A Leader’s Procedural Justice, Respect and Extra-role Behaviour: The Roles of Leader In-group Prototypicality and Identification

Koivisto, Satu; Lipponen, Jukka

doi:10.1007/s11211-015-0243-9

Cited by 11 publications

(16 citation statements)

References 61 publications

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“…Finally, organizational identification is, of course, not only influenced by CSR perceptions but to a large extend also by leadership variables. In particular, the employee's direct supervisor's own identification and his or her group prototypicality can be considered important factors which can both directly influence employee identification and moderate the impact of CSR on identification (see Koivisto & Lipponen, 2015).…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Identity, Importance, and Their Roles in How Corporate Social Responsibility Affects Workplace Attitudes and Behavior

et al. 2019

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This paper contributes to growing research exploring employee attitudinal and behavioral reactions to organizational corporate social responsibility initiatives focused on environmental and social responsibility and sustainability. Drawing on social identity theory, we develop and test a moderated-mediation model where employees' organizational identification mediates the relationship between their perceptions of organizational CSR initiatives and their work engagement and organizational citizenship behaviors, but this relationship is positive only when employees value the role of organizations in supporting environmental and social causes. In a survey of 250 employees from a variety of German organizations, across a range of industry sectors, our hypotheses were fully supported. Theoretical and practical implications are discussed.

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Section: Limitations and Future Researchmentioning

confidence: 99%

Identity, Importance, and Their Roles in How Corporate Social Responsibility Affects Workplace Attitudes and Behavior

et al. 2019

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“…First, they broaden the research done within SIMOL by examining identity-and leader-related effects of a supervisor's FWA allocation decisions. Previous work has mainly considered identityrelated effects as a consequence of procedural and interactional justice (Koivisto & Lipponen, 2015;Lind & Tyler, 1988;Tyler & Blader, 2000). It has only recently been proposed that allocation decisions (or some economic outcomes) could also provide symbolic value for assessing one's self-worth and standing within a group (Blader & Tyler, 2009).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

“…It may substitute for the undesired behavior when the dependent variable is associated with the source of the behavior (i.e., the leader) (Giessner et al, 2009;Ullrich, Christ, & van Dick, 2009). Alternatively, it may reinforce the influence of a leader's behavior when the dependent variable is associated with the self or the group (Koivisto & Lipponen, 2015). Prior empirical research had not examined both employeeand leader-related effects (from the perspective of the employee), as moderated by leader ingroup prototypicality, in a single study.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

“…First, it is important for organizational and team-level viability and success (Podsakoff, MacKenzie, Paine, & Bachrach, 2000) for employees to preserve positive self-identities. Positive self-evaluation and experience of being a respected group member facilitates adopting group goals, proactively striving towards these goals, and even going beyond role requirements in carrying out tasks (as well as other extra-role behaviors), or avoiding negative and abusive behaviors that produce physical, economic, psychological, or emotional harm towards other employees or the organization (Aquino & Douglas, 2003;Blader & Tyler, 2009;Knies & Leisink, 2014;Koivisto & Lipponen, 2015). Second, employees' attitudes towards the leader affect the extent that group members internalize a group's goals, as well as the vigor and motivation that they devote to pursuing these goals (Haslam et al, 2013).…”

Section: Practical Implicationsmentioning

confidence: 99%

“…Research in this area could also extend the causal chain, by assessing behavioral outcomes (especially other extra-role behaviors; Blader & Tyler, 2009) of increased subordinate respect or leader endorsement associated with offering FWA. Those also may be moderated by leader in-group prototypicality (Koivisto & Lipponen, 2015). Furthermore, to what extent and how do employees appeal unfavorable FWA decisions, and are they more likely to do so with prototypical or non-prototypical supervisors, and in convergent or divergent contexts?…”

Section: Future Researchmentioning

confidence: 99%

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Leader prototypicality moderates the relation between access to flexible work options and employee feelings of respect and leader endorsement

Koivisto

Rice

2016

The International Journal of Human Resource Management

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Organizations are increasingly offering flexible work arrangements (FWA), which are associated with a variety of individual and organizational outcomes. Supervisors may support, discourage, or prohibit employees' access to and use of such programs. These actions and decisions can affect employees' feelings of being respected, and their endorsement of their supervisor, which can in turn affect employees' motivation to work in pursuit of group and organizational goals. We propose, in line with social identity theory, that these relationships are moderated by leader in-group prototypicality. Results from two large-sample surveys a year apart at one organization show that employees with supervisors who allow more FWA feel more respected as well as express stronger endorsement of their leaders. Importantly, both of those relationships are moderated by the degree of the supervisor's in-group prototypicality, but in opposite ways. The association of FWA allowance with respect increases slightly under conditions of higher prototypicality. However, the association of FWA allowance with endorsement of leaders increases more strongly under conditions of lower prototypicality. The discussion considers theoretical, practical, and research implications. Keywords: Flexible work arrangements (FWA), social identity theory, Social identity model of organizational leadership (SIMOL), leader in-group prototypicality, respect, leader endorsement Leader Prototypicality Moderates the Relation between Access to Flexible Work Options and Employee Feelings of Respect and Leader Endorsement Considerable Human Resources Management literature explores the role of supervisors in general on shaping HRM activities, as well in mediating between organizational policies and employees (Batt & Valcour, 2003; Thatcher & Bagger, 2011). The fundamental argument is that supervisors shape the implementation of, and employees' ability, motivation, opportunities, and reactions to, HR policies (Purcell & Hutchinson, 2007). The supervisor's mediating role constitutes the "'black box' linking HRM and performance" (Knies & Leisink, 2014, p. 58). Supervisors act as agents in implementing HRM practices, communicating organizational support (or lack of it) for policies, and thus influence how employees interpret and respond to organizational HRM policies and programs. This study is part of that broad research issue. We consider how a supervisor's allowance of organizational flexible work arrangements (FWA) to subordinates relates to employees' feelings of respect and leader endorsement. Stavrou (2005) argues that HRM programs need to FLEXIBLE WORK AS A SOURCE OF RESPECT AND LEADER ENDORSEMENT, p-2 match industry, market, and societal changes by fostering more organizational flexibility, especially FWA. De Menezes and Kelliher (2011) note that FWA can be considered as part of HRM practices in the general stream of research on HRM and performance. Our main contribution is viewing the relationship between leader's FWA decisions and the two selected outcomes from the...

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Identifications and Communicativeness as Antecedents of Citizenship Behavior of Employees of the Penitentiary Services

Sidorenkov

Borokhovski

2022

J Police Crim Psych

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A Leader’s Procedural Justice, Respect and Extra-role Behaviour: The Roles of Leader In-group Prototypicality and Identification

Cited by 11 publications

References 61 publications

Identity, Importance, and Their Roles in How Corporate Social Responsibility Affects Workplace Attitudes and Behavior

Identity, Importance, and Their Roles in How Corporate Social Responsibility Affects Workplace Attitudes and Behavior

Leader prototypicality moderates the relation between access to flexible work options and employee feelings of respect and leader endorsement

Identifications and Communicativeness as Antecedents of Citizenship Behavior of Employees of the Penitentiary Services

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