Linking Influence Centrality and Employee Outcomes: The Effects of Trust Centrality

Tae-Yeol Kim (First Author), Robert C. Liden (Participant Author), Zhiqiang Liu (Participant Author)

科研成果: 期刊稿件期刊论文

摘要

We theorized and tested the underlying mechanism by which influence centrality (i.e., central position in interpersonal influence networks) relates to employee outcomes (i.e., job performance and organizational citizenship behaviors). Based on a sample of 595 employee-supervisor pairs from 25 organizations, results revealed a positive relationship between influence centrality and employee outcomes. In addition, influence centrality was indirectly associated with employee outcomes via psychological empowerment. Furthermore, the relationship between influence centrality and empowerment was moderated by trust centrality (i.e., central position in interpersonal trust networks), such that the relationship was positive when trust centrality was high, but not significant when trust centrality was low.
源语言英语
页(从-至)10804-10804
期刊Academy of Management Proceedings
DOI
已出版 - 2013

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