A120.
Koivisto, S. & Rice, R.E. (2016). Leader prototypicality
moderates
the relationship between access to flexible work options and employee
feelings of respect and leader endorsement. The International Journal of Human
Resource Management, 27(22),
2771-2789.
Organizations are
increasingly offering flexible work arrangements (FWA), which are
associated
with a variety of individual and organizational outcomes. Supervisors
may
support, discourage or prohibit employees’ access to and use of such
programs.
These actions and decisions can affect employees’ feelings of being
respected,
and their endorsement of their supervisor – that is, matters that
affect employees’
motivation to work in pursuit of group and organizational goals. In the
present
paper, we take a fresh look at these relationships by proposing, in
line with
the social identity approach, that they are moderated by leader ingroup
prototypicality
(i.e., the supervisor’s representativeness of group identity). Results
from two
large sample surveys a year apart at one organization show that
employees with supervisors
who allow more FWA feel more respected as well as express stronger
endorsement
of their leaders. Importantly, both of those relationships are
moderated by the
degree of the supervisor’s in-group prototypicality, but in opposite
ways. The
association of FWA allowance with respect increases slightly under
conditions
of higher prototypicality. However, the association of FWA allowance
with
endorsement of leaders increases more strongly under conditions of
lower prototypicality.
The discussion considers theoretical, practical and research
implications of
these findings.
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