity theory to be very relevant in explaining the relationship between PIS and EVB through FOB. This makes a significant contribution to the social identity theory. Finally, the current study offers practical implications, limitations, and further research directions.

The mechanism of goal-setting participation's impact on employees' proactive behavior, moderated mediation role of power distance.

Organizations nowadays are under immense external pressure due to advancements in information technology, making it precarious. It also inserts extra pressure to keep the employees motivated and productive. Therefore, while information technology benefits the organization, it also challenges the organization and employees more. In order to meet these challenges, many organizations have begun to flatten their organizational structures and decentralized their management approaches. This study collected 336 valid questionnaires from 20 service companies. The reliability and validity of the questionnaire were tested. In addition, the exploratory factor analysis and confirmatory factor analysis. Relevant analysis and empirical analysis were also carried out using hierarchical regression. The study finds that (1) Goal-setting participation positively affects employees’ proactive behavior. (2) Perceived insider status plays a mediating role between goal-setting participation and employee proactive behavior. (3) The power distance positively modifies the goal-setting participation in the relationship of employee’s perceived insider status. (4) Power distance positively moderates perceived insider status in the relationship of goal-setting participation on employee proactive behavior through perceived insider status. This research applies goal-setting theory and social cognition theory to build a theoretical framework for the influence mechanism of goal-setting participation on employee’s proactive behavior. Expands the application scope of fundamental theoretical research and improve understanding of the relationship between goal-setting participation and employee’s proactive behavior. The research conclusions help organizations understand the formation mechanism of employees’ proactive behaviors, strengthen the focus on goal-setting participation, and optimize the relationship between leaders and employees.

The Trickle-Down Effect of Territorial Behavior: A Moderated Mediation Model.

The present research seeks to explore how and when leader territorial behavior trickles down to the follower. Relying on social information processing theory, we hypothesize that territorial behavior has a trickle-down effect from leader to follower, and perceived insider status mediates the relationship between leader territorial behavior and follower territorial behavior. Competition climate is supposed to strengthen the effect of leader territorial behavior on perceived insider status. Two hundred and fifty-two dyads data of supervisor–subordinate in Chinese enterprises provided support for our hypotheses. The results suggest that leader territorial behavior is positively related to follower territorial behavior and that follower perceived insider status significantly mediates the relationship. Moreover, competition climate strengthens the negative relationship between leader territorial behavior and perceived insider status as well as the indirect effect of leader territorial behavior on follower territorial behavior via perceived insider status. Theoretical and practical implications are further discussed.

Leader Narcissism and Employee Organizational Citizenship Behavior Directed Toward the Leader: Roles of Perceived Insider Status and Need for Self-Esteem.

Based on self-concept theory, the present study proposed and empirically tested the impact of leader narcissism on employee organizational citizenship behavior directed toward the leader (OCB-L), highlighting the mediating role of perceived insider status and the moderating role of need for self-esteem in this relationship. Based on an analysis of 161 two-stage matched leader-employee dyads, the hypotheses were tested and the results showed that the leader narcissism had a negative direct effect on employee OCB-L, as well as a negative indirect effect on employee OCB-L via perceived insider status. Furthermore, the need for self-esteem was found to moderate the negative effect of leader narcissism on perceived insider status as well as the mediating effect of perceived insider status between leader narcissism and employee OCB-L. The theoretical and practical implications of our research were discussed. Limitations and directions for future research were also offered.

Determinants of Proactive Work Behavior of Employees During the COVID-19 Crisis

Abstract. As a result of the COVID-19 pandemic, organizations have been forced to use social media and digital applications to carry out routine tasks. This posed several complications and challenges that hindered harmonic interaction between managers and their subordinates. This study investigates the indirect association between toxic leadership and proactive work behavior via psychological safety (PYS). We also investigate the role of perceived insider status (PIS) as a moderator in the association between toxic leadership and PYS as well as the indirect connection between toxic leadership and proactive work behavior. The work is based on the timelag results of 282 supervisor-employee dyads from different small and mid-sized information technology (IT) firms. The results show that toxic leadership has a significant impact on employee PSY and proactive work behavior as well as revealing that PIS substantially mitigated the negative effects of toxic leadership on employee PYS. Similarly, PIS influences the mediating role of PYS in the association between toxic leadership and proactive work behavior of employees. This research is helpful for academics and practitioners involved in human-resource practices in the IT industry.

How Does Organizational Compassion Motivate Employee Innovative Behavior: A Cross-Level Mediation Model.

This study aims to explore the mediating mechanisms between organizational compassion and employee innovative behavior by introducing perceived insider status and felt responsibility for constructive change (FRCC) as mediating variables. Drawing on cognitive-affective personality system theory, a cross-level mediation model was established. Data were collected via the online-based questionnaire from 420 employees of 12 enterprises in China. Multilevel path modeling was leveraged to examine hypotheses proposed in this study. The results indicate that FRCC mediates the relationship between organizational compassion and employee innovative behavior. Moreover, perceived insider status and FRCC serially mediate the relationship between organizational compassion and employee innovative behavior. This study has significant theoretical and practical implications as it is the first study to investigate the value of organizational compassion to employee innovative behavior at the workplace.

Employee-Oriented CSR and Unethical Pro-Organizational Behavior: The Role of Perceived Insider Status and Ethical Climate Rules

Although existing research generally has found that corporate social responsibility (CSR) has a positive impact on organizations and individuals, researchers should still be alert to the potential risks it may bring. This study will explore why employee-oriented corporate social responsibility (employee-oriented CSR) triggers unethical pro-organizational behavior (UPB). Based on the social identity theory, this study establishes a moderated mediation model to explore the impact mechanism of employee-oriented CSR on UPB. We collected survey data from 298 employees of manufacturing organizations to test our research model. The regression statistics results indicate that employee-oriented CSR can indirectly (via perceived insider status (PIS)) affect employees’ UPB. Moreover, ethical climate rules negatively moderate the relationship between PIS and UPB, and negatively moderate the indirect effect of employee-oriented CSR on UPB. This study promotes a full understanding of the impact of CSR, expands the micro-foundation of CSR, and extends the research on the antecedents of employees’ UPB by revealing the social-psychological mechanism of employee-oriented CSR impact UPB, and also gives specific suggestions to put into practice.

When and how authoritarian leadership influences employee innovation behavior in the context of Chinese culture

PurposeThis paper aims to explore the mechanism and boundary conditions of authoritarian leadership that influence employee innovation behavior (EIB) in Chinese culture based on the leader–member exchange theory and state–trait theory.Design/methodology/approachThe authors used Mplus and SPSS to test the proposed model with data from 286 leader–employee dyads in Chinese companies. In this study, questionnaires were collected through commission and field investigation.FindingsThe results indicate that authoritarian leadership can positively influence perceived insider status and EIB within a certain range in Chinese organizational culture, although this is counterintuitive. In addition, perceived insider status has a high level of explanatory power on EIB and can mediate the relationship between authoritarian leadership and EIB. Furthermore, proactive personality can moderate the positive influence of authoritarian leadership on perceived insider status.Originality/valueInnovation management is inseparable from the specific organizational cultural context. This paper argues that the relationship between authoritarian leadership and EIB in the context of organizational culture in China may differ from that in the west. This study constructs a unique research model and offers new insights into when and how EIB can be influenced by authoritarian leadership.

The influence of team mindfulness on nurses' presenteeism: A cross-sectional study from the perspective of sensemaking.

This study explores the influence of team mindfulness on nurses' presenteeism. The mediation effect of perceived empathic concern and perceived insider status and the moderating effect of organisational formalization are assessed. Nurses are prone to presenteeism. Few studies have explored the influence of the organisational environment on nurses' presenteeism. Studies that consider organisational, work-related and person-related factors on the decision-making process influencing nurses' presenteeism are scarce. Using a cross-sectional survey, data from 396 nurses were gathered from three time points and multiple regression analyses were used to test each hypothesis. (a) Team mindfulness reduces nurses' presenteeism. (b) Both perceived empathic concern and perceived insider status mediate the relationship between team mindfulness and nurses' presenteeism. (c) Organisational formalization exerts a positive moderating effect on the relationship between team mindfulness and perceived empathic concern. Team mindfulness reduces nurses' presenteeism through affective (perceived empathic concern) and cognitive (perceived insider status) sensemaking paths. Organisational formalization is a situational factor to improve the effectiveness of team mindfulness. Nurse managers need to devote themselves to cultivating team mindfulness, building an atmosphere to promote perceived empathic concern and perceived insider status, and promoting a formal organisational structure.

The impact of living a calling on job outcomes

Abstract This study examined the relationship between living a calling, perceived insider status, psychological empowerment, and psychological well-being among hospitality employees. Additionally, this study explored the moderating role of organizational hierarchy (i.e., line-level employees, managers, directors). Results demonstrated that living a calling and perceived insider status were important for all employees but most meaningful for line-level employees, while the influence of living a calling on psychological empowerment was most important for managers or at the director level and above. The findings contribute to the callings and psychological well-being research by explaining how meaning through work impacts and is influenced by perceptions of informal and formal roles. Additionally, the study extends the understanding of these relationships through role theory. Managerial implications for promoting positive organizational outcomes are presented.

The influence of ant fragility and cross-cultural adaptability on employee engagement: The moderated mediation role of perceived insider status

The influence of ant fragility and cross-cultural adaptability on employee engagement: The moderated mediation role of perceived insider status

Feeling trusted and taking-charge behaviour: An internal branding perspective based on self-categorization theory

• Feeling trusted is an important antecedent of internal branding. • Internal branding mediates the linkage of feeling trusted and brand-aligned behaviour. • Self-efficacy moderates the linkage of internal branding and brand-aligned behaviour. Although the mechanism of internal branding is related to both organizational factors and employees’ personal factors, the existing research mainly focuses on organizational factors. Thus, the literature on the formation and function of internal branding from the employee perspective is scarce. In this multisource study, we applied self-categorization theory to test the relationships among employees’ feeling trusted, perceived insider status, self-efficacy and taking-charge behaviour within the framework of internal branding. Data from 169 employee-supervisor dyads from the hotel industry in Northwest China revealed that employees’ perception of feeling trusted is an important factor that causes them to internalize their hotel employer’s brand and categorize themselves as “insiders” who regard the hotel brand as part of themselves and present brand-aligned behaviour to achieve brand success. In addition, employee self-efficacy is an important boundary-level variable that facilitates the transformation of brand internalization to brand-aligned behaviour. The theoretical and practical implications are discussed.

The effect of differential leadership on employees’ thriving at work in China: a moderated mediating model

PurposeThe purpose of this paper is to test the mediating role of perceived insider status (PIS) on the relationship between differential leadership and thriving at work, and the extent to which this mediating role is moderated by proactive personality.Design/methodology/approachThis study conducts a questionnaire with 332 employees from China, taking certain traditional cultural factors and social exchange theory into consideration. This paper then analyzes the responses using a structuring equation model with SPSS 24.0 and LISREL 8.7.FindingsThe results show that PIS mediated the relationship between differential leadership and thriving at work. In addition, proactive personality was found to moderate this mediating pathway, whereby a high proactive personality increased the mediating role of perceived insider status.Originality/valueThis study explores how and why differential leadership is positively related to thriving at work. This paper verifies the moderated mediation model relationship among the research variables and contributes to the literature on differential leadership.

Relationship between nurse's voice and self-leadership: A time-lagged study.

AimLess empirical attention has been paid to the positive relationship between voice behaviour and voice speaker development, such as self‐leadership. The present study explores the relationship among nurses’ voice, perceived insider status and self‐leadership.MethodThis study was based on time‐lagged survey data collected from 608 frontline nurses. jamovi and PROCESS macro were used for analysis.ResultsPromotive voice and prohibitive voice were positively associated with self‐leadership. Perceived inside status mediated the relationship between promotive voice/prohibitive voice and self‐leadership. Prohibitive voice was more strongly related to self‐leadership than promotive voice.ConclusionsWhen nurses dare to voice, nurses’ self‐leadership can be enhanced through perceived insider status improving, especially for nurses who dare to prohibitive voice.Implications for nursing managementNurse managers should protect the privacy of voice, continually provide feedback on voice and set up special encouragement for prohibitive voice.

Effect of competitive psychological climate on unethical pro-team behavior: The role of perceived insider status and transformational leadership

The purpose of this study is to explain why employees in financial companies in Sri Lanka are likely to engage in unethical pro-team behaviors and how transformational leaders involve controlling unethical pro-team behaviors in a competitive work environment. The study employed a quantitative approach to investigate the association between the competitive psychological climate and perceived insider status on unethical pro-team behaviors. The authors collected data from 426 sales representatives at a finance company in Sri Lanka and tested hypotheses using Structural Equation Modelling analyses through Smart PLS version 3. The results indicate that competitive psychological climate and perceived insider status are positively associated with unethical pro-team behaviors. Further, the transformational leadership’s moderation is negatively significant on the relationship between competitive psychological climate and unethical pro-team behaviors. The study has shown that the leader will delegate more responsibility to the employee, associated with increased employee empowerment and high-quality, ethical behaviors. Besides, it contributes to the literature as of the new theoretical base and offers practical implications with the richer view of a nomological link between the leader, competitive employee, and competitive work environment.

Why does abusive leadership lead to employee silence The mediating role of perceived insider status and psychological safety

Why does abusive leadership lead to employee silence The mediating role of perceived insider status and psychological safety

Why Does Abusive Leadership Lead to Employee Silence ---The Mediating Role of Perceived Insider Status and Psychological Safety

The study's primary objective is to examine the influence of abusive leadership on employee silence and the mediating effect of perceived insider status and psychological safety. It divulges the me...

Job Insecurity and Employee Engagement: A Moderated Dual Path Model

In a new stage of booming platform economy, improving the employees’ job security is the key factor to ensure the sustainable development of a platform organization. Based on the cognitive behavior theory, this study introduces the perceived insider status as the moderator variable, and constructs the process mechanism model of job insecurity on employee engagement. The aim of this study is to examine the relationship between job insecurity, emotional response and employee engagement, and provide suggestions for reducing job insecurity and improving employee engagement. Using a 2-wave time-lagged survey data of 341 workers in China firms, data were collected with a self-report questionnaire and analyzed with the statistical package for the social science (AMOS, SPSS). The research result found a negative relationship between job insecurity and employee engagement, and that this negative relationship was mediated by negative emotion or positive emotion. Furthermore, perceived insider status moderated the relationship between job insecurity and positive emotion or negative emotion; the higher the perceived insider status is, the weaker the negative impact of job insecurity on positive emotion and the weaker the positive impact on negative emotion. The research results provide theoretical guidance for organizations to improve employee engagement and help to strengthen the importance of organizations to employees’ job insecurity.

Social Structural Characteristics and Turnover Intention of Experienced Employees: The Role of Perceived Insider Status and Overall Justice Perception

Social Structural Characteristics and Turnover Intention of Experienced Employees: The Role of Perceived Insider Status and Overall Justice Perception