Actions that make a difference: understanding the impact of employees helping behavior and voice behavior at work

• Autores: Felipe Andrés Guzmán González
• Directores de la Tesis: Sebastian Bjoern Reiche (dir. tes.)
• Lectura: En la Universidad de Navarra ( España ) en 2018
• Idioma: inglés
• Tribunal Calificador de la Tesis: Yih-teen Lee (presid.), Yuan Liao (secret.), Michael J. Morley (voc.), Mark C. Bolino (voc.), Remus Ilies (voc.)
• Programa de doctorado: Programa de Doctorado en Ciencias de la Dirección por la Universidad de Navarra
• Materias:
  • Ciencias económicas
    • Organización y dirección de empresas
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• Resumen

  • With this thesis, I seek to advance our understanding of how employees can make a positive impact on their colleagues, their team, and the organization. In the first chapter, I draw from the model of proactive motivation to explore the relationship between subordinates’ power distance orientation and voice behavior. My results show that leaders’ power distance orientation moderates the negative relationship between subordinates’ power distance orientation and voice behavior. My data also show that subordinates’ felt responsibility for change mediates this moderated relationship. In the second chapter, I draw from the conservation of resources theory to explore how voice behavior can foster idea implementation in work units. My results show that willingness to discuss ideas mediates the positive relationship between voice behavior and management innovation. My findings in this chapter also reveal that resource availability moderates this mediated effect. In the third chapter, I draw from the literature on trickle-down effects and theories of generalized exchange to explore how helping behavior cascades across organizational levels. My results show that affective trust in the leader mediates the positive relationship between leaders’ helping behavior and subordinates’ helping behavior. Also, my data shows that subordinates’ prosocial motivation moderates this mediated effect. Using multiple samples, methods, and theories, my doctoral dissertation reveals some key mechanisms and boundary conditions that allow employees and groups to have a positive impact in organizations.