K. Michele Kacmar

Regulatory focus as a mediator of the influence of initiating structure and servant leadership on employee behavior.

In this research, the authors test a model in which the regulatory focus of employees at work mediates the influence of leadership on employee behavior. In a nationally representative sample of 250 workers who responded over 2 time periods, prevention focus mediated the relationship of initiating structure to in-role performance and deviant behavior, whereas promotion focus mediated the relationship of servant leadership to helping and creative behavior. The results indicate that even though initiating structure and servant leadership share some variance in explaining other variables, each leadership style incrementally predicts disparate outcomes after controlling for the other style and dispositional tendencies. A new regulatory focus scale, the Work Regulatory Focus (WRF) Scale, also was developed and initially validated for this study. Implications for the results and the WRF Scale are discussed.

A Multi-Level Review of Impression Management Motives and Behaviors

This article selectively reviews studies of impression management (IM) published since 1988 and identifies strengths, limitations, and future research directions in three key areas: research investigating the use of IM at the individual level of analysis (e.g., performance appraisal); research that applies IM theory, concepts, and thinking to better understand organizational phenomena (e.g., feedback seeking); and research investigating organizational-level IM (e.g., how firms create legitimacy). Following their review, the authors offer some overarching recommendations for future examinations of IM in organizations, giving particular attention to the need for clear definitions and categories of IM behaviors and the value of multi-level investigations.

The Impact of Political Skill on Impression Management Effectiveness

In this study, the authors investigated the effect of an individuals political skill on the relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, self-promotion, and supplication) and supervisor evaluations of performance. To test these relationships, the authors used a matched sample of 173 supervisor-subordinate dyads who worked full time in a state agency. Findings showed that individuals who used high levels of any of the tactics and who were politically skilled achieved more desirable supervisor ratings than did those who used the tactics but were not politically skilled. Opposite results were found when impression management usage was low. That is, individuals who were not politically skilled created a more desirable image in their supervisors eyes than did their politically skilled counterparts when they did not use these tactics. Practical and research implications for the findings as well as directions for future research are offered.

The relationship of schedule flexibility and outcomes via the work‐family interface

Purpose – The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.Design/methodology/approach – Using a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.Findings – Both work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation...

Too Much of a Good Thing: The Curvilinear Effect of Leader-Member Exchange on Stress

Organizational researchers have given considerable attention to the construct of leader-member exchange (LMX). Numerous studies have empirically supported the negative correlations between LMX relationships and unwanted individual outcomes, including stress. However, in the present study, the authors investigated whether the relationship is best represented as linear or curvilinear. The authors tested their research hypothesis in two organizational samples of 120 and 402 employees, respectively, and found support for the nonlinear relationship in both samples. The authors described strengths, limitations, practical implications, and directions for future research.

Core self-evaluations and job performance: the role of the perceived work environment.

Using trait activation theory as a framework, the authors examined the moderating role of two situational variables-perceptions of organizational politics and perceptions of leader effectiveness-on the relationship between core self-evaluations and job performance. Results from two samples (N = 137 and N = 226) indicate that employee perceptions of their work environment moderated the relationship between their core self-evaluations and supervisor ratings of their performance. In particular, those with higher core self-evaluations received higher performance ratings in environments perceived as favorable than in environments perceived as unfavorable.

A multi‐level perspective on the synergies between work and family

In this paper we lay the conceptual foundation for work-family facilitation. Work-family facilitation is a process representing the synergies between the domains of work and family. We formally define facilitation as the extent to which an individuals engagement in one social system, such as work or family, contributes to growth in another social system. We develop the process through which facilitation occurs, provide a model and case studies of this process, and delineate additional theoretical and empirical research necessary to understand work-family facilitation so that it can be managed and cultivated within organizations.

How organizational standards and coworker support improve restaurant service.

A model examining the relationship between restaurant employees reactions to their work environment and their jobs as service providers and guest satisfaction was tested among twenty-five restaurants from a casual dining restaurant chain. In the model, the relationship between guest service employees work-related perceptions and attitudes are connected to guests reported satisfaction. Results show that employees perceptions of the presence of organizational standards for service delivery were strongly related to their perceptions of receiving adequate support from coworkers and supervisors to perform their jobs. Employees perceived support from coworkers was significantly related to service providers guest orientation (commitment to their guests), while perceived support from supervisors proved to be a weak influence on guest orientation. Ultimately, service providers guest orientation was strongly related to guests satisfaction with their service experience in the restaurant.

The emotional implications of organizational politics: A process model

Using affective events theory as a framework, this study examined the role of emotions in mediating the effects of perceived politics on adverse employee outcomes. The authors proposed that frustration translates employees perceptions of politics into lower levels of performance and increased organizational withdrawal (i.e. turnover intentions) through a mediational path that involves job satisfaction. The proposed model received support with empirical results from 134 subordinate—supervisor dyads sampled across a single government agency. In particular, there was evidence that frustration and job satisfaction mediated the effects of politics perceptions on employee behavioral outcomes.

Group Cohesion as an Enhancement to the Justice—Affective Commitment Relationship

Using a social exchange framework, the present study explores the role of group cohesion as a moderator of the relationship between the four dimensions of organizational justice and affective commitment. The hypotheses are tested using a sample of 142 employees of a pharmaceutical company. Results indicate that the relationship between distributive, interpersonal, and informational justice and affective commitment was stronger for individuals who reported high levels of work group cohesion. The relationship between procedural justice and affective commitment was unaffected by work group cohesion. Implications and suggestions for future research are discussed.