TH-P01-101 - Perceived Prestige-Support Discrepancy and its Relation to Employee Cynicism

Track:
Trust
What:
Poster Presentation
When:
3 hours 30 minutes
Where:
O'Brien Foyer
Discussion:
0
 
Conflict in organizations
Trust
TH-P01-101
Perceived Prestige-Support Discrepancy and its Relation to Employee Cynicism
K. Mignonac 1,*, O. Herrbach 2, C. Serrano-Archimi 3, C. Manville 1
1University of Toulouse 1 Capitole, Toulouse, 2University of Bordeaux, Bordeaux, 3Aix-Marseille University, Aix-Marseille, France
 
Content: Purpose. Previous research has provided ample evidence that the positive self-perceptions drawn by employees from organizational prestige and organizational support – considered independently – are beneficial for both individuals and companies, as they foster employees’ organizational identification with their employer, which in turn leads to positive work outcomes. What remains less clear, however, is how employees react when perceived external prestige (PEP) and perceived organizational support (POS) are discrepant, that is, when employees receive conflicting information about the status they derive from organizational membership. The purpose of this research is thus to explore how employees respond to PEP-POS discrepancy. Guided by the literature on organizational cynicism and ambivalence, we argue that PEP-POS misalignment leads employees to experience organizational cynicism, especially when PEP is high and POS is low.
 
Design/Methodology. We conducted a series of three studies: a scenario experiment and two field studies of French employees.
 
Results. Regression-based and SEM mediated-moderation analyses provide converging evidence to our theoretical approach.
 
Limitations. Because our research design was cross-sectional, we were not able to capture attitudinal changes over time. Moreover, it remains to be tested whether our results generalize to other cultural settings.
 
Research/Practical Implications. We extend the nomological network of organizational cynicism, a widespread workplace phenomenon. We also respond to calls to examine various situations in which a high reputation may be both a benefit and a burden for an organization.
 
Originality/Value. We challenge the idea that employees’ positive perceptions of organizational prestige are consistently beneficial for companies.
 
 
 
 
 

 
 

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