When Do Coworkers’ Idiosyncratic Deals Trigger Social Undermining?—The Moderating Roles of Core Self-Evaluations and Conscientiousness

Wang, Jingwen; Ma, Jun

doi:10.3389/fpsyg.2022.866423

Cited by 2 publications

(1 citation statement)

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“…I-deals refer to “voluntary, personalized agreements of a non-standard nature negotiated between individual employees and their employers regarding terms that benefit each party” (p. 978) ( Rousseau et al, 2006 ). They are conceptualized as intrinsically motivating because they have been found to have strong relationships with attitudinal and behavioral outcomes ( Rosen et al, 2013 ; Wang and Ma, 2022 ).…”

Section: Introductionmentioning

confidence: 99%

The relationship among idiosyncratic deals, psychological empowerment, and internal locus of control: A moderated mediation model

et al. 2022

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Building upon the job demands–resources (JD-R) theory, this research offers an in-depth exploration of the mechanisms by which idiosyncratic deals (I-deals), such as personalized work arrangements, can enhance academics’ psychological empowerment (PE) and hence affect their work engagement. This study’s purpose was to investigate whether PE mediates the relationships between task and work responsibilities I-deals, flexibility I-deals, and work engagement among academics in higher education and whether the mediating effects are moderated by academics’ internal locus of control. Using an online platform, the survey questionnaire was sent to 650 academics working in higher education. The results reveal that task and work responsibilities I-deals and flexibility I-deals, are positively associated with the academics’ work engagement and that PE mediates those relationships. Additionally, the internal locus of control strengthens the positive relationship between task and work responsibilities I-deals and PE, and it enhances the indirect effect of task and work responsibilities I-deals on academics’ work engagement through PE. Though, this study did not find the moderating effect of internal locus of control on the flexibility I-deals–PE relationship; however, the results indicate that internal locus of control boosts the indirect effect of flexibility I-deals on academics’ work engagement through PE.

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Section: Introductionmentioning

confidence: 99%

The relationship among idiosyncratic deals, psychological empowerment, and internal locus of control: A moderated mediation model

et al. 2022

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If you are different, you are inferior: how does ethnocentric behaviour disengage employees?

Khan,

Jin

2024

IJCMA

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Purpose This study advances ethnocentric behaviour research by exploring its impact on individuals' work disengagement in multicultural work settings. Ethnocentrism research focused mainly on consumer ethnocentric behaviour but did not consider the role of employees’ ethnocentric behaviour in the multicultural workplace. This study aims to address this gap by utilizing social identity theory. The authors propose that ethnocentric behaviour has an impact on employee work disengagement and also affects social undermining and workplace conflict as an outcome. Design/methodology/approach This study used cross-sectional data (N = 326) collected from employees working for Chinese multinational firms in Bangladesh. The authors used Likert-type scale to collect data. To check the hypothesis, the authors employed Hayes' PROCESS macro 4.0v. Findings The authors found that employee ethnocentric behaviour positively impacts workers' work disengagement. Ethnocentric behaviour positively affects social undermining and workplace conflict, whereas social undermining and workplace conflict partially mediate the indirect effects of ethnocentrism on work disengagement. The authors also found that core self-evaluation (CSE) weakens the indirect impact of ethnocentrism on work disengagement through social undermining and workplace conflict. Practical implications The authors recommend that organizations recruit employees with positive CSE and provide cultural sensitivity training to reduce ethnocentrism in the culturally diverse workplace. Originality/value This study is a unique effort to examine the influence of employees’ ethnocentric conduct by employing social identity theory in the emerging economy subsidiaries of multinational businesses operating in developing countries. This study also addressed the moderating effect of employees' CSE. This adds a unique dimension to ethnocentrism and employee work disengagement research. The authors have also discussed the future research avenue, theoretical and practical implications in detail.

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When Do Coworkers’ Idiosyncratic Deals Trigger Social Undermining?—The Moderating Roles of Core Self-Evaluations and Conscientiousness

Cited by 2 publications

References 63 publications

The relationship among idiosyncratic deals, psychological empowerment, and internal locus of control: A moderated mediation model

The relationship among idiosyncratic deals, psychological empowerment, and internal locus of control: A moderated mediation model

If you are different, you are inferior: how does ethnocentric behaviour disengage employees?

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