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"Bamberger, Peter"
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Supportive but Exhausting: A Dual-path Model of Team Interdependence and Member Negative Emotional States
Although the implications of team interdependence for team performance are well established, little is known regarding its consequences on the team members’ emotional states. Drawing from Conservation of Resources (COR) theory, we propose a dual-path model of the impact of team interdependence on two distinct negative emotional states (NES), powerlessness and loneliness. More specifically, we argue that on the one hand, team interdependence can reduce member’s vulnerability to NES by facilitating a gain in support resources (i.e., social support). On the other hand, team interdependence may also increase members’ vulnerability to NES via the depletion of regulatory resources manifesting in the form of emotional exhaustion. Additionally, we propose that team goal orientations moderate these indirect effects. Testing this model using three waves of time-lagged data from a sample of manufacturing workers, we find support for the hypothesized dual pathways, and more specifically evidence of: (a) an indirect protective effect of team interdependence via social support on both powerlessness and loneliness, and (b) an indirect vulnerability effect of team interdependence via emotional exhaustion on both powerlessness and loneliness, particularly among members of teams characterized by a high team performance goal orientation. Theoretical and practical implications are discussed.
Journal Article
Social Support and Employee Well-Being: The Conditioning Effect of Perceived Patterns of Supportive Exchange
Seeking to explain divergent empirical findings regarding the direct effect of social support on well-being, the authors posit that the pattern of supportive exchange (i.e., reciprocal, under-, or over-reciprocating) determines the impact of receiving support on well-being. Findings generated on the basis of longitudinal data collected from a sample of older blue-collar workers support the authors' predictions, indicating that receiving emotional support is associated with enhanced well-being when the pattern of supportive exchange is perceived by an individual as being reciprocal (support received equals support given), with this association being weaker when the exchange of support is perceived as being under-reciprocating (support given exceeds support received). Moreover, receiving support was found to adversely affect well-being when the pattern of exchange was perceived as being over-reciprocating (support received exceeds support given). Theoretical and practical implications of these findings are discussed.
Journal Article
Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account
We test hypotheses derived from two alternative perspectives regarding the association between supervisory abuse and subordinate problem drinking. Drawing from the employee resistance literature, we examine the degree to which such an association may be sensitive to variation in subordinate personality. Drawing from the stress literature, we examine the degree to which this association may be mediated by somatic stress. Multi-source data from 1473 blue-collar workers employed in 55 work units, indicates that while the main effect of abusive supervision on problem drinking is attenuated under conditions of high subordinate conscientiousness and agreeableness (consistent with a resistance-based explanation), the main effect is not mediated by somatic stress.
Journal Article
Team-based reward allocation structures and the helping behaviors of outcome-interdependent team members
Purpose - The purpose of this paper is to examine the effects of two key team-based pay characteristics - namely reward allocation procedures (i.e. reward based on norms of equity, equality or some combination of the two) and incentive intensity - on both the amount and type of help given to one another among members of outcome-interdependent teams.Design methodology approach - A total of 180 undergraduate students participate in a laboratory simulation with a 2 × 3 experimental design. Servicing virtual \"clients,\" participants receive pre-scripted requests for assistance from anonymous teammates. ANOVA and hierarchical regression analyses are used to test the hypotheses.Findings - Relative to equity-oriented group-based pay structures, equality-oriented pay structures are found to be associated with both significantly more help giving in general and more of the type of help likely to enhance group-level competencies (i.e. autonomous help). Incentive intensity strengthens the effects of reward allocation on the amount (but not the type) of help giving.Research limitations implications - While the short time frame of the simulation poses a significant threat to external validity, the findings suggest that team-based compensation practices may provide organizational leaders with an important tool by which to shape critical, helping-related team processes, with potentially important implications for both team learning and performance.Practical implications - Managers interested in promoting capacity-building and helping among team members should avoid allocating team rewards strictly on the basis of the individual contribution.Originality value - This paper provides the first empirical findings regarding how alternative modes of team-based reward distribution may influence key group processes among members of outcome interdependent teams.
Journal Article
Newcomer Drinking Behavior and Immediate Post-College Earnings Growth: Does Occupational Social Intensity Make a Difference?
While some studies suggest that alcohol use reduces productivity and hence may reduce wages, others argue that it can enhance network relations and thus increase wages. The current study aims to unravel these equivocal findings by employing a prospective design focusing on young adults. Applying a social capital perspective, we posit that the relationship between alcohol use and earnings growth is positive for those whose vocational field places networking as more central to early career success (i.e., high social intensity occupations), but not for those whose vocational field emphasizes technical mastery as the basis for early career success (i.e., low social intensity occupations). Longitudinal data on 735 young adults entering career employment indicated that occupational social intensity indeed moderates the relationship between frequency of heavy episodic drinking (HED) and two-year earnings growth. As posited, whereas among those in low social intensity occupations the relationship between frequency of HED and earnings was not significant, among those in high social intensity occupations, this relationship was positive. Moreover, we posit and find this effect to be driven largely by first year’s earnings growth. Implications for research, practice and policy are discussed.
Journal Article
Work hours, retirement, and supportive relations among older adults
While the literature widely acknowledges the importance of social support to the health, well-being, and performance of older adults, little is known about the way in which occupational conditions affect older employees' access to social support over time and whether these effects are maintained after retirement. Accordingly, in the current study we examine the degree to which work hours have longer term effects on the amount and type of support older individuals receive from intimate coworkers, family, and non-work friends, and whether these effects are attenuated or intensified for those who retire. Longitudinal data were collected from a random sample of members of nine unions, six months prior to their retirement eligibility (T1) and approximately one year after Time 1 (T2). Our findings indicate that while retirement attenuates the positive association between Time 1 work hours and subsequent coworkers' support as well as the negative relationship between Time 1 work hours and subsequent nonwork friends support, retirement fails to attenuate the negative effect of Time 1 work hours on subsequent family support. Policy implications are discussed.
Journal Article
Driven to the Bottle: Work- Related Risk Factors and Alcohol Misuse Among Commercial Drivers
This study examines the role of workplace risk factors associated with stress, social availability, and policy enforcement in explaining the severity of alcohol misuse among truck and bus drivers. Using a sample of 227 commercial (i.e., bus and truck) drivers drawn randomly from the employees of eight Israeli transportation enterprises, findings indicate that less than 6% of drivers engage in hazardous drinking, with a far smaller proportion engaging in more risky forms of misuse (i.e., harmful or dependent drinking). Key work-related factors associated with the severity of drivers' alcohol misuse include the perception of permissive coworker drinking norms, role conflict, and supervisory abuse. Consistent with tension relief models of alcohol misuse, felt strain mediated the association between driver stressors and the severity of alcohol misuse. Perceptions of coworker drinking norms moderated the associations between stressors and supervisory monitoring (on one hand) and alcohol misuse (on the other). Implications for theory and practice are discussed.
Journal Article
Exposing Pay: Policy Implications and Research Challenges
Pay transparency has been a contentious issue for over a century, with proponents arguing for its ethical and societal benefits, while opponents highlight privacy concerns and potential risks. Recent empirical research has provided evidence to support both sides of the argument, showing that pay transparency can impact individuals, organizations, and societies in various ways. The adoption of more transparent pay processes has been found to benefit both employees and employers, promoting fairness perceptions and accountability. Similarly, lifting restrictions on pay communication transparency can enhance employee freedom and limit managerial opportunism. However, the implications of pay outcome transparency are more complex, with potential benefits for motivation and pay equity, but also negative consequences such as envy and counterproductive behavior. Public policy initiatives can enhance labor market competition and address pay disparities by protecting pay-related communication, prohibiting pay history inquiries, mandating pay audits, and providing safe harbor protections for employers. Further research is needed to understand the effects of pay transparency on wages, firm performance, and pay communication policies. Practitioners can navigate the transition to more transparent pay communication by ensuring fair pay structures, providing compelling explanations, and training managers to effectively communicate pay information.
Journal Article