Research Article
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İş Arkadaşları Tarafından Kıskanılmak Amirin Yenilikçi İş Davranışına Verdiği Desteği Zayıflatıyor Mu?

Year 2019, Volume: 6 Issue: 2, 121 - 132, 18.10.2019

Serkan Erebak

https://doi.org/10.18394/iid.542270

Abstract

Hızla
gelişen dünyada rekabet koşullarının zorlaşmasıyla, sürece uyum sağlamak
isteyen örgütler için yeniliklere açık olmak önemli bir yaklaşım olarak değerlendirilebilir.
İşyerindeki sosyal desteğin en önemli parçalarından iki tanesi amirler ve iş
arkadaşlarıdır. Bu çalışmada amir tarafından verilen desteğin bireylerin
yenilikçi davranışlarının artmasındaki etkisine ve bu öngörülen etki üzerinde
bireylerin iş arkadaşları tarafından kıskanıldığına dair algısının düzenleyici
bir rolü olup olmadığına odaklanılmaktadır. Bu amaçla, çevrimiçi anket
aracılığıyla ve kolayda örnekleme yoluyla çeşitli sektörlerden ulaşılan
örneklem incelenmiştir. Elde edilen veriler PROCESS macro ve Pearson çarpım
moment korelasyonu ile analiz edilmiştir. Sonuçlar, amir desteğinin ve iş
arkadaşları tarafından kıskanılma hissinin bu süreci etkilediğine işaret
etmektedir. Örgütler çalışanlarının yenilikçi davranışlarını arttırmak için bu sosyal
destek sürecini geliştirme yönünde planlamalar yapabilirler.

Keywords

Kıskanılmak Kıskançlık Amir Desteği Yenilikçi İş Davranışı Yenilik

References

  • Amabile, T. M. (1996). Creativity in context: Update to the social psychology of creativity. Hachette UK.
  • Åmo, B. W. (2006). Employee innovation behaviour in health care: the influence from management and colleagues. International Nursing Review, 53(3), 231-237. doi: 10.1111/j.1466-7657.2006.00455.x
  • Bhanthumnavin, D. (2003). Perceived social support from supervisor and group members' psychological and situational characteristics as predictors of subordinate performance in Thai work units. Human Resource Development Quarterly, 14(1), 79-97. doi: 10.1002/hrdq.1051
  • Blau, P. (2017). Exchange and Power in social life. Routledge.doi: 10.4324/9780203792643
  • Bliese, P. D. & Castro, C. A. (2000). Role clarity, work overload and organizational support: Multilevel evidence of the importance of support. Work & Stress, 14(1), 65-73. doi: 10.1080/026783700417230
  • Boselie, P., Paauwe, J. & Jansen, P. (2001). Human resource management and performance: lessons from the Netherlands. International Journal of Human Resource Management, 12(7), 1107-1125. doi: 10.1080/09585190110068331
  • Brough, P. & Pears, J. (2004). Evaluating the influence of the type of social support on job satisfaction and work related psychological well-being. International Journal of Organizational Behavior, 8(2), 472-485.
  • Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884. doi: 10.1037//0021-9010.87.5.875
  • Casper, W. J., Harris, C., Taylor-Bianco, A. & Wayne, J. H. (2011). Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals. Journal of Vocational Behavior, 79(3), 640-652. doi: 10.1016/j.jvb.2011.04.011
  • Černe, M., Jaklič, M. & Škerlavaj, M. (2013). Authentic leadership, creativity, and innovation: A multilevel perspective. Leadership, 9(1), 63-85. doi: 10.1177/1742715012455130
  • Cohen, P., West, S. G. & Aiken, L. S. (2014). Applied multiple regression/correlation analysis for the behavioral sciences. New York: Psychology Press. doi: 10.4324/9781410606266
  • Cohen-Charash, Y. & Mueller, J. S. (2007). Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy? Journal of Applied Psychology, 92(3), 666-680. doi: 10.1037/0021-9010.92.3.666
  • Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435-462. doi: 10.1177/014920630002600304
  • Devloo, T., Anseel, F., De Beuckelaer, A. & Salanova, M. (2015). Keep the fire burning: Reciprocal gains of basic need satisfaction, intrinsic motivation and innovative work behavior. European Journal of Work and Organizational Psychology, 24(4), 491-504. doi: 10.1080/1359432x.2014.931326
  • Dirks, K. T. & Ferrin, D. L. (2002). Trust in leadership: meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628. doi: 10.1037//0021-9010.87.4.611
  • Duke, A. B., Goodman, J. M., Treadway, D. C. & Breland, J. W. (2009). Perceived organizational support as a moderator of emotional labor/outcomes relationships. Journal of Applied Social Psychology, 39(5), 1013-1034. doi: 10.1111/j.1559-1816.2009.00470.x
  • Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. doi: 10.1037//0021-9010.71.3.500
  • Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573. doi: 10.1037//0021-9010.87.3.565
  • Ellen III, B. P., Ferris, G. R. & Buckley, M. R. (2013). Leader political support: Reconsidering leader political behavior. The Leadership Quarterly, 24(6), 842-857. doi: 10.1016/j.leaqua.2013.10.007
  • Exline, J. J. & Lobel, M. (1999). The perils of outperformance: Sensitivity about being the target of a threatening upward comparison. Psychological Bulletin, 125(3), 307-337. doi: 10.1037//0033-2909.125.3.307
  • Farr, J. L. & Ford, C. M. (1990). Individual innovation. In, M. A. West & J. L. Farr (eds.), Innovation and creativity at work (pp. 63-80). Chichester, England: Wiley.
  • Grandey, A. A. (1999). The Effects of Emotional Labor: Employee Attitudes, Stress and Performance. (Published Doctoral Dissertation). Colorado State University, Colorado.
  • Halbesleben, J. R. (2006). Sources of social support and burnout: a meta-analytic test of the conservation of resources model. Journal of Applied Psychology, 91(5), 1134-1145. doi: 10.1037/0021-9010.91.5.1134
  • Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling. Retrieved from http:// www.personal.psu.edu/jxb14/M554/articles/process2012.pdf
  • Henagan, S. C. & Bedeian, A. G. (2009). The Perils of Success in the Workplace: Comparison Target Responses to Coworkers' Upward Comparison Threat 1. Journal of Applied Social Psychology, 39(10), 2438-2468. doi: 10.1111/j.1559-1816.2009.00533.x
  • Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online Readings in Psychology and Culture, 2(1), 8. doi: 10.9707/2307-0919.1014
  • House, R. J. (1996). Path-goal theory of leadership: Lessons, legacy, and a reformulated theory. The Leadership Quarterly, 7(3), 323-352. doi: 10.1016/s1048-9843(96)90024-7
  • Hülsheger, U. R., Anderson, N. & Salgado, J. F. (2009). Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research. Journal of Applied Psychology, 94(5), 1128-1145. doi: 10.1037/a0015978
  • Ito, J. K. & Brotheridge, C. M. (2005). Does supporting employees' career adaptability lead to commitment, turnover, or both? Human Resource Management, 44(1), 5-19. doi: 10.1002/hrm.20037
  • James, J. B., McKechnie, S. & Swanberg, J. (2011). Predicting employee engagement in an age‐diverse retail workforce. Journal of Organizational Behavior, 32(2), 173-196. doi: 10.1002/job.681
  • Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, 73(3), 287-302. doi: 10.1348/096317900167038
  • Janssen, O. (2005). The joint impact of perceived influence and supervisor supportiveness on employee innovative behavior. Journal of Occupational and Organizational Psychology, 78(4), 573-579. doi: 10.1348/096317905x25823
  • Kalliath, T. J. & Beck, A. (2001). Is the path to burnout and turnover paved by a lack of supervisory support? A structural equations test. New Zealand Journal of Psychology, 30(2), 72-78.
  • Kanter, R. M. (1988). Three tiers for innovation research. Communication Research, 15(5), 509-523. doi: 10.1177/009365088015005001
  • Lambert, L. S., Tepper, B. J., Carr, J. C., Holt, D. T. & Barelka, A. J. (2012). Forgotten but not gone: An examination of fit between leader consideration and initiating structure needed and received. Journal of Applied Psychology, 97(5), 913-930. doi: 10.1037/a0028970
  • LePine, J. A., Erez, A. & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behavior: a critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65. doi: 10.1037//0021-9010.87.1.52
  • Masterson, S. S. (2001). A trickle-down model of organizational justice: relating employees' and customers' perceptions of and reactions to fairness. Journal of Applied Psychology, 86(4), 594-604. doi: 10.1037//0021-9010.86.4.594
  • Menon, T. & Thompson, L. (2010). Envy at work. Harvard business review, 88(4), 74-79.
  • Miron-Spektor, E., Gino, F. & Argote, L. (2011). Paradoxical frames and creative sparks: Enhancing individual creativity through conflict and integration. Organizational Behavior and Human Decision Processes, 116(2), 229-240. doi: 10.1016/j.obhdp.2011.03.006
  • Önhon, Ö. (2016). The relationship between organizational climate for innovation and employees’ innovative work behavior; the moderating effect of leadership behavior; ICT sector in Turkey. (Unpublished Doctoral Dissertation). Istanbul: Marmara University, Social Sciences Institute.
  • Penney, L. M. & Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(7), 777-796. doi: 10.1002/job.336
  • Rank, J., Nelson, N. E., Allen, T. D. & Xu, X. (2009). Leadership predictors of innovation and task performance: Subordinates' self‐esteem and self‐presentation as moderators. Journal of Occupational and Organizational Psychology, 82(3), 465-489. doi: 10.1348/096317908x371547
  • Rodriguez Mosquera, P. M., Parrott, W. G. & Hurtado de Mendoza, A. (2010). I fear your envy, I rejoice in your coveting: On the ambivalent experience of being envied by others. Journal of Personality and Social Psychology, 99(5), 842-854. doi: 10.1037/a0020965
  • Schaubroeck, J. & Lam, S. S. (2004). Comparing lots before and after: Promotion rejectees' invidious reactions to promotes. Organizational Behavior and Human Decision Processes, 94(1), 33-47. doi: 10.1016/j.obhdp.2004.01.001
  • Schreurs, B. H., Hetty van Emmerik, I. J., Günter, H. & Germeys, F. (2012). A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance. Human Resource Management, 51(2), 259-279. doi: 10.1002/hrm.21465
  • Shanock, L. R. & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-695. doi: 10.1037/0021-9010.91.3.689
  • Skinner, B. F. (2014). Contingencies of reinforcement: A theoretical analysis. (Vol. 3). BF Skinner Foundation.
  • Soper, D. S. (2018). A-priori Sample Size Calculator for Hierarchical Multiple Regression [Software]. Available from http://www.danielsoper.com/statcalc
  • Stein, M. (2000). After Eden: Envy and the defences against anxiety paradigm. Human Relations, 53(2), 193-211. doi: 10.1177/a010558
  • Stinglhamber, F. & Vandenberghe, C. (2003). Organizations and supervisors as sources of support and targets of commitment: A longitudinal study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(3), 251-270. doi: 10.1002/job.192
  • Swanberg, J. E., McKechnie, S. P., Ojha, M. U. & James, J. B. (2011). Schedule control, supervisor support and work engagement: A winning combination for workers in hourly jobs? Journal of Vocational Behavior, 79(3), 613-624. doi: 10.1016/j.jvb.2011.04.012
  • Ünler Öz, E. (2007). Effect of Emotional Labor on Employees’ Work Outcomes. (Unpublished Doctoral Dissertation). Istanbul: Marmara University, Social Sciences Institute.
  • Vecchio, R. (2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition & Emotion, 19(1), 69-81. doi: 10.1080/02699930441000148
  • Vecchio, R. P. (2000). Negative emotion in the workplace: Employee jealousy and envy. International Journal of Stress Management, 7(3), 161-179. doi: 10.1023/a:1009592430712
  • West, M. A. & Anderson, N. R. (1996). Innovation in top management teams. Journal of Applied Psychology, 81(6), 680-693. doi: 10.1037//0021-9010.81.6.680
  • Guest, D. E., Paauwe, J. & Wright, P. (Eds.). (2012). HRM and performance: Achievements and challenges. John Wiley & Sons.
  • Yuan, F. & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342. doi: 10.5465/amj.2010.49388995

Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?

Year 2019, Volume: 6 Issue: 2, 121 - 132, 18.10.2019

Serkan Erebak

https://doi.org/10.18394/iid.542270

Abstract

It
can be considered as an important approach to be open to innovations for
organizations that want to adapt to the process with difficult competition
conditions in the rapidly developing world. Two of the most important factors
of social support in the workplace are supervisors and coworkers. This study focuses
on whether the support given by the supervisor has the effect of increasing the
innovative behaviors of the individual and whether the individual’s perception
of being envied by his coworkers on this predicted effect has a moderation
role. For this purpose, a sample from various sectors was examined through an
online questionnaire and by convenience sampling. The obtained data were
analyzed by PROCESS macro and Pearson product-moment correlation. The results
indicate that the perception of envy by coworkers beside supervisor support
affected this process. Organizations can make plans to improve this social
support process in order to increase their workers’ innovative behavior.

Keywords

Being Envied Envy Supervisor Support Innovative Work Behavior Innovation

References

  • Amabile, T. M. (1996). Creativity in context: Update to the social psychology of creativity. Hachette UK.
  • Åmo, B. W. (2006). Employee innovation behaviour in health care: the influence from management and colleagues. International Nursing Review, 53(3), 231-237. doi: 10.1111/j.1466-7657.2006.00455.x
  • Bhanthumnavin, D. (2003). Perceived social support from supervisor and group members' psychological and situational characteristics as predictors of subordinate performance in Thai work units. Human Resource Development Quarterly, 14(1), 79-97. doi: 10.1002/hrdq.1051
  • Blau, P. (2017). Exchange and Power in social life. Routledge.doi: 10.4324/9780203792643
  • Bliese, P. D. & Castro, C. A. (2000). Role clarity, work overload and organizational support: Multilevel evidence of the importance of support. Work & Stress, 14(1), 65-73. doi: 10.1080/026783700417230
  • Boselie, P., Paauwe, J. & Jansen, P. (2001). Human resource management and performance: lessons from the Netherlands. International Journal of Human Resource Management, 12(7), 1107-1125. doi: 10.1080/09585190110068331
  • Brough, P. & Pears, J. (2004). Evaluating the influence of the type of social support on job satisfaction and work related psychological well-being. International Journal of Organizational Behavior, 8(2), 472-485.
  • Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884. doi: 10.1037//0021-9010.87.5.875
  • Casper, W. J., Harris, C., Taylor-Bianco, A. & Wayne, J. H. (2011). Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals. Journal of Vocational Behavior, 79(3), 640-652. doi: 10.1016/j.jvb.2011.04.011
  • Černe, M., Jaklič, M. & Škerlavaj, M. (2013). Authentic leadership, creativity, and innovation: A multilevel perspective. Leadership, 9(1), 63-85. doi: 10.1177/1742715012455130
  • Cohen, P., West, S. G. & Aiken, L. S. (2014). Applied multiple regression/correlation analysis for the behavioral sciences. New York: Psychology Press. doi: 10.4324/9781410606266
  • Cohen-Charash, Y. & Mueller, J. S. (2007). Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy? Journal of Applied Psychology, 92(3), 666-680. doi: 10.1037/0021-9010.92.3.666
  • Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435-462. doi: 10.1177/014920630002600304
  • Devloo, T., Anseel, F., De Beuckelaer, A. & Salanova, M. (2015). Keep the fire burning: Reciprocal gains of basic need satisfaction, intrinsic motivation and innovative work behavior. European Journal of Work and Organizational Psychology, 24(4), 491-504. doi: 10.1080/1359432x.2014.931326
  • Dirks, K. T. & Ferrin, D. L. (2002). Trust in leadership: meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628. doi: 10.1037//0021-9010.87.4.611
  • Duke, A. B., Goodman, J. M., Treadway, D. C. & Breland, J. W. (2009). Perceived organizational support as a moderator of emotional labor/outcomes relationships. Journal of Applied Social Psychology, 39(5), 1013-1034. doi: 10.1111/j.1559-1816.2009.00470.x
  • Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. doi: 10.1037//0021-9010.71.3.500
  • Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573. doi: 10.1037//0021-9010.87.3.565
  • Ellen III, B. P., Ferris, G. R. & Buckley, M. R. (2013). Leader political support: Reconsidering leader political behavior. The Leadership Quarterly, 24(6), 842-857. doi: 10.1016/j.leaqua.2013.10.007
  • Exline, J. J. & Lobel, M. (1999). The perils of outperformance: Sensitivity about being the target of a threatening upward comparison. Psychological Bulletin, 125(3), 307-337. doi: 10.1037//0033-2909.125.3.307
  • Farr, J. L. & Ford, C. M. (1990). Individual innovation. In, M. A. West & J. L. Farr (eds.), Innovation and creativity at work (pp. 63-80). Chichester, England: Wiley.
  • Grandey, A. A. (1999). The Effects of Emotional Labor: Employee Attitudes, Stress and Performance. (Published Doctoral Dissertation). Colorado State University, Colorado.
  • Halbesleben, J. R. (2006). Sources of social support and burnout: a meta-analytic test of the conservation of resources model. Journal of Applied Psychology, 91(5), 1134-1145. doi: 10.1037/0021-9010.91.5.1134
  • Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling. Retrieved from http:// www.personal.psu.edu/jxb14/M554/articles/process2012.pdf
  • Henagan, S. C. & Bedeian, A. G. (2009). The Perils of Success in the Workplace: Comparison Target Responses to Coworkers' Upward Comparison Threat 1. Journal of Applied Social Psychology, 39(10), 2438-2468. doi: 10.1111/j.1559-1816.2009.00533.x
  • Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online Readings in Psychology and Culture, 2(1), 8. doi: 10.9707/2307-0919.1014
  • House, R. J. (1996). Path-goal theory of leadership: Lessons, legacy, and a reformulated theory. The Leadership Quarterly, 7(3), 323-352. doi: 10.1016/s1048-9843(96)90024-7
  • Hülsheger, U. R., Anderson, N. & Salgado, J. F. (2009). Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research. Journal of Applied Psychology, 94(5), 1128-1145. doi: 10.1037/a0015978
  • Ito, J. K. & Brotheridge, C. M. (2005). Does supporting employees' career adaptability lead to commitment, turnover, or both? Human Resource Management, 44(1), 5-19. doi: 10.1002/hrm.20037
  • James, J. B., McKechnie, S. & Swanberg, J. (2011). Predicting employee engagement in an age‐diverse retail workforce. Journal of Organizational Behavior, 32(2), 173-196. doi: 10.1002/job.681
  • Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, 73(3), 287-302. doi: 10.1348/096317900167038
  • Janssen, O. (2005). The joint impact of perceived influence and supervisor supportiveness on employee innovative behavior. Journal of Occupational and Organizational Psychology, 78(4), 573-579. doi: 10.1348/096317905x25823
  • Kalliath, T. J. & Beck, A. (2001). Is the path to burnout and turnover paved by a lack of supervisory support? A structural equations test. New Zealand Journal of Psychology, 30(2), 72-78.
  • Kanter, R. M. (1988). Three tiers for innovation research. Communication Research, 15(5), 509-523. doi: 10.1177/009365088015005001
  • Lambert, L. S., Tepper, B. J., Carr, J. C., Holt, D. T. & Barelka, A. J. (2012). Forgotten but not gone: An examination of fit between leader consideration and initiating structure needed and received. Journal of Applied Psychology, 97(5), 913-930. doi: 10.1037/a0028970
  • LePine, J. A., Erez, A. & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behavior: a critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65. doi: 10.1037//0021-9010.87.1.52
  • Masterson, S. S. (2001). A trickle-down model of organizational justice: relating employees' and customers' perceptions of and reactions to fairness. Journal of Applied Psychology, 86(4), 594-604. doi: 10.1037//0021-9010.86.4.594
  • Menon, T. & Thompson, L. (2010). Envy at work. Harvard business review, 88(4), 74-79.
  • Miron-Spektor, E., Gino, F. & Argote, L. (2011). Paradoxical frames and creative sparks: Enhancing individual creativity through conflict and integration. Organizational Behavior and Human Decision Processes, 116(2), 229-240. doi: 10.1016/j.obhdp.2011.03.006
  • Önhon, Ö. (2016). The relationship between organizational climate for innovation and employees’ innovative work behavior; the moderating effect of leadership behavior; ICT sector in Turkey. (Unpublished Doctoral Dissertation). Istanbul: Marmara University, Social Sciences Institute.
  • Penney, L. M. & Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(7), 777-796. doi: 10.1002/job.336
  • Rank, J., Nelson, N. E., Allen, T. D. & Xu, X. (2009). Leadership predictors of innovation and task performance: Subordinates' self‐esteem and self‐presentation as moderators. Journal of Occupational and Organizational Psychology, 82(3), 465-489. doi: 10.1348/096317908x371547
  • Rodriguez Mosquera, P. M., Parrott, W. G. & Hurtado de Mendoza, A. (2010). I fear your envy, I rejoice in your coveting: On the ambivalent experience of being envied by others. Journal of Personality and Social Psychology, 99(5), 842-854. doi: 10.1037/a0020965
  • Schaubroeck, J. & Lam, S. S. (2004). Comparing lots before and after: Promotion rejectees' invidious reactions to promotes. Organizational Behavior and Human Decision Processes, 94(1), 33-47. doi: 10.1016/j.obhdp.2004.01.001
  • Schreurs, B. H., Hetty van Emmerik, I. J., Günter, H. & Germeys, F. (2012). A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance. Human Resource Management, 51(2), 259-279. doi: 10.1002/hrm.21465
  • Shanock, L. R. & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-695. doi: 10.1037/0021-9010.91.3.689
  • Skinner, B. F. (2014). Contingencies of reinforcement: A theoretical analysis. (Vol. 3). BF Skinner Foundation.
  • Soper, D. S. (2018). A-priori Sample Size Calculator for Hierarchical Multiple Regression [Software]. Available from http://www.danielsoper.com/statcalc
  • Stein, M. (2000). After Eden: Envy and the defences against anxiety paradigm. Human Relations, 53(2), 193-211. doi: 10.1177/a010558
  • Stinglhamber, F. & Vandenberghe, C. (2003). Organizations and supervisors as sources of support and targets of commitment: A longitudinal study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(3), 251-270. doi: 10.1002/job.192
  • Swanberg, J. E., McKechnie, S. P., Ojha, M. U. & James, J. B. (2011). Schedule control, supervisor support and work engagement: A winning combination for workers in hourly jobs? Journal of Vocational Behavior, 79(3), 613-624. doi: 10.1016/j.jvb.2011.04.012
  • Ünler Öz, E. (2007). Effect of Emotional Labor on Employees’ Work Outcomes. (Unpublished Doctoral Dissertation). Istanbul: Marmara University, Social Sciences Institute.
  • Vecchio, R. (2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition & Emotion, 19(1), 69-81. doi: 10.1080/02699930441000148
  • Vecchio, R. P. (2000). Negative emotion in the workplace: Employee jealousy and envy. International Journal of Stress Management, 7(3), 161-179. doi: 10.1023/a:1009592430712
  • West, M. A. & Anderson, N. R. (1996). Innovation in top management teams. Journal of Applied Psychology, 81(6), 680-693. doi: 10.1037//0021-9010.81.6.680
  • Guest, D. E., Paauwe, J. & Wright, P. (Eds.). (2012). HRM and performance: Achievements and challenges. John Wiley & Sons.
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There are 57 citations in total.

Details

Primary Language English
Subjects Behaviour-Personality Assessment in Psychology, Business Systems in Context, Business Administration
Journal Section Articles
Authors

Serkan Erebak 0000-0002-3777-7249

Publication Date October 18, 2019
Submission Date March 20, 2019
Acceptance Date July 26, 2019
Published in Issue Year 2019 Volume: 6 Issue: 2

Cite

APA Erebak, S. (2019). Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?. İş Ve İnsan Dergisi, 6(2), 121-132. https://doi.org/10.18394/iid.542270
AMA Erebak S. Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?. İş ve İnsan Dergisi. October 2019;6(2):121-132. doi:10.18394/iid.542270
Chicago Erebak, Serkan. “Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?”. İş Ve İnsan Dergisi 6, no. 2 (October 2019): 121-32. https://doi.org/10.18394/iid.542270.
EndNote Erebak S (October 1, 2019) Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?. İş ve İnsan Dergisi 6 2 121–132.
IEEE S. Erebak, “Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?”, İş ve İnsan Dergisi, vol. 6, no. 2, pp. 121–132, 2019, doi: 10.18394/iid.542270.
ISNAD Erebak, Serkan. “Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?”. İş ve İnsan Dergisi 6/2 (October 2019), 121-132. https://doi.org/10.18394/iid.542270.
JAMA Erebak S. Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?. İş ve İnsan Dergisi. 2019;6:121–132.
MLA Erebak, Serkan. “Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?”. İş Ve İnsan Dergisi, vol. 6, no. 2, 2019, pp. 121-32, doi:10.18394/iid.542270.
Vancouver Erebak S. Does Being Envied by Coworkers Weaken Supervisor Support for Innovative Work Behavior?. İş ve İnsan Dergisi. 2019;6(2):121-32.

 

 

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