Performance, Stress, and Attitudinal Outcomes of Perceptions of Others’ Entitlement Behavior: Supervisor–Subordinate Work Relationship Quality as Moderator in Two Samples
研究上下级工作关系质量如何缓冲员工感知他人特权行为带来的负面态度和行为影响，发现高质量关系能降低工作紧张、提升满意度和绩效，并在两个样本中验证。
Supervisor–subordinate work relationships are based on a series of potentially fluctuating resource allocation episodes. Building on this reality, we hypothesized in the present research that supervisor–subordinate work relationship quality will neutralize the negative attitudinal and behavioral strain effects associated with perceptions of others’ entitlement behavior. We draw upon the transactional theory of stress, and the social exchange and support features of leader–member exchange theory, to explain our expected neutralizing effects on job tension, job satisfaction, and contextual performance/citizenship behavior. Results supported study hypotheses in Sample 1. Findings were replicated in Sample 2 and extended by also demonstrating the interaction effect on task performance. Contributions to theory and research, strengths and limitations, directions for future work, and practical implications are discussed.