We’re in This Together: A Dyadic Approach to Organizational Cynicism, Leader-Member Exchange, and Performance

IF 2.9 4区 心理学 Q2 PSYCHOLOGY, APPLIED Human Performance Pub Date : 2021-06-02 DOI:10.1080/08959285.2021.1929234
Kristyn A. Scott, David Zweig
{"title":"We’re in This Together: A Dyadic Approach to Organizational Cynicism, Leader-Member Exchange, and Performance","authors":"Kristyn A. Scott, David Zweig","doi":"10.1080/08959285.2021.1929234","DOIUrl":null,"url":null,"abstract":"ABSTRACT Despite renewed interest in organizational cynicism, we still know little about how it affects relationships with others in the organization. Using a shared reality framework, we apply the common-fate model to explore how supervisor and subordinate’s organizational cynicism operates in tandem to influence the quality of leader-member exchange (LMX) at the dyad level and affects job performance ratings. Across 199 supervisor-subordinate dyads, we find that dyad-level organizational cynicism has negative effects on dyad-level LMX, impacting supervisory perceptions of subordinate performance. Expanding our understanding of organizational cynicism beyond the individual and incorporating methodology from the interpersonal relationships literature into the study of LMX, our results suggest that to understand the impact of cynicism in the workplace, we need to move beyond the study of subordinates alone.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"257 - 270"},"PeriodicalIF":2.9000,"publicationDate":"2021-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1929234","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Performance","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/08959285.2021.1929234","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 3

Abstract

ABSTRACT Despite renewed interest in organizational cynicism, we still know little about how it affects relationships with others in the organization. Using a shared reality framework, we apply the common-fate model to explore how supervisor and subordinate’s organizational cynicism operates in tandem to influence the quality of leader-member exchange (LMX) at the dyad level and affects job performance ratings. Across 199 supervisor-subordinate dyads, we find that dyad-level organizational cynicism has negative effects on dyad-level LMX, impacting supervisory perceptions of subordinate performance. Expanding our understanding of organizational cynicism beyond the individual and incorporating methodology from the interpersonal relationships literature into the study of LMX, our results suggest that to understand the impact of cynicism in the workplace, we need to move beyond the study of subordinates alone.
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
我们在一起:组织玩世不恭、领导-成员交流和绩效的二元方法
尽管人们对组织玩世不恭重新产生了兴趣,但我们对它如何影响组织中与他人的关系仍然知之甚少。采用共享现实框架,我们运用共同命运模型来探讨主管和下属的组织犬儒主义如何协同作用,从而影响领导-成员交换(LMX)的质量,并影响工作绩效评级。在199对上下级关系中,我们发现上下级层级的组织玩世不恭对上下级层级的LMX有负向影响,影响管理者对下属绩效的感知。将我们对组织玩世不恭的理解扩展到个人之外,并将人际关系文献中的方法纳入LMX研究,我们的研究结果表明,要了解玩世不恭在工作场所的影响,我们需要超越对下属的研究。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
Human Performance
Human Performance PSYCHOLOGY, APPLIED-
CiteScore
4.30
自引率
0.00%
发文量
16
期刊介绍: Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.
期刊最新文献
The Normative Judgment Test of Honesty-Humility: An Implicit Instrument for Organizational Contexts Mechanisms Underlying the Use of Power-Creativity Relationship in the Military: Achievement Motivation and Identification Authentic Leadership’s Impact on Follower Psychological Capital and Performance Through Organizational Identification and Role Clarity Doing Good to Be (Subtly) Bad: A Moral Licensing View on the Relations Between Organizational Citizenship Behavior and Instigated Incivility Toxic Triads: Supervisor Characteristics, Subordinate Self-Esteem, and Supervisor Stressors in Relation to Perceptions of Abusive Supervision
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1