Held captive in the office: an investigation into long working hours among Korean employees

Although working long hours is a common practice, scholars still know little about what really causes employees to work long hours. Drawing on social information processing and social learning theory, this study examines the role of social contextual antecedents (i.e. supervisor working hours and the perceived overtime climate of one’s workgroup) in influencing employee working hours, after controlling for individual background and job characteristics. Further, we examine whether such relationships are contingent on employees’ individual differences in their identification with leader and a collectivist tendency. A field study of 200 supervisor-subordinate dyads in South Korea revealed a strong positive relationship between the contextual antecedents and employees’ working hours, as well as the moderating effects of the two individual difference variables. Specifically, we found that the relationship between supervisor working hours and employee working hours was more positive for low identifiers than for high identifiers, while the relationship between the perceived overtime climate and employee working hours was more positive for those low in collectivism than for those high in collectivism. Finally, we found that working long hours was associated with lower job satisfaction, higher psychological distress, lower in-role performance, but not with organizational citizenship behavior.     

领导社交媒介自我表露、领导可信度与上下级关系:内隐领导原型匹配的权变作用

社交媒介自我表露是一种具体的社交媒介使用行为,对现代人的工作和生活都产生了不可忽视的影响。在工作情境中,领导的社交媒介自我表露尤其容易引起员工的高度关注。然而,领导的社交媒介自我表露对其在组织中的上下级关系将会产生何种影响有待深入探讨。鉴于此,基于社会信息加工理论和内隐领导理论,本文提出领导社交媒介自我表露的影响效应取决于内隐领导原型匹配的程度。当员工认为领导与其心目中内隐领导原型匹配程度高时,领导的社交媒介自我表露能够提升员工对领导的可信度感知,从而促进上下级关系,而当领导与员工心目中的内隐领导原型匹配程度低时,上述影响效果会减弱。通过对204份企业领导-下属配对问卷调查数据进行分析,本研究提出的被中介的调节模型得到支持。本研究的发现有利于深入认识组织中社交媒介自我表露的有效性,启发了领导需要考虑下属对表露解读的能动性,从而更合理地利用社交媒介平台进行自我表露,促进上下级关系良性发展。     

Effect of supervisor–subordinate guanxi on supervisory decisions in China: an empirical investigation

As China is becoming an important market and there are a lot of foreign ventures operating there, different lines of research have been providing useful information for foreign ventures to manage effectively in China. In this paper, we discuss one of the critical factors leading to successful management of Chinese subordinates, i.e. building and maintaining good guanxi (i.e., interpersonal connection) with them. We conducted an empirical investigation to illustrate (1) the supervisor-subordinate guanxi concept is different and unique when compared to other similar concepts in the Western literature such as leader-member exchange (LMX) and commitment to supervisor; (2) the supervisor-subordinate guanxi will affect the Chinese supervisor's administrative decisions; (3) guanxi can be measured by concrete behaviour/activities. Data on 189 supervisor-subordinate dyads were collected in the People's Republic of China (PRC). Results indicated that supervisor-subordinate guanxi is a distinct concept from LMX and commitment to supervisor. It also has additional explanatory power over supervisory decisions on promotion and bonus allocation after controlling for performance. Implications for foreign ventures and expatriates are discussed.     

Corporate implementation of socially controversial CSR initiatives: Implications for human resource management

An organization's success in recruiting, selecting, and retaining employees can be attributed, in part, to reactions to a firm's CSR activities. Today, organizations appear to be more frequently pursuing CSR initiatives that are related to social issues. Unlike CSR initiatives which are unrelated to social issues, those that are attached to social causes are more likely to be perceived as controversial. Consequently, how individuals view such actions can impact their perceptions of the firm and may lead to changes in individual behavior. Grounding this work in social identity theory, we explore the effect controversial CSR actions can have on HRM functions. The goal of this effort is to explore and delineate how this shift in CSR may alter the nature of the CSR-HRM relationship and to examine the potential implications for HRM practice. Future directions for research and HRM practice are discussed.     

An American Woman in Turkey: Adventures Unexpected and Knowledge Unplanned1

What is it like for foreign women professionals to work in a country like Turkey—managing subordinates, working with clients and supervisors? What kind of social life do they have? In this article, the authors answer these questions and more, drawing on interviews with foreign women professionals working in Turkey. Using an unusual narrative approach to present their research results, they reveal unexpected insights and identify key success factors such as the importance of foreign education over gender and the influence economic development of the host country may exert on women's success. © 2001 John Wiley & Sons, Inc.     

The effects of tariff increases on supply base complexity: A conceptual framework

Recent protectionist trends around the world have raised interest in newly enforced or increased tariffs and their effects on global supply chains. For firms sourcing globally, tariff introductions or increases significantly affect importing costs, which ultimately affect product costs. Such tariff changes may incentivize firms to adjust their supply base to mitigate these cost increases, thus altering the structure and complexity of firms' supply bases. In this paper, we first characterize the U.S. tariff landscape from 1997 to 2017. We then develop a conceptual model to explain how the severity and timing uncertainty of expected tariff increases influence a firm's speed of adapting to the changing tariff environment. Specifically, we explore firms' propensity to form or delete ties to suppliers, which influences supply base complexity. Moreover, we consider factors that moderate the relationship between severity, timing uncertainty, and supply base complexity, including a tariff's geographical scope, a firm's relative purchase spend, and supply risk. Our conceptual model offers both research and managerial implications.     

Leveraging the employee voice: a multi-level social learning perspective of ethical leadership

Extending social learning theory to a multi-level perspective, this study proposes a theoretical model that investigates both individual and team-level mechanisms that mediate the effect of ethical leadership on employee voice. Specifically, in terms of an individual-level social learning perspective, we suggest that an ethical leader acts as a prototype of a moral person (i.e. an ethical role model). From a team-level social learning perspective, we propose that, as a moral manager, team ethical leadership will foster an ethical climate within the team which will create a moral context that impacts employees’ behaviors. In both instances, employee voice behaviors will be enhanced through these mechanisms. Evidencing the importance of the interaction between leader behaviors and context for leader effectiveness, we also show that employees are more likely to regard their ethical leaders as ethical role models in a team that highly values ethical conduct (i.e. high in ethical climate). Results obtained from 47 managers and 211 subordinates in China support our theoretical model. The theoretical and practical implications of our findings are also discussed.     

Ingratiation in the Workplace: The Role of Subordinate and Supervisor Political Skill

Over two decades, social influence researchers have called for a study that would examine how, why, and when influence tactics are effective. Informed by balance theory, the present study proposes that subordinate and supervisor political skill impacts the effectiveness of ingratiation attempts. The results from a survey of 228 supervisor–subordinate dyads in Chinese firms indicated that subordinates with high political skill are less likely to have their exhibited ingratiation behaviour perceived by their supervisors; however, supervisors with high political skill are likely to perceive ingratiation behaviour demonstrated by their subordinates. Moreover, the most successful condition for enabling subordinates to hide ingratiation from their supervisors is when the subordinates are politically astute and the supervisors are not. Furthermore, when supervisors perceive ingratiation behaviour, they rate low on the job performance and promotability of their subordinates; these low ratings are explained by the undermined personal reputation of the subordinates due to their ingratiation detected.     

Upward influence tactics and their effects on job performance ratings and flexible working arrangements: The mediating roles of mutual recognition respect and mutual appraisal respect

Supervisor's human resources (HR) decisions have a significant impact on the employees they manage but have been found to be subject to bias. The upward influence tactics use by subordinates can play a role in this. We investigated the effects of seven upward influence tactics on supervisor job‐performance ratings and the extent of subordinate flexible working arrangements (FWAs). Supervisors are often responsible for determining whether employees are granted FWAs. We posit an alternative theoretical mechanism by which upward influence tactics bring about their effects, mediated through two distinct types of respect, mutual appraisal respect and mutual recognition respect. We collected data from 389 matched supervisor–subordinate dyads, and found that both mutual appraisal respect and mutual recognition respect mediated relationships between several upward influence tactics and both job‐performance ratings and FWAs. Our findings show that upward influence tactics affect the quality of the relationship between employees and their supervisors, specifically, these two forms of mutual respect. Further, both mutual appraisal respect and mutual recognition respect may explain why supervisors show favoritism to some subordinates over others, in reaching HR decisions in these areas.     

Conditional distributions of earnings,wages and hours for blacks and whites

This paper provides new evidence on the conditional distributions of earnings, wages and hours for white and black males in the University of Michigan's Panel Study of Income Dynamics. Conditional hours and ln wages are approximately normal for both races. Conditional earnings are approximately normal for blacks while earnings are well approximated for whites by the product of normal hours and log-normal wages. The distribution of this product is derived here for the first time. Treating the marginal earnings distribution as the average of the conditional distributions, we use these results to predict poverty and affluence rates in our sample.     

Reducing perceptions of overqualification and its impact on job satisfaction: the dual roles of interpersonal relationships at work

A sizeable portion of the working population perceives that they are overqualified for their jobs. This is problematic, given that research consistently shows that such beliefs translate into lower levels of job satisfaction. Hence, it behoves human resource management (HRM) scholars to identify factors that influence perceptions of overqualification and also moderators that may reduce the negative effect of perceived overqualification on job satisfaction. In this study, we present a moderated path model that posits that the quality of the relationships that employees hold with their leader and with their team is not only antecedents of perceived overqualification but it is also hypothesised to weaken the negative relationship between perceived overqualification and job satisfaction. Survey data that were gathered from two organisations in the Netherlands (n = 183) supported the model. Implications for theory and practice in HRM are discussed. © 2015 John Wiley & Sons Ltd     

A model-based decision support system for solving vehicle routing and driver scheduling problems under hours of service regulations

In principle, hours-of-service (HOS) regulations are intended to help ensure truck drivers get adequate rest and perform safe operations. The new HOS regulations, however, may lead to substantial cost increases for regional common carriers which have already been hit hard by rising fuel prices and declining shipping demands. In addition, the new HOS regulations complicate driver schedules by not only restricting the driver's consecutive driving hours, but also expanding off-duty hours. To deal with this complex challenge, we propose a model-based decision support system (DSS) that helps determine the truck driver's working hours, rest periods, and his/her assigned truck's schedules and routes under HOS regulations. As a core of this model-based DSS, we developed a mixed-integer programming model and a simulated annealing metaheuristic for solving it. This model was also integrated with a geographical information system and relational database management system to enhance interfaces between the model and its parametric data using spatial, graphical displays.     

Managerial coaching and subordinates' workplace well‐being: A moderated mediation study

Taking a self‐categorisation perspective, we predict that managerial coaching affects subordinates' workplace well‐being through perceived insider status and that Chinese traditionality moderates this indirect effect. To test these hypotheses, we designed a three‐stage research method to collect data from 276 subordinates in a large state‐owned enterprise located in Shanghai, China. Results indicated that (a) managerial coaching was positively related to subordinates' workplace well‐being; (b) perceived insider status mediated the linkage between managerial coaching and subordinates' workplace well‐being; and (c) Chinese traditionality moderated the indirect relationship between managerial coaching and subordinates' workplace well‐being via perceived insider status, such that the indirect effect was stronger for subordinates with low rather than high Chinese traditionality. This study sheds new light on the intervening process (i.e., perceived insider status) that explains how managerial coaching influences subordinates' workplace well‐being. The findings also extend the current literature by adding a substantive moderator (i.e., Chinese traditionality) to explain when and why subordinates increase their well‐being when faced with managerial coaching.     

Distance in organizations

There is perhaps no construct that is so fundamental to interpersonal interactions in organizations, yet so incompletely understood, than distance. Part of the difficulty in developing a comprehensive and informed understanding of the role distance plays in organizations is that theory and research in this area have been quite fragmented, focusing on narrow aspects of the construct and lacking the integration necessary to build a more general knowledge base. For example, Graen (1976) has contributed greatly to our understanding of one aspect of distance, presenting a model based on role theory whereby in-group and out-group members are hypothesized to enjoy different rewards, benefit from different leadership behaviors, and experience different levels of satisfaction and performance ratings based on relative closeness (or distance) in their working relationship with their supervisor. Other researchers have explored the phenomena of psychological distance (Rothaus, Morton, & Hanson 1965), spatial distance (Kerr & Jermier 1978; Ferris & Rowland 1985), and physical distance (Sundstrom, Burt, & Kamp 1980; Sundstrom 1986) in the supervisor-subordinate relationship. This research, although a good starting point, does not adequately define or integrate the various aspects of distance in organizations. This article represents an effort to develop a broader and more extensive understanding of the role distance plays in organizations by integrating the various types of distance into a theoretical model. A model of Dyadic Distance in the supervisor-subordinate relationship is presented which develops the new constructs of Dyadic, Psychological, Structural, and Functional Distance, examines their process dynamics and impact on Human Resource Management issues such as performance evaluations and turnover, and proposes needed directions for future research in this important area.     

Exploring career commitment and turnover intention of high-tech personnel: a socio-cognitive perspective

Abstract

Drawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed.     

Noncompliance and the effects of the minimum wage on hours and welfare in competitive labor markets

This paper shows that increases in the minimum wage rate can have ambiguous effects on the working hours and welfare of employed workers in competitive labor markets. The reason is that employers may not comply with the minimum wage legislation and instead pay a lower subminimum wage rate. If workers are risk neutral, we prove that working hours and welfare are invariant to the minimum wage rate. If workers are risk averse and imprudent (which is the empirically likely case), then working hours decrease with the minimum wage rate, while their welfare may increase.     

Working hours in Chinese enterprises: evidence from matched employer–employee data

The purpose of this article is to explore the factors that are correlated with hours worked in China. A distinguishing feature of the study is that we used representative‐matched employer and employee data. Hence, in addition to the usual worker characteristics examined in conventional economic models of labour supply, we also took into account the influence of firm characteristics and policies on the number of hours worked. The results suggested that in addition to the hourly wage rate, labour supply characteristics and human capital characteristics of the individual, firm‐level differences are important in explaining variation in weekly hours worked in Chinese firms. In particular, our results suggested that there is a norm of longer working hours in firms that employ a high proportion of female and migrant workers, that hours worked are less in firms which pay overtime and that hours worked are less in firms in which labour disputes have disrupted production. The policy implications of Chinese firms reducing hours worked were discussed.     

Person–organization fit and employee outcomes: test of a social exchange model

Data obtained from subordinate–supervisor dyads (N = 314) of a large manufacturing company in South Korea were used to test a moderated mediation model of the processes linking person–organization (P–O) fit and employee work attitudes and behaviors. The results revealed that the influence of P–O fit on work attitudes and behaviors was indirect through perceived social exchange with organization. In addition, the relationship between P–O fit and perceived social exchange with organization was moderated by leader–member exchange (LMX) quality. Specifically, a high-quality LMX enhanced the positive effects of P–O fit on perceived social exchange with organization.     

Gender differences in the effect of downward influence strategies on perceived stress and general-health: The mediating role of organizational justice

This study examined the effects of supervisor’s downward influence strategies (DIS) on subordinates’ perceived stress and general-health. The influencing effects of DIS were also analyzed in the light of the mediating effects of organizational justice dimensions, namely, distributive justice (DJ), procedural justice (PJ) and interactional justice (IJ). Responses were collected from three organizations through survey method (Males, N = 91; females, N = 74). Gender differences were observed in the perceptions of DIS which affected perceived stress and general-health conditions of both male and female employees. Further, the results revealed that supervisor’s task-oriented DIS (e.g., negative sanctions) increase perceived stress and negative health conditions in both genders. Supervisor’s people-oriented DIS (e.g., ingratiation) lowered perceived stress and triggered botheration-free existence in the employees. The mediation analysis of justice dimensions indicated that, in the case of males, IJ and PJ positively mediate people-oriented DIS effects on stress and general health. However, in females, supervisor’s ingratiation and positive sanctions helped in ameliorating stress through their positive PJ perceptions. Strong indirect effects of supervisor’s task-oriented strategy (e.g., rationality) were observed on male’s stress and general-health through IJ. On the other hand, supervisor’s rationality and assertiveness reduced female employees’ perceived stress through their PJ and DJ perceptions, respectively.     

Subordinate perceptions of family‐supportive supervision: the role of similar family‐related demographics and its effect on affective commitment

Using survey data from 227 employees, we draw from shared reality theory to study subordinate perceptions of family‐supportive supervision, its antecedents and outcomes. We focus on similarity in salient subordinate and supervisor family‐related demographics as an antecedent to perceived family‐supportive supervision. As expected, female subordinates perceived more family‐supportive supervision from female supervisors than from male supervisors. Likewise, parent subordinates perceived parent supervisors, compared with nonparent supervisors, to be more family supportive. Subordinate perception of family‐supportive supervision also positively related to affective commitment – mediating the indirect positive relationship between similarity in family‐related demographics and affective commitment.