Do leader expectations shape employee service performance? Enhancing self-expectations and internalization in employee role identity

Binyamin, Galy

doi:10.1017/jmo.2017.68

Cited by 12 publications

(6 citation statements)

References 55 publications

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“…First, this effect is explained by employees' specific behavior under authoritarian leadership in an organization. Binyamin (2020) explores the relationship between the goal expectations of leaders and employee performance based on the social influence theory. The author finds that leaders' expectations for high-quality services can help employees improve their self-expectations and enhance their perception of organization insiders.…”

Section: Theoretical Analysis and Research Hypothesesmentioning

confidence: 99%

When and how authoritarian leadership influences employee innovation behavior in the context of Chinese culture

Zhang

Liu

2021

LODJ

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PurposeThis paper aims to explore the mechanism and boundary conditions of authoritarian leadership that influence employee innovation behavior (EIB) in Chinese culture based on the leader–member exchange theory and state–trait theory.Design/methodology/approachThe authors used Mplus and SPSS to test the proposed model with data from 286 leader–employee dyads in Chinese companies. In this study, questionnaires were collected through commission and field investigation.FindingsThe results indicate that authoritarian leadership can positively influence perceived insider status and EIB within a certain range in Chinese organizational culture, although this is counterintuitive. In addition, perceived insider status has a high level of explanatory power on EIB and can mediate the relationship between authoritarian leadership and EIB. Furthermore, proactive personality can moderate the positive influence of authoritarian leadership on perceived insider status.Originality/valueInnovation management is inseparable from the specific organizational cultural context. This paper argues that the relationship between authoritarian leadership and EIB in the context of organizational culture in China may differ from that in the west. This study constructs a unique research model and offers new insights into when and how EIB can be influenced by authoritarian leadership.

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Section: Theoretical Analysis and Research Hypothesesmentioning

confidence: 99%

When and how authoritarian leadership influences employee innovation behavior in the context of Chinese culture

Zhang

Liu

2021

LODJ

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“…Since the norms and values of the employees with a high level of PO fit match the norms and values of the organization to a great extent, they are able to better understand what the organization wants and needs (Binyamin, 2018; Erdogan & Bauer, 2005). Employees with a high level of PO fit will easily understand what is intended and what is expected of them through HR practices, as the values of the organization are adopted.…”

Section: Hypothesesmentioning

confidence: 99%

Service-oriented high-performance human resource practices and employee service performance: A test of serial mediation and moderation models

Gürlek

Uygur

2020

Journal of Management & Organization

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This research aims to reveal how and under what conditions service-oriented high-performance human resource practices (HR) influence employee service performance (ESP). Data were gathered from full-time hotel employees and line managers. In total, 1,525 questionnaire forms were acquired. While respondent employees had filled in the questionnaire form containing independent, mediator, and moderator variables, line managers filled in the questionnaire form containing the dependent variable. The research results demonstrate that HR attributions, trust in the organization, and affective commitment serially mediate the relationship between service-oriented high-performance HR practices and ESP. In addition, the results point out the moderating roles of person–supervisor fit and person–vocation fit. As a result, the current research contributes to the literature by way of revealing how and under what conditions the service-oriented high-performance HR practices affect ESP.

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“…Within a competitive context, performance expectancy indicates whether an individual anticipates performing better or worse than their opponent [31]. Furthermore, highlighted that expectancy theories suggest that individuals are more likely to exert greater effort in a task if they have high expectations of improved performance as a result of their efforts [32]. Arpaci et al…”

Section: The Unified Theory Of Acceptance and Use Of Technology (Utaut)mentioning

confidence: 99%

Unveiling the adoption of metaverse technology in Bangkok metropolitan areas: A UTAUT2 perspective with social media marketing and consumer engagement

Sritong,

Sawangproh,

Teangsompong

2024

PLoS ONE

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As the metaverse emerges as a transformative digital realm, its adoption and integration into various aspects of society are subjects of increasing scholarly and practical interest. This research investigated the factors influencing the intention to use metaverse technology (IU) in Bangkok metropolitan areas, with a particular focus on the extended Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) framework, alongside the role of social media marketing (SMM) and consumer engagement (CE). To verify behavioral intention, gender, age, and experience are proposed as moderating factors affecting the constructs on individuals’ behavioral intention of metaverse technology usage. The study collected data from 403 Thai internet users living in Bangkok and its surrounding areas using an online questionnaire. Subsequently, the PLS-SEM method was employed to validate the research model’s robustness and reliability. Structural model analysis revealed significant relationships among constructs, highlighting SMM’s direct influence on UTAUT2 (β = 0.787) and CE (β = 0.211). Serial mediation analyzes demonstrated a fully mediating role of SMM influencing UI through CE (β = 0.572) and UTAUT2 (β = 0.306). Moderation analyzes revealed the association between SMM and IU, mediated through UTAUT2 and CE, is moderated by age and experience. Additionally, the integration of PLS-SEM and artificial neural network (ANN) models underscored the accuracy and predictive power of the proposed framework. The findings of this study not only contribute to academic literature but also offer practical implications for marketers aiming to navigate the metaverse landscape effectively. They emphasize the pivotal role of UTAUT2 constructs and the subtle interplay between SMM, CE, and IU in shaping successful marketing strategies.

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Do leader expectations shape employee service performance? Enhancing self-expectations and internalization in employee role identity

Cited by 12 publications

References 55 publications

When and how authoritarian leadership influences employee innovation behavior in the context of Chinese culture

When and how authoritarian leadership influences employee innovation behavior in the context of Chinese culture

Service-oriented high-performance human resource practices and employee service performance: A test of serial mediation and moderation models

Unveiling the adoption of metaverse technology in Bangkok metropolitan areas: A UTAUT2 perspective with social media marketing and consumer engagement

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