Coworker influence on employee performance: a conservation of resources perspective

Abstract

Purpose

Drawing on the conservation of resources theory, the purpose of this paper is to test a model of the influence of coworker-resources (coworker-support and coworker-exchange) on employee performance with psychological flourishing as mediator and employee race as moderator.

Design/methodology/approach

Using a sample of 321 employees from a mid-western US organization, the authors conducted a field study and used regression analysis to test the hypotheses. The authors ran the basic mediation as well as moderated-mediation models with non-parametric bootstrapping procedures.

Findings

Coworker-support and coworker-exchange were positively associated with psychological flourishing, which, in turn, was positively associated with employee performance. The authors found support for psychological flourishing as a mediator of coworker influence–employee performance relationships. The authors also found evidence supporting race as a boundary condition that moderated coworker influence–performance relationships, which were stronger for minorities as opposed to whites.

Practical implications

To ensure employee well-being and superior employee performance, especially for racial minorities, managers must create work environments replete with coworker-support and healthy coworker-exchange.

Originality/value

The study undertakes a simultaneous examination of two different forms of coworker influences on employee performance and clarifies the role of underlying psychological mechanisms that pave the way for coworker influence on performance. The findings provide clarity regarding the employee–coworker relationship research; in addition, they establish race as an important boundary condition when considering coworker influences and employee performance.

Citation

Singh, B., Selvarajan, T.T. and Solansky, S.T. (2019), "Coworker influence on employee performance: a conservation of resources perspective", Journal of Managerial Psychology, Vol. 34 No. 8, pp. 587-600. https://doi.org/10.1108/JMP-09-2018-0392