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Article
Publication date: 1 July 2006

Juliana D. Lilly and Meghna Virick

The purpose of this study is to examine the effect that work locus of control has on perceptions of trust, perceived organizational support, procedural justice and…

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4354

Abstract

Purpose

The purpose of this study is to examine the effect that work locus of control has on perceptions of trust, perceived organizational support, procedural justice and interactional justice.

Design/methodology/approach

Survey data were collected from 679 alumni of a university in the Southwestern USA. Regression analyses and structural equation modeling were used to test a series of hypotheses.

Findings

The results indicate that work locus of control has a significant positive relationship on all variables. Perceived organizational support fully mediated the relationship between work locus of control and perceptions of both procedural and interactional justice. Organizational trust fully mediated the relationship between work locus of control and interactional justice, but only partially mediated the relationship between work locus of control and procedural justice.

Research limitations/implications

The data used in this paper are cross‐sectional. Also, results are based on self‐report survey data and subject to common method bias. As such, longitudinal studies are recommended for future research, as are finding antecedents to perceptions of justice that may help managers improve the way they communicate about decision‐making at work.

Originality/value

Findings from the study suggest the important role that personality plays as a precursor to justice perceptions in organizations.

Details

Journal of Managerial Psychology, vol. 21 no. 5
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 10 May 2011

Yu Ru Hsu

This study aims to examine the moderating effects of perceived supervisor support (work environment variable) and internal locus of control (personality variable) on the…

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8130

Abstract

Purpose

This study aims to examine the moderating effects of perceived supervisor support (work environment variable) and internal locus of control (personality variable) on the relationship of work‐family conflict with job satisfaction.

Design/methodology/approach

Questionnaire surveys were administered. Data were collected from correctional officers in Taiwan. Hierarchical regression analysis was used to test the hypotheses.

Findings

Results show that work‐family conflict has a negative effect on job satisfaction. Perceived supervisor support and internal locus of control not only have direct effects on job satisfaction but also significantly moderate the relationship between work‐family conflict and job satisfaction.

Practical implications

This study suggests that a supportive leadership style, and a mentoring and training program, among others, may help reduce work‐family conflict and increase the job satisfaction of Taiwanese correctional officers.

Originality/value

This study contributes to the extant work‐family conflict and correctional literature. The moderating effects of perceived supervisor support and internal locus of control are explored to further elaborate on the relationship between work‐family conflict and job satisfaction.

Details

International Journal of Manpower, vol. 32 no. 2
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 March 2000

Joseph Klein and Marc Wasserstein‐Warnet

This study examines the hypothesis that life experience may alter the orientation of locus of control. (The literature ascribes to successful managers an internal locus of

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2202

Abstract

This study examines the hypothesis that life experience may alter the orientation of locus of control. (The literature ascribes to successful managers an internal locus of control, signifying that they perceive success or failure as a consequence of their own actions.) Subjects were 112 Israeli public school principals with limited autonomy, in a centralized system. A total of 39 were ranked by supervisors as highly successful, 43 as moderately successful, and 30 as unsuccessful. Subjects were tested for basic and work‐related locus of control traits. Successful principals have a basic orientation toward an internal locus of control. With respect to work, however, they tend more toward an external locus of control than less successful colleagues. The author concludes that the locus of control test should be supplemented by investigation of previous and current experience. Practical implications of the selection of applicants for different types of managerial positions are discussed.

Details

Journal of Educational Administration, vol. 38 no. 1
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 3 July 2007

Caroline Aubé, Vincent Rousseau and Estelle M. Morin

The aim of this article is to deepen the understanding of the relationships between perceived organizational support (POS) and the dimensions of organizational commitment…

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10455

Abstract

Purpose

The aim of this article is to deepen the understanding of the relationships between perceived organizational support (POS) and the dimensions of organizational commitment (i.e. affective, normative and continuance commitment), and to test the moderating effect of locus of control and work autonomy.

Design/methodology/approach

This study, based on a cross‐sectional research design, was conducted in an organizational setting. The sample includes 249 prison employees. The data were collected through questionnaires.

Findings

The results show that POS is positively and significantly correlated with affective and normative commitment. In addition, the results of the hierarchical multiple regression analyses support the moderating effect of locus of control and work autonomy with regard to the relationship between POS and affective commitment.

Practical implications

This study highlights the importance of providing support to employees in order to foster their affective and normative commitment to the organization. Moreover, the results provide evidence in favour of managerial interventions aimed at enhancing perceived control and, consequently, minimizing the negative effects of a lack of organizational support on employees' affective commitment.

Originality/value

In addition to taking into account three dimensions of organizational commitment, this study underlines personality and job design factors that can modulate the relationship between POS and organizational commitment.

Details

Journal of Managerial Psychology, vol. 22 no. 5
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 1 August 2016

Ji Wen, Yina Li and Pingping Hou

This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the…

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3017

Abstract

Purpose

This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the relationship between customer mistreatment behavior and organizational citizenship behavior.

Design/methodology/approach

Through a questionnaire survey of 231 employees and their direct supervisors of five hotels in Guangzhou. This paper analyzed five variables (customer mistreatment, POS, locus of control, job autonomy and organizational citizenship behavior) relationships through a variety of data analysis.

Findings

Results indicate that customer mistreatment behavior has a negative effect on employees’ organizational citizenship behavior. The relationship between customer mistreatment behavior and employees’ organizational citizenship behavior is partially mediated by employees’ POS. Staffs’ locus of control and job autonomy can modulate the relationship between customers’ mistreatment behavior and POS. Furthermore, the indirect mediating effect of POS on customer mistreatment behavior is revealed. The organizational citizenship behavior linkage is significant only to staff who perceived they have a high level of job autonomy and a high locus of control.

Practical implications

Hotels are advised to provide organizational support and the management of customer mistreatment behavior so as to reflect their employees’ value, seek service innovation and promote production efficiency in practice. Furthermore, it maintains and promotes operational efficiency for service organizations and means the organization pays more attention to meet the social, emotional and psychological needs of its employees.

Originality/value

This article reveals the mechanism relationship between customer mistreatment behavior and employee organizational citizenship behavior. First, it defines the concept of customer mistreatment in the hotel industry and enriches the related research. Second, the study, from the perspective of customer mistreatment, has opened up a new view of organizational citizenship behavior research. Third, we built a research model and it is helpful to grasp the inner mechanism between customer mistreatment and employees’ organizational citizenship behavior. Fourth, this research benefits service organizations so as to maintain and improve their operation efficiency. Furthermore, it can have theoretical guidance for service-oriented organizations to develop a harmonious consumption culture and organizational culture.

Details

Nankai Business Review International, vol. 7 no. 3
Type: Research Article
ISSN: 2040-8749

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Article
Publication date: 25 September 2019

Gorkan Ahmetoglu, Lauren Scarlett, Sonia-Cristina Codreanu and Tomas Chamorro-Premuzic

Research examining the influence of organizational factors on entrepreneurial tendencies and performance within organizations is scarce. The purpose of this paper is to…

Abstract

Purpose

Research examining the influence of organizational factors on entrepreneurial tendencies and performance within organizations is scarce. The purpose of this paper is to investigate the effect of organizational structure and work autonomy on entrepreneurial tendencies, locus of control and performance.

Design/methodology/approach

Data were obtained online using validated self-report questionnaires in a sample of 181 currently employed individuals.

Findings

The results showed organizational structure components to be related to work autonomy and performance, but not to individual-level variables. However, work autonomy related to entrepreneurial tendencies and locus of control, indicating potential indirect effects of organizational structure on individual-level variables via work autonomy. Entrepreneurial tendencies and locus of control were positively related to performance.

Originality/value

Whilst the mediating effect of a number of individual-level traits has been examined in the past, very little research has looked at how organizational factors may influence entrepreneurial tendencies. Fostering entrepreneurial tendencies in employees may facilitate corporate entrepreneurship and performance within organizations.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 1
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 11 May 2015

Yi Li, Feng Wei, Shenggang Ren and Yang Di

The purpose of this paper is to test the relationship between psychological empowerment and R & D employees’ performance. The moderating effect of locus of control

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6805

Abstract

Purpose

The purpose of this paper is to test the relationship between psychological empowerment and R & D employees’ performance. The moderating effect of locus of control and the mediating effect of intrinsic work motivation are also examined.

Design/methodology/approach

The questionnaires were completed by 209 R & D employees and their immediate supervisors of a large foreign-funded R & D institute in China. Hierarchical regression and bias-corrected bootstrap procedures were used to test the hypotheses.

Findings

Results demonstrate that psychological empowerment is positively related to R & D employees’ task, contextual and innovation performance. The relationship between psychological empowerment and contextual and innovation performance was found to have been moderated by locus of control. Intrinsic work motivation partially mediates the psychological empowerment-work performance relationship.

Research limitations/implications

This is a cross-sectional study, with data limited to a large R & D institute in Shanghai. It did not consider organizational level variables, such as organizational structure and job characteristics.

Practical implications

This study highlights the importance of enhancing psychological empowerment and intrinsic work motivation to promote employees’ work performance. Moreover, the results provide evidence in favor of managerial interventions aimed at motivating employees who differ on locus of control.

Originality/value

This study extends the psychological empowerment literature by first examining the psychological mechanism through which empowerment affects work performance and how this effect is contingent upon individual locus of control. It also provides insight into motivating R & D employees in Chinese context.

Details

Journal of Managerial Psychology, vol. 30 no. 4
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 1 March 2005

Marcus Selart

The study aims at clarifying whether locus of control may act as a bias in organisational decision‐making or not.

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6130

Abstract

Purpose

The study aims at clarifying whether locus of control may act as a bias in organisational decision‐making or not.

Design/methodology/approach

Altogether 44 managers working at Skanska (a Swedish multinational construction company) participated in the study. They were asked to complete a booklet including a locus of control test and a couple of decision tasks. The latter were based on case scenarios reflecting strategic issues relevant for consultative/participative decision‐making.

Findings

The results revealed that managers with low external locus of control used group consultative decision‐making more frequently than those with high locus of control. There was also a tendency showing that high externals more frequently used participative decision‐making than low externals. This was in line with the general trend, indicating that managers on the whole predominantly used participative decision‐making.

Originality/value

The results of the present study are valuable for HRM practice, especially with regard to the selection of individuals to management teams.

Details

Management Decision, vol. 43 no. 3
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 23 August 2011

Tuija Muhonen

The purpose of this paper is to examine subjective health among women managers and professionals during their careers. Further, the role of work locus of control (WLC) for…

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1111

Abstract

Purpose

The purpose of this paper is to examine subjective health among women managers and professionals during their careers. Further, the role of work locus of control (WLC) for women managers' health is analyzed in a longitudinal perspective.

Design/methodology/approach

This is a follow‐up study among 38 women managers and professionals who participated in an earlier investigation in 1996. Data were collected by means of interviews and two short questionnaires.

Findings

The results of the analysis showed that nine women had maintained their health during their career, whereas others had various health problems and some women had also suffered from burnout syndrome. There was no significant change in WLC between the two investigations. The healthy women were characterized by stability in their WLC beliefs, rather than externality or internality.

Research limitations/implications

Even though the results are based on a limited number of participants, the study points out factors that can be crucial for women managers' and professionals' health. Further research is needed to corroborate the findings in the study.

Originality/value

The paper contributes further understanding of factors that are important for professional women's health. It also suggests that the role of WLC beliefs for health might be more complex than the internal‐external dimension.

Details

Gender in Management: An International Journal, vol. 26 no. 6
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 24 December 2020

Nor Farah Hanis Zainun, Johanim Johari and Zurina Adnan

The objective of this study is to examine the predicting role of Machiavellianism, locus of control and moral identity on ethical leadership. This study also assessed the…

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337

Abstract

Purpose

The objective of this study is to examine the predicting role of Machiavellianism, locus of control and moral identity on ethical leadership. This study also assessed the moderating role of ethical role modelling in the linkage between Machiavellianism, locus of control, moral identity and ethical leadership.

Design/methodology/approach

A total of 202 public service leaders in Malaysia participated in the study. A quantitative study was conducted and structural equation modelling was used to test the hypotheses.

Findings

Moral identity poses a substantial influence on ethical leadership. Ethical role modelling is a significant moderator in the association between moral identity and ethical leadership.

Research limitations/implications

This study contributes to the social learning theory by assessing Machiavellianism, locus of control and moral identity as the predictors of ethical leadership among public service leaders in Malaysia. Future study can be further extended to both managerial and support staff to understand the ethical phenomenon in Malaysian public sector.

Practical implications

The study highlights the need for public sector to give considerable attention to moral identity in boosting ethical leadership among public service leaders in Malaysia's public sector. Furthermore, the element of ethical role modelling should not be neglected as this factor is a valid moderator in nurturing ethical leadership among public service leaders.

Originality/value

The study deepens the knowledge on the importance of ethical role modelling as a moderator in assessing the influence of the predictors on ethical leadership. Further, this study demonstrates that public service leaders who reported high moral identity would have higher ethical leadership if they experienced good ethical role modelling.

Details

International Journal of Sociology and Social Policy, vol. 41 no. 9/10
Type: Research Article
ISSN: 0144-333X

Keywords

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