Relational commitments in employee-supervisor dyads and employee job performance

被引:16
作者
Landry, Guylaine [1 ]
Vandenberghe, Christian [2 ]
机构
[1] Univ Sherbrooke, Fac Adm, Dept Management, Sherbrooke, PQ J1K 2R1, Canada
[2] HEC, Montreal, PQ, Canada
关键词
Supervisor commitment; Employee commitment; Performance; LEADER-MEMBER EXCHANGE; PERCEIVED ORGANIZATIONAL SUPPORT; CONTINUANCE COMMITMENT; NORMATIVE COMMITMENT; 3-COMPONENT MODEL; MULTIPLE COMMITMENTS; SOCIAL-EXCHANGE; CHINESE CONTEXT; SELF-ESTEEM; IN-ROLE;
D O I
10.1016/j.leaqua.2011.05.016
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
We investigated employee commitment to the supervisor and supervisor commitment to the employee within employee-supervisor dyads. We examined the relationships among four commitment mindsets (affective, normative, continuance-sacrifices, and continuance-al tematives) across members of the dyads and their relationships to employee job performance. Using a sample of 300 employee-supervisor dyads from health care organizations, HLM analyses revealed that supervisor positive commitments (i.e., affective, normative, continuance-sacrifices) generally related significantly to employee positive commitments. Moreover, supervisor commitment moderated the relationship of employee affective commitment to job performance, such that when supervisor affective, normative; and continuance-sacrifices commitments were high, the relationship between employee affective commitment and performance was weaker. We discuss the implications of these findings for the understanding of employee-supervisor relationships. (C) 2011 Elsevier Inc. All rights reserved.
引用
收藏
页码:293 / 308
页数:16
相关论文
共 50 条
[41]   Job meaningfulness, employee engagement, supervisory support and job performance: a moderated-mediation analysis [J].
Panda, Abinash ;
Sinha, Subhashis ;
Jain, Nikunj Kumar .
INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT, 2022, 71 (06) :2316-2336
[42]   Employee voice and coworker support: The roles of employee job demands and coworker voice expectation [J].
Liu, Xin ;
Zheng, Xiaoming ;
Ni, Dan ;
Harms, Peter D. .
JOURNAL OF ORGANIZATIONAL BEHAVIOR, 2022, 43 (07) :1271-1286
[43]   Employee Perceptions of Supervisor Credibility: Predictive Effects for Employee Well-Being Outcomes [J].
Mikkelson, Alan ;
Tietsort, Cris ;
Hinnenkamp, Craig .
BUSINESS AND PROFESSIONAL COMMUNICATION QUARTERLY, 2024,
[44]   Supervisor negative feedback and employee motivation to learn: An attribution perspective [J].
Xing, Lu ;
Sun, Jian-Min ;
Jepsen, Denise ;
Zhang, Yejun .
HUMAN RELATIONS, 2023, 76 (02) :310-340
[45]   Linking supervisor incivility with job embeddedness and cynicism: The mediating role of employee self-efficacy [J].
Alola, Uju Violet ;
Asongu, Simplice ;
Alola, Andrew .
GADJAH MADA INTERNATIONAL JOURNAL OF BUSINESS, 2019, 21 (03) :330-352
[46]   Employee Voice, Supervisor Support, and Engagement: The Mediating Role of Trust [J].
Holland, Peter ;
Cooper, Brian ;
Sheehan, Cathy .
HUMAN RESOURCE MANAGEMENT, 2017, 56 (06) :915-929
[47]   Employee Attachment: Implications for Supervisor Trustworthiness and Trust [J].
M. Lance Frazier ;
Janaki Gooty ;
Laura M. Little ;
Debra L. Nelson .
Journal of Business and Psychology, 2015, 30 :373-386
[48]   Authentic leadership and employee job behaviors: The mediating role of relational and organizational identification and the moderating role of LMX [J].
Niu, Wanjie ;
Yuan, Qinghong ;
Qian, Shanshan ;
Liu, Zhaoyan .
CURRENT PSYCHOLOGY, 2018, 37 (04) :982-994
[49]   Employee Attachment: Implications for Supervisor Trustworthiness and Trust [J].
Frazier, M. Lance ;
Gooty, Janaki ;
Little, Laura M. ;
Nelson, Debra L. .
JOURNAL OF BUSINESS AND PSYCHOLOGY, 2015, 30 (02) :373-386
[50]   Working hard or hardly working? How supervisor's liking of employee affects interpretations of employee working overtime and performance ratings [J].
Guo, Li ;
Mao, Jih-Yu ;
Chiang, Jack Ting-Ju ;
Wang, Zheng ;
Chen, Lifan .
ASIA PACIFIC JOURNAL OF MANAGEMENT, 2021, 38 (04) :1561-1586