A Systematic Review of Perceived Insider Status

Abstract

Perceived Insider Status (PIS) is defined as the extent to which an individual employee perceives him or herself as an insider within a particular organization. It represents that employees have earned a "personal space" and acceptance inside their work organization. Researches show that PIS has a strong effect on employee's job performance and organizational citizenship behavior (OCB), etc. Through a review of PIS, this paper places emphasis on the elaboration of influencing factors and mechanisms of PIS from a concept perspective and tries to shed some light on not only the limitation of current researches, but also the new breakthrough points for future research.

Employee-Organization Fit and Voluntary Green Behavior: A Cross-Level Model Examining the Role of Perceived Insider Status and Green Organizational Climate

“…For instance, [36] found that when employees perceive themselves as insiders of their organizations, they also accept citizenship responsibilities, which drive them to demonstrate more OCB. Furthermore, according to social exchange theory, when employees build a positive relationship with their organizations, they tend to engage in behaviors that go beyond the formal requirements of their jobs [51]. Hence, this study expects a positive relationship between perceived insider status and voluntary green behavior.…”

Feeling Insider And Performing Better: The Importance Of Employer Brand

“…In a similar vein, benefits provided by the organizations, as an employer, contribute to the formation of insider status of employees. According to Dai and Chen (2015) inducements provided by the organizations can be classified as economic inducements, inducements of development through training and advancement opportunities and social-emotional support through strong interaction with supervisors and colleagues. These rewards and inducements, based on the social exchange theory (Blau,1964), shape the perception of employees through showing the importance given to employees by the organization and prompt employees to the obligation of working better.…”

Perceived Insider Status and Feedback Reactions: A Dual Path of Feedback Motivation Attribution

“…In the past, researchers were defining PIS from two viewpoints: an employee’s self-concept and an employee-organization relationship (Dai and Chen, 2015). By using two different perspectives to define PIS, scholars have generally relied on various theories to explain their empirical results.…”

“…Perceived insider status represents the extent to which an employee perceives oneself as an insider within a particular organization ( Stamper and Masterson, 2002 ). In the past, researchers were defining PIS from two viewpoints: an employee’s self-concept and an employee-organization relationship ( Dai and Chen, 2015 ). By using two different perspectives to define PIS, scholars have generally relied on various theories to explain their empirical results.…”

“…When interpreting PIS as a kind of employee-organization relationship, scholars used the theories of organizational socialization and the self-categorization to explain related results ( Dai and Chen, 2015 ). Bauer suggested that organizational socialization could refer to the procedures new employees incorporate to ensure that their knowledge, attitudes and behaviors are accepted by other members of the organization, which indicates a role conversion process of the individual from an outsider to an insider.…”