Subordinate Responses Research Articles

Holding on Too Tightly? Evaluating Subordinate Responses to Employee Guarding

Holding on Too Tightly? Evaluating Subordinate Responses to Employee Guarding

Status-dependent metabolic effects of social interactions in a group-living fish.

Social interactions can sometimes be a source of stress, but social companions can also ameliorate and buffer against stress. Stress and metabolism are closely linked, but the degree to which social companions modulate metabolic responses during stressful situations-and whether such effects differ depending on social rank-is poorly understood. To investigate this question, we studied Neolamprologus pulcher, a group-living cichlid fish endemic to Lake Tanganyika and measured the metabolic responses of dominant and subordinate individuals when they were either visible or concealed from one another. When individuals could see each other, subordinates had lower maximum metabolic rates and tended to take longer to recover following an exhaustive chase compared with dominants. In contrast, metabolic responses of dominants and subordinates did not differ when individuals could not see one another. These findings suggest that the presence of a dominant individual has negative metabolic consequences for subordinates, even in stable social groups with strong prosocial relationships.

Principal's Communication Style and its Impact on the Performance of State Civil Apparatus

The leader is an authority figure in which case every gesture pattern and behavior can have an impact on the conditions and responses of subordinates and employees. The purpose of this study is to determine the impact and influence of the communication style and work motivation that the Principal of State Senior High School 57 Jakarta applies and has on the performance of the State Civil Apparatus (ASN) there. The method used in this research is a qualitative research method with the type of case study, the use of case studies because researchers can understand in depth the context, process, and complexity of the phenomenon being studied. The data collection techniques used are interviews, observation, and documentation. The results of the research found in the field show that the communication that exists between the Principal and all Teachers at SMAN 57 Jakarta is an effective communication style. Effective communication style allows the Principal to convey vision and goals, provide support to Teachers, promote collaboration, build trust, and solve problems together. In addition, based on the research conducted, it can be concluded that effective communication style is a manifestation of one of Horald-Lasswell's communication theories.

Reactions from the Dark Side: How Does the Dark Tetrad Affect Responses to Daily Abusive Supervision Today and Tomorrow?

Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations and occupations. It has typically been conceptualized as a chronic phenomenon with negative outcomes. However, preliminary evidence indicates that conceptualizing abusive supervision as constant may not be accurate, and that its outcomes may vary temporally. This study uses a within-person approach to capture the dynamic nature of abusive supervision and subordinate responses more fully. We surveyed 102 full-time employees from the U.S. who responded to 932 daily surveys assessing personality, workplace behaviors, and justice perceptions. Daily abuse led to lower perceptions of justice and increased retaliation on the same day, but not the following days. Rather, employees who engaged in workplace deviance more often reported more abusive supervision, potentially as a justification for their behavior. Further, justice perceptions predicted increased reports of abuse, indicating that this may be a circular relationship instead of a unidirectional one. Finally, narcissism exacerbated the relationships explored. These results can be used to implement interventions directed at both supervisor behavior and subordinate perceptions and behaviors.

The association networks of select recent nominal anglicisms and their Serbian language equivalents

This study aims to compare the association networks of 40 pairs of recent nominal anglicisms and their Serbian equivalents among 100 philology students by using a word association test. The results of the qualitative and quantitative analyses of the associative responses indicated that different, yet related, parts of the respondents’ mental lexicon are activated as a reaction to the stimuli. We concluded that there were strong tendencies for the complete acceptance of the selected recent anglicisms into the existing Serbian lexicon, as illustrated by the encyclopedic knowledge evident in the responses; that Serbian equivalents were the most frequent responses to the recent anglicisms; that responses which reflect clear linguacultural elements indicated a greater influence of the local culture; and that the recent anglicisms were less prone to superordinate and subordinate responses. In sum, our respondents, all L1 Serbian speakers, did not equally accept all 40 of the recent anglicisms compared to their Serbian equivalents, which in this study represent the norm. The acceptance of the selected recent anglicisms into the Serbian lexical system cannot be reduced solely to the criterion of necessity; instead, we propose that their scalar presentation be implemented in future research.

Can't stop eating my feelings: the maladaptive responses of abused employees toward abusive supervision

AbstractAlthough organizational research on abusive supervision and its detrimental effects on individuals and organizations has become increasingly popular, little attention has been paid to the maladaptive responses of subordinates to abusive supervision. We build upon self-regulatory theory to investigate one common but overlooked maladaptive response of subordinates to abusive supervision: subordinate overeating behavior. We conducted a single-source, multi-wave daily diary study on 10 consecutive working days (N = 115 employees and 1150 daily surveys) to investigate the relationship between abusive supervision and overeating behavior via a subordinate's negative mood at the high versus low values of subordinate's recovery experiences. We, from the perspective of self-regulatory impairment, found that a subordinate's perceptions of abusive supervision instill a sense of negative mood, which in turn render a loss of control over his/her behavioral intentions toward overeating behavior. Moreover, the first-stage moderation results demonstrated that recovery experiences at the workplace mitigate the depleting effects of abusive supervision. Abused subordinates are less susceptible to the effects of abusive supervision on overeating behavior via their negative moods when there are greater recovery experiences at the workplace. Implications for theory and practice are discussed.

Aggressive Superior-Subordinate Communication as a Predictor of Occupational Outcomes among Roman Catholic Sisters and Priests in India

ABSTRACT The research reported here responds to two calls for research: 1) to study organizational communication in religious settings, and 2) to extend the study of communication beyond WEIRD samples (Western, Educated, Industrialized, Rich, Democratic). In answering those calls, we examined aggressive superior-subordinate communication in ecclesiastical occupations (EO) in the Roman Catholic Church in India. Consistent with prior research, superior verbal aggressiveness predicted negative subordinate responses and was a stronger predicter than superior argumentativeness, which predicted positive subordinate responses. These patterns, however, were qualified by the interactions observed. Specifically, superior aggressive communication was a stronger predictor of responses among priests than sisters, and it predicted more positive job outcomes for priests (e.g., higher job satisfaction), but more negative ones for sisters (e.g., lower job satisfaction). Furthermore, the positive verbal aggressiveness-occupational outcomes relationships run counter to US-based aggressive communication theory and empirical research, as does the positive correlation observed between argumentativeness and verbal aggressiveness. Results of this research underscore the importance of testing the generalizability of communication knowledge originating from WEIRD samples to non-WEIRD populations.

Exploring the Impact of Leadership Characteristics on Subordinates’ Counterproductive Work Behavior: From the Organizational Cultural Psychology Perspective

Counterproductive work behavior (CWB) is extremely detrimental to an organization and its stakeholders as they impact economic efficiency and damage the atmosphere within the organization. The culture and personality of leaders can affect their behavior, psychology and ability. Leaders are in a position of authority, have resources and decision-making power, and their words and actions are noticed and imitated by employees. From a leadership perspective, an effective way to avoid CWB is to seek ways to reduce in its occurrence and escalation. First, we conducted a grounded theory study on the leadership characteristics which are the antecedent variable of CWB, and the leadership characteristics were divided into three categories: psychological, behavioral, and ability. These characteristics impact subordinates’ CWB. Second, based on the conservation of resource theory, we conducted an ecological validation of the mechanism through which leadership characteristics affect subordinates’ CWB, explored the role of work resources and personal resources in it. The results indicate that all three types of leadership characteristics have a negative effect on subordinates’ CWB, among them, the mediating effect of work resources was established, and the mediating effect of personal resources was established in some cases. Therefore, different characteristics of leaders will affect the cognitive differences of subordinates to resources, and then trigger behavioral responses of subordinates. By an advantage analysis of the three leadership characteristics on subordinates’ CWB, it is found that the three leadership characteristics are of similar importance on interpersonal CWB. However, in the effect of organizational CWB, the characteristics of leadership have obvious advantages.

Good Disciple or Good Actor: How and When Leader Perfectionism Impels Subordinates' Self-Regulation

Integrating goal orientation approach with self-concept perspective of self-regulation, we develop and test a multilevel theory that delineates both functional and dysfunctional subordinate responses toward leader perfectionism. We propose that when subordinates have a strong learning goal orientation, leader perfectionism leads to perfectionistic identity salience, resulting in increased job performance and proactive behavior. In contrast, when subordinates have a strong performance goal orientation, leader perfectionism hinders job performance and proactive behavior via perfectionistic self-presentation. The theoretical and practical implications for perfectionism and leadership are discussed.

Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.

Although destructive consequences for subordinates have featured prominently in the abusive supervision literature, scholars have insinuated that supervisory abuse may temporarily yield functional results. Drawing from research on motive attribution tendencies that underlie abusive supervision and the control perspective of repetitive thought, we develop and test a multilevel theory that delineates both functional and dysfunctional subordinate responses to daily abusive supervisor behavior. We posit that when subordinates generally attribute abusive supervision to performance promotion motives, abusive supervisor behavior during the day leads to task reflexivity that night, translating into within-subordinate increases in next-day task performance. In contrast, when subordinates generally attribute abusive supervision to injury initiation motives, abusive supervisor behavior during the day instead leads to rumination that night, resulting in within-subordinate increases in next-day leader-directed deviance. Results from 2 experience-sampling studies provide support for these predictions. By providing a more fine-grained understanding of both the adaptive and maladaptive consequences of daily abusive supervisor behavior, our research, together with prior studies, suggests that the short-lived instrumental outcomes of abusive supervisor behavior carry a substantial price, despite managers' illusion that acting in an abusive manner could be a feasible influence tactic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Two songbird species show subordinate responses to simulated territorial intrusions of an exotic competitor

Interspecific competition is rarely assessed between exotic and distantly related native species, although these can compete for some ecological resources. Here, we assessed the occurrence of interspecific aggression resulting from direct competition between two European native songbird species (henceforth focal species), the robin Erithacus rubecula and the blackcap Sylvia atricapilla, which are potential competitors for feeding resources and behaviourally subordinate to the exotic red-billed leiothrix Leiothrix lutea. In central Portugal, this exotic species lives in sympatry with robins and blackcaps at least since 2007. We used interactive playbacks to measure the behavioural response of blackcaps and robins towards intrusions by leiothrix and a submissive, native competitor—great tit Parus major. The singing behaviour of both focal species was affected by leiothrix playback. Robins exhibited a longer latency to sing, and both species avoided singing near the loudspeaker after leiothrix playback compared with great tit playback, which generally suggests a subordinate behaviour. Regarding changes in song parameters during the playbacks, only the peak frequency of blackcaps was affected by the playback. We discuss different possibilities for the origin of such submissive behaviour in native species.

Mapping perception discrepancy towards supervisors’ leadership style and subordinates’ performance: A case study on psychometric assessment of Public and Private Bank in India

The banking industry is an indispensable part of economy, where global challenges have increased the complexity of banks leader. As, its leader who plays influential role in inspiring, and retaining workers undergoing with changes and expand the organizational opportunities by focusing on high-performance of subordinates. Managers gets the opportunity to lead, not because of their designation, but because they are anticipated and acknowledged as the leader by their subordinates (Boseman, 2008). Extensive researches had projected that leaders and followers perceived differently about the value of their relationships (Campbell and Johnson, 2003; Xin, 2004). At this point, leader's awareness towards the differences in perception of their leading style, and what their followers perceive is a critical matter. A huge disagreement exposes the lack of leader's self-knowledge and poor style which leads to an adverse organisational milieu. This case would aid leaders to nurture themselves, once they develop awareness about the style, they demonstrate to followers in diverse work surroundings. The purpose of this case is to compare the leadership styles of managers from superior's perception through self-rating and their follower's perception through followers rating in public and private banks. The identified leadership styles in this case is based on behavioural taxonomy (Bass, 1998, MLQ), and data was contained from 102 immediate supervisors and 422 subordinates. After measuring through statistical t-tests, the outcome, shows the significant differences among responses of leaders and subordinates in private banks for transformational and transactional style in comparison to public banks. Future studies on leadership styles and their factors could be more consistently measured with two perceptions, which could carry out optimistic performance from both employees and organization.

Relationship between social loafing and the self-concept

PurposeThe purpose of this study is to investigate the relationship between social loafing behaviour, self-concept and perceived organisational politics (POP). The impact of POP and self-concept upon social loafing behaviour has been the fundamental focus of the paper.Design/methodology/approachData were collected from four companies (n = 262) that combined the responses of subordinates and supervisors. The consequent impact of self-concept factors and POP on social loafing behaviour was analysed through correlations; multiple regressions and mediation were tested using Barren–Kenny and Hayes Bootstrap methods.FindingsA positively significant connection among self-concept, social loafing and POP has been found in this study. The findings show that POP significantly mediates the relationship between social loafing and self-concept.Research limitations/implicationsThis study provides evidence of the positive relationship among POP, social loafing behaviour and self-concept. Such knowledge derived may facilitate the scientific task allocation process, feedback system, team orientation, individual differences and job choice aspects, and thus help in the essential understanding of withdrawal work behaviour and perceived organisational support variables.Practical implicationsProductivity and employee satisfaction are major concerns for all organisations. This research paper provides insight to the organisations and supervisors about individual loafing attitude, self-concept and organisational politics and suggests to overcome their impact and improvement in productivity and employee satisfaction.Originality/valueThis is a pioneer paper in the sense that previously there has been no attempt to determine the relationship between POP and social loafing behaviour. Past research has mostly been conducted in the laboratory settings or classroom contexts. The longitudinal data used in this study remove prior research drawbacks and enlighten the unexplored relationships.

Managerial assignments of credit and blame: a five-country study of leadership desirability

PurposeAlthough the international business literature has examined leader traits that are desirable in different cultures, it has not examined critical behaviors or managerial attributions of credit and blame. Credit and blame attributions have important consequences for the desirability of leadership across cultures. Arguing that these types of managerial attributions are likely to have a strong impact on what constitutes desirable leadership; the authors examine them in five countries, namely, USA, France, India, Turkey and Vietnam. The purpose of this paper is to contribute by examining the influence of credit and blame attributions on subordinate satisfaction and leadership perceptions (desirability), unaddressed in the literature.Design/methodology/approachThe model was tested using questionnaire responses of subordinates in a variety of business organizations, from the five countries indicated, including manufacturing, telecommunication, financial and other services.FindingsUsing the implicit leadership theory, the authors contribute by demonstrating the importance of these attributions for leadership perceptions in five different cultures. The results are supportive of the hypotheses and suggest the important moderating role of subordinate performance for leadership perceptions. The authors discuss findings in the context of the literature, highlight contributions and identify limitations and future directions.Originality/valueUsing the implicit leadership theory, the authors contribute by demonstrating the importance of these attributions for leadership perceptions in five different cultures.

Responses to pup vocalizations in subordinate naked mole-rats are induced by estradiol ingested through coprophagy of queen’s feces

Naked mole-rats form eusocial colonies consisting of a single breeding female (the queen), several breeding males, and sexually immature adults (subordinates). Subordinates are cooperative and provide alloparental care by huddling and retrieving pups to the nest. However, the physiological mechanism(s) underlying alloparental behavior of nonbreeders remains undetermined. Here, we examined the response of subordinates to pup voice and the fecal estradiol concentrations of subordinates during the three reproductive periods of the queen, including gestation, postpartum, and nonlactating. Subordinate response to pup voice was observed only during the queen's postpartum and was preceded by an incremental rise in subordinates' fecal estradiol concentrations during the queen's gestation period, which coincided with physiological changes in the queen. We hypothesized that the increased estradiol in the queen's feces was disseminated to subordinates through coprophagy, which stimulated subordinates' responses to pup vocalizations. To test this hypothesis, we fed subordinates either fecal pellets from pregnant queens or pellets from nonpregnant queens amended with estradiol for 9 days and examined their response to recorded pup voice. In both treatments, the subordinates exhibited a constant level of response to pup voice during the feeding period but became more responsive 4 days after the feeding period. Thus, we believe that we have identified a previously unknown system of communication in naked mole-rats, in which a hormone released by one individual controls the behavior of another individual and influences the level of responsiveness among subordinate adults to pup vocal signals, thereby contributing to the alloparental pup care by subordinates.

A Temporal Study on Subordinate Response to Destructive Leadership:Role of Personality and Climate

Many studies have examined the phenomenon of destructive leadership. However, not much research exists from the perspective of the subordinate, especially in terms of coping mechanisms against such...

Paternalistic Leadership in China: A Latent Profile Analysis of its Antecedents and Outcomes

Research on paternalistic leadership identified three elements of this leadership style: authoritarian leadership, benevolent leadership, and moral leadership. To date, most of the studies treated these three elements as independent leadership styles. Yet the three elements are supposed to be interdependent and leaders often integrate these elements to exert influences over their subordinates. To address this issue, the current study took a holistic approach and examined how leaders integrate these three elements differently. Using latent profile analysis, we identified three paternalistic leadership profiles with varying levels of the three elements. These three profiles were associated different mean levels on a range of subordinate responses. Furthermore, leaders’ gender and education were found to affect the profile one leader belongs to. These findings advanced our understanding on paternalistic leadership.

Subordinate responses to leadership: Evidence from an emerging market firm

This paper was conducted to examine the effect of paternalistic and Western leadership style using a sample of 326 subordinates. Due to insufficient number of studies about the type of relationship between subordinates’ responses and leadership type, this study aimed to determine whether paternalistic and Western leadership has a positive impact on managing subordinates. The respondents are employed at a wide variety of firms around Peru, such as Banking, Informational Technology, Commerce, Supply Chain, Construction and Law. A quantile regression was conducted to determine the effects of different types of paternalistic leadership such as benevolent leadership, moral leadership, and authoritarian on subordinate responses. The findings revealed that paternalistic leadership had a positive influence on compliance and gratitude while transformational leadership had a positive influence on gratitude. The survey was limited to Lima due to the current researcher did not have access to subordinate interviews throughout the Latin American Region. The results of this study were relevant to leadership theory and practices that can be implemented in Peruvian firms.

Investigation Relational Levels of Intensity between Paternalistic and Servant Leadership Styles and National Culture, Organizational Commitment and Subordinate Responses or Reactions to the Leaders Style

Leadership is a kind of behavior style thatshows priority related to task and duty or people and human realize the objective The aim of this study is to examine how the level of relations among the paternalistic and servant leadership styles over traditional national culture (TNC), organizational commitment (OC) and subordinate response (SR) and how strong the level of relations between these two leadership style in terms of the reactions of SR, the impact of the TNC and OC in Turkey or visa versa. We will seek to explore the ongoing discussion on servant and paternalistic leadership that affect differently on the dimension ofTNC, OC and SR. There are important relations between them. To be more meaningful we can rank these relations in itself from the strongest or intensive to the weakest relations. The strongest relations are between the subordinate response and the servant leadership; between the traditional national cultural reflection on the leadership and organizational commitment; between the organizational commitment and the subordinate response; between the servant leadership style and the paternalistic leadership style. The weakest relations are between the traditionsl national culture and paternalistic leadership, servant leadership and subordinate response; between the servant leadership and the organizatioanal commitment.

Paternalistic Leadership Profiles

Paternalistic leadership (PL) is a multidimensional construct of three elements that together form a profile model consisting of authoritarianism, benevolence, and morality. Latent profile analysis (LPA) was employed to analyze subordinate response profiles of 1,146 platoon leaders who rated their company commanders in the Taiwanese military. Results indicated the prevalence of three leadership profiles: most common was a moral-authoritarian leadership profile (60.1%), followed by a moral-benevolent leadership profile (29.1%). Least prevalent was an authoritarian leadership profile (10.8%) low on both morality and benevolence. The probability of subordinate responses fitting in the moral-benevolent leadership profile was associated with greater supervisor identification, more occupational commitment, better task performance, and lower intention to leave; probability of subordinate responses fitting the authoritarian profile was associated with greater intention to leave. There was considerable variability in leadership profile perceptions for the same company commander rated by different subordinates.