The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

Abstract

The purpose of this study is to examine the relationships between employee advocacy and psychological well-being (PWB), and to test the mediating effect of perceived insider status (PIS), and moderating effect of power distance on that relationship within the framework of social exchange theory. Data were collected using a questionnaire survey method from 293 full-time employees working in an organization operating in the aviation industry in Turkey. The data obtained were analyzed according to the moderated mediation (alternatively known as condational indirect effect) framework improved by Preacher et al. (2007). Research findings are demonstrated that the relationship between employee advocacy and PWB is more complex than was prior researchers’ findings. As a result of analyzes, it was determined that PIS has a partial mediation effect on the relationship between employee advocacy and PWB. Also the results supported the moderated mediation and showed that the positive indirect effect of employee advocacy on PWB through PIS was stronger for employees with low power distance perception. The theoretical and practical implications of findings are discussed.

Keywords

• Employee advocacy
• perceived insider status
• power distance
• psychological well-being
• aviation industry

References

1. Akgunduz, Y. and Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels, Journal of Hospitality and Tourism Management, 31, pp. 118-125.
2. Akyol, Ş. (2009). Örgüt Kültüründe Güç Mesafesi ve Liderlik İlişkisi [Power Dıstance and Leadership Relatıon in Organızatıonal Culture]. (Unpublished Doctoral Thesis). Marmara University Social Science Institute: İstanbul.
3. Anand, K. and Nagle, Y. K. (2016). Perceived stress as predictor of psychological well-being in Indian youth, The International Journal of Indian Psychology, 3(4), pp. 211-217.
4. Anderson, J. C. and Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, pp. 411–423.
5. Aykan, E. and Akgül, H. (2018). Çalışanların örgütsel destek ve işgören avukatlığı algılarının işten ayrılma niyetleri üzerindeki etkisi: Kayseri lojistik sektöründe bir uygulama [The effect of organizational support and employee advocacy perceptions of employees’ on their turnover intention: an application in Kayseri logistics industry]. Düzce Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 8(1), pp. 34-50.
6. Babbie, E. (2001). The Practice of Social Research. 9th Edition, Wadsworth Thomson, Belmont.
7. Baron, R. M. and Kenny, D. A. (1986). The moderator– mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of Personality and Social Psychology, 51, pp. 1173-1182.
8. Bergiel, E. B., Bergiel, B. J., and Upson, J. W. (2012). Revisiting Hofstede’s dimensions: examining the cultural convergence of the United States and Japan, American Journal of Management, 12(1), pp. 69-79.

9. Ban, H. J. and Kim, H. S. (2019). Understanding customer experience and satisfaction through airline passengers’ online review. Sustainability, 11(15), pp. 1-17. Blau, P. (1964). Power and Exchange in Social Life. New York: J Wiley and Sons.
10. Bradburn, N. M. (1969). The Structure of Psychological Well-Being. National opinion research center, Chicago: Aldine Publishing Company.
11. Buonocore, F., Metallo, C., and Salvatore, D. (2009). Behavioural consequences of job insecurity and perceived insider status for contingent workers, In System Congress, http://www.woa2009.it/papers/ Buonocore_Metallo_Salvatore.pdf, 1-29, (Accessed date 09.14.2018), pp. 1-29.
12. Caesens, G., Stinglhamber, F., and Ohana, M. (2016). Perceived organizational support and well-being: A weekly study. Journal of Managerial Psychology. 31(7), pp. 1214-1230.
13. Chan, K. W. and Wan, E. W. (2012). How can stressed employees deliver better customer service? The underlying self-regulation depletion mechanism, Journal of Marketing, 76, pp. 119-137.
14. Cropanzano, R. and Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review, Journal of Management, 31(6), pp. 874-900.
15. Dai, L. and Chen, Y. (2015). A systematic review of perceived insider status, Journal of Human Resource and Sustainability Studies, 3, pp. 66-72.
16. Dalgıc, A., Birdir, K., and Guler, O. (2016). The effect of employee advocacy on role conflict and role ambiguity pf workers: a research on hotel employees, 3rd International Congress of Tourism and Management Researches. Antalya, Turkey, pp. 1193-1212.
17. Daniels, K. and Harris, C. (2000). Work, psychological well-being and performance, Occupational Medicine, 50(5), pp. 304-309.
18. Daniels, M. A. and Greguras, G. J. (2014). Exploring the nature of power distance: Implications for micro-and macro-level theories, processes, and outcomes, Journal of Management, 40(5), pp. 1202-1229.
19. Diener, E., Kahneman, D., and Helliwell, J. (2010). International Differences in Well-Being, New York: Oxford University Press.
20. Dorfman, P. W. and Howell, J. P. (1988). Dimensions of national culture and effective leadership patterns: Hofstede revisited, In E. G. McGoun (Ed.), Advances in International Comparative Management, 3, pp. 127-150.
21. Edwards, J. R. and Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis, Psychological Methods, 12(1), pp. 1-22.
22. Emerson, R. M. (1962). Power-dependence relations, American Sociological Review, pp. 31-41.
23. Emerson, R. M. (1976). Social exchange theory, Annual Review of Sociology, 2, pp. 335-362.
24. Eisenberger, R., Huntington, R., Hutchison, S., and Sowa, D., (1986). Perceived organizational support. J. Appl. Psychol. 71 (3), pp. 500e507.
25. Fairchild, A. J. and MacKinnon, D. P. (2009). A general model for testing mediation and moderation effects, Prevention Science, 10, pp. 87-99.
26. Fornell, C., and Larcker, D. F. (1981). Evaluating structural equation model with unobservable variables and measurement error. Journal of Marketing Research, 18(1), pp. 39–50.
27. Giapponi, C. and Scheraga, C. (2007). The Impact of Cross-Cultural Factors on Corporate Governance Transparency: The Implication for Strategic Alliances in the Airline Industry (No. 1428-2016-118587).
28. Gul, H., Usman, M., Liu, Y., Rehman, Z., and Jebran, K. (2018). Does the effect of power distance moderate the relation between person environment fit and job satisfaction leading to job performance? Evidence from Afghanistan and Pakistan, Future Business Journal, 4, pp. 68-83.
29. Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. New York: The Guilford Press.
30. Hayes, A. F. and Preacher, K. J. (2014). Statistical mediation analysis with a multicategorical independent variable, British Journal of Mathematical and Statistical Psychology, 67, pp. 451-470. Helmreich, R. L., Wilhelm, J. A., Klinect, J. R., and Merritt,
31. A. C. (2001). Culture, error and crew resource management. Improving teamwork in organizations: Applications of Resource Management Training, 305331.
32. Hofstede, G. (1980). Culture and organizations, International Studies of Management and Organization, 10, pp. 15-41.
33. Hofstede, G. (1984). Culture’s consequences: International Differences in Work-Related Values, London: Sage Publigations.
34. Horng, J. S., Tsai, C. Y., Hu, D. C., and Liu, C. H. (2016). The role of perceived insider status in employee creativity: Developing and testing a mediation and three-way interaction model. Asia Pacific Journal of Tourism Research, 21(sup1), pp. 53-75.
35. Kenny, D. A., Kashy, D. A., and Bolger, N. (1998). Data analysis in social psychology, In D. T. Gilbert, S. T. Fiske, and G. Lindzey (Eds.), The handbook of social psychology. Boston, MA: McGraw-Hill, pp. 233–265.
36. Kim, J. (2008). Perception of social exchange and psychological well-being: a study focusing on social exchange in Korea between 1997 and 2000, Journal of Applied Social Psychology, 38(11), pp. 2821-2858.
37. Kim, D.-O. (2009). Employees’ perspective on non-union representation: A com-parison with unions, Economic and Industrial Democracy, 30(1), pp. 120-151.
38. Liao, S. H., Widowati, R., Hu, D. C., and Tasman, L. (2017). The mediating effect of psychological contract in the relationships between paternalistic leadership and turnover intention for foreign workers in Taiwan, Asia Pacific Management Review, 22(2), pp. 80-87.
39. Lindbeck, A. and Snower, D. J. (2001). Insiders versus outsiders, Journal of Economic Perspectives, 15, pp. 165-188.
40. March, J. G. and Simon, H. A. (1958). Organizations, New York: Wiley.
41. Ni, C. and Wang, Y. (2015). The impact of perceived organizational support and core self-evaluation on employee’s psychological well-being. Journal of Human Resource and Sustainability Studies, 3(02), pp. 73-81.
42. Panaccio, A. and Vandenberghe, C. (2009). Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study, Journal of Vocational Behavior, 75, pp. 224-236.
43. Podsakoff, P. M., MacKenzie, S. B., and Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it, Annual Review of Psychology, 63, pp. 539-569.
44. Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., and Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies, Journal of Applied Psychology, 88(5), pp. 879-903.
45. Preacher, K. J., Rucker, D. D., and Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions, Multivariate Behavioral Research, 42(1), pp. 185-227.
46. Purwanto, E. (2018). Moderation effects of power distance on the relationship between job characteristics, leadership empowerment, employee participation and job satisfaction: A conceptual framework, Academy of Strategic Management Journal, 1(1), pp. 1-9.
47. Rasulzada, F. (2007). Organizational creativity and psychological well-being. Lund University Department of Psychology (Published Doctoral Thesis), http:// www. farida. se/Farida_Rasulzada_book. pdf, 18, 2014.
48. Raub, S. P. (2016). Perceived insider status and job design predict job attitudes and work performance of restaurant employees, Journal of Hospitality and Tourism Research, 20(10), pp. 1-24.
49. Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being, Journal of Personality and Social Psychology, 57(6), pp. 1069-1081.
50. Ryff, C. D. (1995). Psychological well-being in adult life, Current Directions in Psychological Science, 4(4), pp. 99-104.
51. Ryff, C. D. and Keyes, C. L. M. (1995). The structure of psychological well-being revisited”, Journal of Personality and Social Psychology, 69(4), pp. 719-727.
52. Schreiber, J. B., Nora, A., Stage, F. K., Barlow, E. A., and King, J. (2006). Reporting structural equation modeling and confirmatory factor analysis results: A review, The Journal of Educational Research, 99(6), pp. 323-338.
53. Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models, Sociological Methodology, 13, pp, 290-312.
54. Stamper, C. L. and Masterson, S. S. (2002). Insider or outsider? How employee perceptions of insider status affect their work behavior, Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 23, pp. 875-894.
55. Steel, P., Taras, V., Uggerslev, K., and Bosco, F. (2018). The happy culture: A theoretical, meta-Analytic, and empirical review of the relationship between culture and wealth and subjective well-being, Personality and Social Psychology Review, Vol. 22, pp. 128-169.
56. Şanlı, S. C. (2016). İşgören avukatlığı ve algılanan örgütsel desteğin çalışanların işe gömülmüşlük ve işten ayrılma niyeti üzerine etkisi: Otel çalışanları üzerine bir araştırma [The effects of employee advocacy and perceived organizational support on job embeddedness and intentions to quit job: A study on hotel employees] (Yayınlanmamış Yüksek Lisans Tezi). Mersin Üniversitesi Sosyal Bilimler Enstitüsü Turizm İşletmeciliği Anabilim Dalı, Mersin.
57. Telef, B. B. (2013). Psikolojik iyi oluş ölçeği: Türkçeye uyarlama, geçerlik ve güvenirlik çalışması [The adaptation of psychological well-being into Turkish: A validity and reliability study]. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 28(28-3), pp. 374-384.
58. Thomas, D. (2015). The moderating effects of power distance and collectivism on empowering leadership and psychological empowerment and self-leadership in international development organizations, Faculty Publications - School of Business. 80.
59. Türeli, N. Ş., Durmaz, V., Bahçecik, Y. S., and Akay, S. S. (2019). An analysis of importance of innovatice behaviors of ground handling human resources in ensuring customer satisfaction. Procedia Computer Science, 158, pp. 1077-1087.
60. Volmer, J., Niessen, C., Spurk, D., Linz, A., and Abele, A. E. (2011). Reciprocal relationships between leader–member exchange (LMX) and job satisfaction: A cross-lagged analysis, Applied Psychology, 60(4), pp. 522-545.
61. Wright, T. A. and Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance, Journal of Occupational Health Psychology, 5(1), pp. 84-94.
62. Wright, T. A. and Cropanzano, R. (2004). The role of psychological well-being in job performance: A fresh look at an age-old quest, Organizational Dynamics, 33(4), pp. 338-351.
63. Yayla-Kullu, H. M., Tansitpong, P., Gnanlet, A., McDermott, C. M., and Durgee, J. F. (2015). Impact of national culture on airline operations, Operations Management Research, 8(3-4), pp. 101-117.
64. Yeh, Y. P. (2014). Exploring the impacts of employee advocacy on job satisfaction and organizational commitment: Case of Taiwanese airlines, Journal of Air Transport Management, 36, pp. 94-100.
65. Zafirovski, M. (2005). Social Exchange Theory under Scrutiny: A Positive Critique of its EconomicBehaviorist Formulations. Electronic Journal of Sociology, 2(2), pp. 1-40.
66. Zakaria, M., Abdulatiff, N. K., and Ali, N. (2014). The role of wellbeing on performance in services sector, Procedia-Social and Behavioral Sciences, 164, pp. 358-365.
67. Zhang, Y. and Begley, T. M. (2011). Power distance and its moderating impact on empowerment and team participation, The International Journal of Human Resource Management, 22(17), pp. 3601-3617.
68. Zheng, X., Zhu, W., Zhao, H., and Zhang, C. (2015). Employee well-being in organizations: Theoretical model, scale development, and cross-cultural validation, Journal of Organizational Behavior, 36, pp. 621-644.
69. Zheng, X., Li, L., Zhang, F., and Zhu, M. (2019). The roles of power distance orientation and perceived insider status in the subordinates’ Moqi with supervisors and sustainable knowledge-sharing. Sustainability, 11(5), pp. 1-17.