Failed Upward Influence Attempts
研究员工在初次向上影响失败后，是放弃还是继续争取资源，发现目标重要性、员工马基雅维利主义和工作经验、以及上下级关系等因素能预测后续行为。
Research on upward influence in organizations has often proposed that such influence is an episodic process, yet rarely does such research examine the use of influence after the employee has met with initial resistance. Based on the upward influence model of Porter, Allen, and Angle (1981), this study examined several predictors of subordinates' decisions to cease or persist in attempts to obtain work-related resources after an initial failure. ALISRE Lmodel indicated that upward influence actions following a failed influence attempt can be predicted with variables related to goal importance, influence agent characteristics (i.e., Machiavellianism and work experience), and aspects of the agent-target relationship (i.e., leader-member exchange and costs associated with influence). The implications of these findings are discussed.