Relational-Interdependent Self-Construal With Supervisor (RISCS): Scale development and conditional model of meaningfulness at work.

ion and inclusion. Alternatively, the status differential between a subordinate and a supervisor involves categorization that involves a very low level of abstraction and inclusion. These two levels of abstraction and inclusion (i.e., social status differential vs. supervisor–subordinate role status differential) are expected to interact. Given the psychological benefits of status, and the inclination of individuals to utilize relational identities as a way of self-enhancement, it is theorized that lower status individuals will benefit from relational identification with higher status individuals. Proposed Conditional Model A moderated mediation effect, or conditional model, is proposed wherein communication with one’s supervisor acts as a form of social support. This form of social support has a positive impact on meaningfulness at work through relational identification with one’s supervisor. However, one’s level of social status moderates this indirect effect. As described above, positive, negative, and nonwork related communication with one’s supervisor are hypothesized to have a direct effect on both relational identification (Sluss & Ashforth, 2007; Sluss et al., 2012; Wang et al., 2013) and meaningfulness. Likewise, because work relationships are a source of meaning (Wrzesniewski et al., 2003), supervisor relational identification is hypothesized to have a direct effect on meaningfulness. Therefore, relational identification is hypothesized to mediate the relationship between supervisor communication and meaningfulness. Specifically, relational identification with one’s supervisor is hypothesized to be a way which employees enhance their meaningful experience at work. This is in accord with the theory that status is a psychological resource (Semmer, McGrath, & Beehr, 2005). Specifically, relational identification is a way in which to share in someone else’s status and enjoy similar psychosocial benefit, which includes the experience of more meaningfulness at work (Dutton et al., 1994). Finally, given that supervisor relational identification serves a meaning function for lower status individuals, then general social status should moderate this mediation effect. Specifically, the mediation effect should be weaker for individuals of higher general social status and stronger for individuals of lower social status (see Figure 1). T hi s do cu m en t is co py ri gh te d by th e A m er ic an Ps yc ho lo gi ca l A ss oc ia tio n or on e of its al lie d pu bl is he rs . T hi s ar tic le is in te nd ed so le ly fo r th e pe rs on al us e of th e in di vi du al us er an d is no t to be di ss em in at ed br oa dl y. 66 MONNOT