Moreover, the results also indicated that LMX moderated the mediating effect of psychological entitlement on the relationship between CCB and WDB such that the effect is stronger when LMX is high than when it is low. Psychological entitlement was been verified the mediator role of the relationship between CCB and WDB. This study found that CCB was directly positive related to WDB. Based on a sample of 299 elementary school teachers, the results provided supports for the hypotheses. More specifically, this study verifies the moderating role of leader-member exchange (LMX) on the relationship between CCB and WDB and see if the strong supervisor-subordinate relationship facilitates CCB-workers to increase their entitlement and enhance their willingness to engage in WDB. In addition, this study integrates moral licensing and equity demand perspectives to further understand the psychological entitlement raising process. This study examined how and when compulsory citizenship behaviors (CCB) lead to employees’ workplace deviant behavior (WDB) through psychological entitlement. Practical implications of the study and some interesting avenues for future research are also discussed. This study contributes to the field by demonstrating the negative consequences of envy in the workplace. Results of the study provide support to three of the proposed hypotheses. Partial least squares based structural equation modeling was applied to the data derived from a sample of one hundred sixty one software engineers working across various information technology firms in India. As a result, they will restrict their knowledge sharing, and engage in relational conflict in the workplace. Building on Affective events theory, we argue that employees who do not have a good relationship with their supervisors (low quality LMX) will exhibit higher levels of envy. In addition, we also investigate the consequences of envy in terms of employee knowledge sharing and relational conflict. In this study, we focus on the impact of supervisor subordinate relationship (LMX) on envy. Envy has been relatively ignored in organizational behavior research.
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