ABSTRACT
Research on managerial voice endorsement has primarily focused on the processes and conditions through which voicers receive their managers' endorsement. We shift this focus away from the voicers, focusing instead on the dual reactions that endorsement generates for observing employees. Drawing from an approach-avoidance framework, we propose that managerial endorsement of coworker voice could be perceived as a positive and negative stimulus for observers, prompting them to approach opportunities and avoid threats, respectively. Results from a preregistered experiment and a multiwave, multisource field study revealed that managerial endorsement of coworker voice was positively related to observers' voice instrumentality, thus prompting them to engage in approach behaviors (i.e., voice). We also found that managerial endorsement of coworker voice was positively related to observers' voice threat, triggering avoidant behaviors (i.e., avoidance-oriented counterproductive work behaviors). Further, we found that the avoidant reactions more pronounced for observers with higher (vs. lower) neuroticism. Overall, our research extends theory by demonstrating the rippling effects that voice endorsement can ignite throughout the workgroup. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
ABSTRACT
The PCMT model of organizational support conceptualizes organizational support as consisting of four forms that differ in terms of their perceived target and ascribed motive. Across six studies (n = 1,853), we create and validate a psychometrically reliable scale that captures these four forms of organizational support, as well as offer a theoretical advancement to the organizational support literature. In particular, the first five studies involve content validation; assessment of factor analytic structure; tests of test-retest reliability and measurement invariance; and establishment of discriminant, convergent, and predictive validity. The final study involves deployment of the validated, 24-item scale in the field and illustrates that the four different forms of organizational support differentially predict the discrete dimensions of job burnout, the effects of which spillover and crossover into the home domain. This investigation thus offers both empirical and theoretical contributions. Empirically, we provide applied psychologists with an instrument for measuring the four forms of organizational support, enabling the emergence of new lines of research. Theoretically, we illustrate that the content and characteristics associated with the different forms of organizational support are important considerations as conceptual alignment between the type of organizational support perceived and the well-being outcome under study enhances the support's predictive validity. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
ABSTRACT
Whereas the majority of research to date has shown that having employees with empathic concern brings a number of beneficial outcomes to those on the receiving end, we shift this focus from the targets to a focus on how empathic concern influences the actors. Drawing from conservation of resources (COR) theory and the work-home resources model, we examined the detriments and benefits of empathic concern on the actors themselves by investigating how empathic concern drains and supplies actors' volatile personal resources. Using two experience sampling studies, our results revealed that empathic concern is associated with both resource loss and resource gain. Specifically, empathic concern requires actors to expend their volatile personal resources, leaving them emotionally exhausted and further prompting them to psychologically withdrawal from work. In addition, empathic concern also helps employees acquire new volatile personal resources, boosting their self-efficacy, and further promoting their engagement in organizational citizenship behaviors toward individuals. We also found that individuals with lower trait positive affect are less likely to obtain resource gain (self-efficacy) from empathic concern and more likely to result in resource loss (emotional exhaustion). Overall, our research answers the questions of why and when the negative and positive outcomes of empathic concern are likely to occur for the actors themselves. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
