Upward influence tactics and their effects on job performance ratings and flexible working arrangements: The mediating roles of mutual recognition respect and mutual appraisal respect

Purpose – Influence tactics are prevalent in the workplace and are linked to crucial outcomes such as career success and helping behaviours. The authors argue that sex role identity affects women’s choice of influence tactics in the workplace, but they only receive positive performance ratings when their behaviours are congruent with gender role expectation. Furthermore, the authors hypothesize that these relationships may be moderated by occupational continuance commitment. Results suggest that femininity is negatively related to the use of influence tactics overall, and this relationship is moderated by occupational continuance commitment. Design/methodology/approach – In all, 657 women working in the construction industry were surveyed for their continuance occupational commitment and sex role identity and 465 supervisors whose responses are linked with the subordinates are surveyed for the women’s influence tactics and performance ratings. Findings – Results suggested that femininity was negatively related to the use of influence tactics overall, and this relationship was moderated by occupational continuance commitment. Results also showed that women’s use of influence tactics was only positively received in terms of performance ratings when the influence tactic was congruent with gender role expectations. Research limitations/implications – The results of this current study suggest that not all women are equally likely to use influence tactics and not all tactics result in positive perceptions of performance. Feminine women in general refrain from using influence tactics unless they are driven to stay in a given occupation, but they only receive positive results when their behaviours are congruent with society’s gender role expectations. Originality/value – Past research has mostly focused on broad differences between males and females, and this study has shown that there are more nuanced differences that can more accurately describe the effects of gender disposition (i.e. sex role identity) on influence tactics. It also emphasizes the importance of occupational commitment as a boundary condition, which influences women to step out of their gender roles even though they may be penalized with lower performance ratings.

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Candidate Age as a Factor in Promotability Ratings

Public Personnel Management ◽

10.1177/009102609202100207 ◽

1992 ◽

Vol 21 (2) ◽

pp. 197-210 ◽

Cited By ~ 11

Author(s):

Taylor Cox ◽

Stella M. Nkomo

Keyword(s):

Job Performance ◽

Field Study ◽

Inverse Relationship ◽

Age Groups ◽

Performance Ratings ◽

Job Tenure ◽

Moderator Variable

This paper presents research addressed to understanding how candidate age affects promotability. A field study of 125 lower-level managers indicated that age had an inverse relationship with promotability for both young and older managers and also appeared to serve as a moderator variable for the job tenure and education factors. Job tenure and education were relevant criteria only for the younger managers. By contrast, job performance ratings were significant for both age groups. Alternative explanations for the results and the implications of the findings are discussed.

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How Leader and Followers’ Emotional Intelligence Jointly Affect Affective Commitment, and Job Satisfaction: The Mediatory Role of Mutual Recognition Respect, and LMX, Complemented by Followers' Personality Traits.

SSRN Electronic Journal ◽

10.2139/ssrn.3941939 ◽

2021 ◽

Author(s):

Tooba Mohsin Raza ◽

Danish Ahmed Siddiqui

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Personality Traits ◽

Affective Commitment ◽

Mutual Recognition ◽

Recognition Respect

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