scholarly journals When discretionary boundary spanning relationships cease becoming discretionary: The impact of closed ties on informal leadership perceptions.

2021 ◽  
Author(s):  
Zhiya (Alice) Guo ◽  
Ralph A. Heidl ◽  
John R. Hollenbeck ◽  
Andrew Yu ◽  
Michael Howe
Keyword(s):  
Boundary Spanning ◽  
Informal Leadership ◽  
Leadership Perceptions ◽  
The Impact

scholarly journals Non-linear effects of relational capital on supply-side resilience

2019 ◽  
Vol 39 (9/10) ◽  
pp. 1053-1075
Author(s):  
Yiyi Fan ◽  
Mark Stevenson
Keyword(s):  
Linear Relationship ◽  
Boundary Spanning ◽  
Curvilinear Relationship ◽  
Tie Strength ◽  
Supply Side ◽  
Relational Capital ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose Prior studies have largely overlooked the potentially negative consequences of a buyer’s relational capital (RC) with a supplier for supply-side resilience, assuming a positive linear relationship between the constructs. Meanwhile, the focus of research has been at an organisational level without incorporating the role of boundary spanning individuals at the interface between buyer and supplier. Drawing on social capital and boundary spanning theory, the purpose of this paper is to: re-examine the relationship between RC and supply-side resilience, challenging the linear assumption; and investigate how both the strength and diversity of a boundary spanner’s ties moderate this relationship. Design/methodology/approach Survey data are collected from 248 firms and validated using a subset of 57 attentive secondary respondents and archival data. The latent moderated structural equation method is applied to analyse the data. Findings An inverted U-shaped relationship between RC and supply-side resilience is identified. Tie strength in particular has a positive moderating effect on the relationship. More specifically, the downward RC–supply-side resilience relationship flips into an upward curvilinear relationship when boundary spanning individuals develop stronger ties with supplier personnel. Research limitations/implications A deeper insight into the RC–supply-side resilience relationship is provided. Findings are based on Chinese manufacturing firms and cross-sectional data meaning further research is needed to determine their generalisability. Practical implications In evaluating how to enhance supply-side resilience, buying firms must decide whether the associated collaborative benefits of developing RC outweigh the potential costs. Managers also need to be concerned with the impact of developing RC between organisations and enhancing the tie strength of individuals simultaneously. Originality/value The paper goes beyond the linear relationship between RC and supply-side resilience. Incorporating the moderating role of boundary spanners identifies a novel phenomenon whereby the RC–resilience relationship flips from an inverted to a U-shaped curve.

Theories of Power, Boundary Spanning and the Impact of Technology: A Japanese Company in China

2020 ◽  
Vol 2020 (1) ◽  
pp. 16617
Author(s):  
Emmanuel Monod ◽  
Elisabeth Joyce ◽  
Yue Cai Hillon ◽  
Yun Tan ◽  
Flavia Santoro ◽  
...  
Keyword(s):  
Boundary Spanning ◽  
Japanese Company ◽  
Impact Of Technology ◽  
The Impact

Role Conflict and the Buffering Effect of Proactive Personality Among Middle Managers

2014 ◽  
Vol 42 (3) ◽  
pp. 473-486 ◽  
Author(s):  
Yulan Han ◽  
Min Wang ◽  
Linping Dong
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Middle Managers ◽  
Boundary Spanning ◽  
Proactive Personality ◽  
Future Research ◽  
Conservation Of Resources ◽  
Buffering Effect ◽  
Work Related ◽  
The Impact

Role conflict is typically present in boundary-spanning roles such as middle managers in organizations. We used conservation of resources (COR) theory (Hobfoll, 1989) as a basis for our examination of the impact of role conflict on middle managers' job satisfaction and work-related anxiety, and the buffering effect of proactive personality. Participants comprised 245 middle managers. The results showed that more role conflict did not significantly lead to lower job satisfaction, but led to significantly higher work-related anxiety. We also found that proactive personality significantly moderated the relationships between role conflict and the two outcome variables. Specifically, for more proactive middle managers, role conflict did not significantly influence either job satisfaction or work-related anxiety. However, for less proactive middle managers, more role conflict led to significantly lower job satisfaction and higher work-related anxiety. This suggests that proactive personality can serve as a coping resource that buffers the dysfunctional effects of role conflict. Implications of the results and directions for future research are discussed.

The Impact of Leader Power and Behavior on Leadership Perceptions

1992 ◽  
Vol 17 (3) ◽  
pp. 279-296 ◽  
Author(s):  
Leslie E. Palich ◽  
Peter W. Hom
Keyword(s):  
Leadership Perceptions ◽  
And Behavior ◽  
The Impact

Marketing culture to service climate: the influence of employee control and flexibility

2014 ◽  
Vol 28 (6) ◽  
pp. 498-508 ◽  
Author(s):  
Tyler R. Morgan ◽  
Adam Rapp ◽  
R. Glenn Richey, Jr. ◽  
Alexander E. Ellinger
Keyword(s):  
Design Methodology ◽  
Hospitality Industry ◽  
Boundary Spanning ◽  
Service Climate ◽  
Empirical Testing ◽  
Content Type ◽  
And Control ◽  
Managerial Level ◽  
The Impact ◽  
Practical Implications

Purpose – The purpose of this research is to explore how firm market orientation, as a culture, affects the service climate that develops in the firm. Design/methodology/approach – Empirical testing is performed at the managerial level and boundary-spanning employee level as part of this multilevel study. The sample includes participants from a US-based firm operating in the hospitality industry. Findings – Results indicate that a market-oriented firm culture interacts with other elements such as boundary-spanning employee flexibility and control to positively impact the service climate that develops. Research limitations/implications – This research provides theoretical implications for the development of a service climate within a market-oriented firm culture and the influence of managers on boundary-spanning employees in the development of the climate. Practical implications – As managers attempt to develop a service climate through a market-oriented firm culture, they will find success by providing boundary-spanning employees with control and hiring employees that possess flexibility as a personality trait. Originality/value – The framework developed in this research provides insights regarding the multilevel nature of service climate development and the impact of a market-oriented culture.

Can “bad” stressors spark “good” behaviors in frontline employees? Incorporating motivation and emotion

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiaxin (Sylvia) Wang ◽  
Xiaoxiao Fu ◽  
Youcheng Wang
Keyword(s):  
Intrinsic Motivation ◽  
Structural Equation ◽  
Positive Emotions ◽  
Hospitality Industry ◽  
Boundary Spanning ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Management Intervention ◽  
The Impact

Purpose This study aims to investigate the antecedents of frontline employees’ boundary-spanning behaviors in the hospitality industry. Anchored in transactional stress theory, affective events theory and motivation theories, a conceptual model was built to explore the impacts of hindrance stressors on boundary-spanning behavior. Design/methodology/approach Data were collected from frontline employees in the hospitality industry in the USA. Confirmatory factor analysis and structural equation modeling were used. Findings The findings revealed that despite hindrance stressors’ negative indirect impact on frontline employees’ boundary-spanning behaviors, intrinsic motivation worked effectively to reduce hindrance stress and influence subsequent emotions leading to boundary-spanning behaviors. Practical implications This study provides substantial and detailed strategies for hospitality practitioners who are pressed to alleviate the hindrance stressors from which frontline employees frequently suffer, foster employees’ positive emotions and ease negative emotions while promoting boundary-spanning behaviors. Cultivation of employees’ intrinsic motivation and emotional management is encouraged, as is effective organizational structure and management intervention. All of these are deemed helpful in buffering employees’ work-related stress while motivating them to go above and beyond their nominal duties. Originality/value Very few studies have examined how “bad” hindrance stressors affect boundary-spanning behaviors. Rather than suggesting that hindrance stressors are relevant only to counterproductive behaviors, this study extends both the stress and boundary-spanning literature by uncovering the impact of hindrance stressors on frontline employees’ boundary-spanning behaviors while accounting for the roles of workers’ motivation and emotion.

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