Influence behaviors and employees' reactions: An empirical test among six societies based on a transactional-relational contract model

Melody P.M. Chong, Miriam Muethel, Malika Richards, Ping Ping Fu, Tai Kuang Peng, Yu Fan Shang, Miguel P. Caldas

Research output: Contribution to journalArticle

9 Citations (Scopus)

Abstract

Organizational and task commitment are central drivers of firm performance as they affect employees' willingness to exert effort for the organization. This paper argues that supervisors who consistently use socio-emotional and supportive influence strategies are likely to enhance subordinates' immediate commitment to the tasks as well as their psychological attachment to the organization. Drawing on the transactional-relational contracts framework, we develop and empirically examine the effects of supervisors' influence behaviors on two types of commitment. Data collected from 1150 respondents from China, Hong Kong, Taiwan, Germany, United States and Brazil provided support for the positive relationship between the persuasive influence strategy and both immediate task and organizational commitment. Exploratory analyses of the cultural differences in our sample reveal differences in assertive and relationship-based individual tactics. We thus identified potentially universally endorsed as well as culturally contingent influence tactics in predicting the two types of commitment.

Original languageEnglish (US)
Pages (from-to)373-384
Number of pages12
JournalJournal of World Business
Volume48
Issue number3
DOIs
StatePublished - Jul 1 2013

Fingerprint

Relational contracts
Empirical test
Employees
Supervisors
Influence strategies
Influence tactics
Firm performance
Willingness
Emotion
Organizational commitment
China
Hong Kong
Psychological
Cultural differences
Brazil
Germany
Taiwan
Tactics

All Science Journal Classification (ASJC) codes

  • Business and International Management
  • Finance
  • Marketing

Cite this

Chong, Melody P.M. ; Muethel, Miriam ; Richards, Malika ; Fu, Ping Ping ; Peng, Tai Kuang ; Shang, Yu Fan ; Caldas, Miguel P. / Influence behaviors and employees' reactions : An empirical test among six societies based on a transactional-relational contract model. In: Journal of World Business. 2013 ; Vol. 48, No. 3. pp. 373-384.
@article{437fe3d9d67b4186b81268c2efbe0838,
title = "Influence behaviors and employees' reactions: An empirical test among six societies based on a transactional-relational contract model",
abstract = "Organizational and task commitment are central drivers of firm performance as they affect employees' willingness to exert effort for the organization. This paper argues that supervisors who consistently use socio-emotional and supportive influence strategies are likely to enhance subordinates' immediate commitment to the tasks as well as their psychological attachment to the organization. Drawing on the transactional-relational contracts framework, we develop and empirically examine the effects of supervisors' influence behaviors on two types of commitment. Data collected from 1150 respondents from China, Hong Kong, Taiwan, Germany, United States and Brazil provided support for the positive relationship between the persuasive influence strategy and both immediate task and organizational commitment. Exploratory analyses of the cultural differences in our sample reveal differences in assertive and relationship-based individual tactics. We thus identified potentially universally endorsed as well as culturally contingent influence tactics in predicting the two types of commitment.",
author = "Chong, {Melody P.M.} and Miriam Muethel and Malika Richards and Fu, {Ping Ping} and Peng, {Tai Kuang} and Shang, {Yu Fan} and Caldas, {Miguel P.}",
year = "2013",
month = "7",
day = "1",
doi = "10.1016/j.jwb.2012.07.021",
language = "English (US)",
volume = "48",
pages = "373--384",
journal = "Journal of World Business",
issn = "1090-9516",
publisher = "Elsevier Inc.",
number = "3",

}

Influence behaviors and employees' reactions : An empirical test among six societies based on a transactional-relational contract model. / Chong, Melody P.M.; Muethel, Miriam; Richards, Malika; Fu, Ping Ping; Peng, Tai Kuang; Shang, Yu Fan; Caldas, Miguel P.

In: Journal of World Business, Vol. 48, No. 3, 01.07.2013, p. 373-384.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Influence behaviors and employees' reactions

T2 - An empirical test among six societies based on a transactional-relational contract model

AU - Chong, Melody P.M.

AU - Muethel, Miriam

AU - Richards, Malika

AU - Fu, Ping Ping

AU - Peng, Tai Kuang

AU - Shang, Yu Fan

AU - Caldas, Miguel P.

PY - 2013/7/1

Y1 - 2013/7/1

N2 - Organizational and task commitment are central drivers of firm performance as they affect employees' willingness to exert effort for the organization. This paper argues that supervisors who consistently use socio-emotional and supportive influence strategies are likely to enhance subordinates' immediate commitment to the tasks as well as their psychological attachment to the organization. Drawing on the transactional-relational contracts framework, we develop and empirically examine the effects of supervisors' influence behaviors on two types of commitment. Data collected from 1150 respondents from China, Hong Kong, Taiwan, Germany, United States and Brazil provided support for the positive relationship between the persuasive influence strategy and both immediate task and organizational commitment. Exploratory analyses of the cultural differences in our sample reveal differences in assertive and relationship-based individual tactics. We thus identified potentially universally endorsed as well as culturally contingent influence tactics in predicting the two types of commitment.

AB - Organizational and task commitment are central drivers of firm performance as they affect employees' willingness to exert effort for the organization. This paper argues that supervisors who consistently use socio-emotional and supportive influence strategies are likely to enhance subordinates' immediate commitment to the tasks as well as their psychological attachment to the organization. Drawing on the transactional-relational contracts framework, we develop and empirically examine the effects of supervisors' influence behaviors on two types of commitment. Data collected from 1150 respondents from China, Hong Kong, Taiwan, Germany, United States and Brazil provided support for the positive relationship between the persuasive influence strategy and both immediate task and organizational commitment. Exploratory analyses of the cultural differences in our sample reveal differences in assertive and relationship-based individual tactics. We thus identified potentially universally endorsed as well as culturally contingent influence tactics in predicting the two types of commitment.

UR - http://www.scopus.com/inward/record.url?scp=84879965986&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=84879965986&partnerID=8YFLogxK

U2 - 10.1016/j.jwb.2012.07.021

DO - 10.1016/j.jwb.2012.07.021

M3 - Article

AN - SCOPUS:84879965986

VL - 48

SP - 373

EP - 384

JO - Journal of World Business

JF - Journal of World Business

SN - 1090-9516

IS - 3

ER -