The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

Abstract

The purpose of this study is to examine the relationships between employee advocacy and psychological well-being (PWB), and to test the mediating effect of perceived insider status (PIS), and moderating effect of power distance on that relationship within the framework of social exchange theory. Data were collected using a questionnaire survey method from 293 full-time employees working in an organization operating in the aviation industry in Turkey. The data obtained were analyzed according to the moderated mediation (alternatively known as condational indirect effect) framework improved by Preacher et al. (2007). Research findings are demonstrated that the relationship between employee advocacy and PWB is more complex than was prior researchers' findings. As a result of analyzes, it was determined that PIS has a partial mediation effect on the relationship between employee advocacy and PWB. Also the results supported the moderated mediation and showed that the positive indirect effect of employee advocacy on PWB through PIS was stronger for employees with low power distance perception. The theoretical and practical implications of findings are discussed.

How leader–member exchange affects job embeddedness and job dedication through employee advocacy

“…The limited research on employee advocacy indicates that employee advocacy increases positive job outcomes, such as perceived organizational support and job embeddedness (Akgunduz and Sanli, 2017), organizational commitment and job satisfaction (Yeh, 2014), andorganizational commitment (El-Aty andDeraz, 2018). Employees of organizations that have transparent policies and care about employee happiness have high psychological well-being (Caesens et al, 2016;Kocak, 2020). Thus, employee advocacy is as a valuable resource for ensuring employee happiness.…”

“…Employee advocacy is an important issue in hotel businesses as it affects key outcomes like performance, satisfaction and loyalty (Wang, 2011). To increase employee advocacy, it is important to recognize the factors that affect it (Akgunduz and Sanli, 2017), such as participation in decisions, autonomy, transparent employee policies and fair promotion practices (Kocak, 2020). The present study is the first in the hospitality literature to consider employee advocacy as a mediator in the relationship between LMX and job embeddedness, and LMX and job dedication.…”

The relationship between organizational commitment and turnover intention among temporary employees in the local government: Mediating role of perceived insider status and moderating role of gender

“…Perceived Insider Status was first proposed by Stamper and Masterson, is defined as the extent to which an individual employee perceives him or herself as an insider within a particular organization, describing employees' cognition of their identity status in the organization, feeling accepted and recognized by the organization, and truly becoming the "internal people "of the organization (Stamper and Masterson, 2002;Dai and Chen, 2015;Koçak, 2020;Xiao et al, 2020;Liu D. et al, 2022). An important view in insider identity cognition research is to explain the employee-organization relationship based on the social exchange theory, arguing that differences in organizational attitudes perceived by employees will have an important impact on employee performance or other outputs (Liu D. et al, 2022).…”

Psychological mechanism linking green human resource management to green behavior

“…This perceived insider status increases the possibility that new employees will contribute to the organization (Stamper and Masterson, 2002). Perceived insider status is associated with positive job outcomes, such as voluntary green behavior and psychological well-being (Xiao et al, 2020;Koak, 2020).…”

“…Perceived insider status is associated with positive job outcomes, such as voluntary green behavior and psychological well-being (Xiao et al. , 2020; Koak, 2020).…”