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The effects of supervisor and team on suggestion behaviors of workers in manufacturing setting Performance management efficacy and coaching through individual and team processes
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Feb 28, 2020
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Abstract
The suggestion behavior of blue-collar workers is a voluntary action that may contribute to organizational effectiveness. The purpose of this study was to investigate the individual and team level processes of suggestion behavior in relation to the performance management context. At the individual level, we examined the effect of supervisor's performance coaching through workers' justice perception toward performance management. At the team level, the study investigated the effect of supervisor' performance management efficacy as a team factor to the extent to which team-member exchange (TMX) mediates at the team-level on suggestion behavior. To test the research model, data from 138 skilled engineers were collected in 36 teams of working for an automobile manufacturer. The results showed that performance management justice perception fully mediated between performance coaching and suggestion behavior, and TMX at the team level also had a full mediation effect between performance management efficacy and suggestion behavior. Further verification of alternative models has shown that the research model is more compelling. The study identified the effects of immediate superiors and colleagues that were overlooked in the previous study and found that it was necessary to manage the working environment rather than the institutional elements to facilitate the suggestion behavior of field workers. Based on this, the implications, limitations, and future research tasks were presented.
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Han, J., & Han, T. (2020). The effects of supervisor and team on suggestion behaviors of workers in manufacturing setting: Performance management efficacy and coaching through individual and team processes. Korean Journal of Industrial and Organizational Psychology, 33(1), 35–59. https://doi.org/10.24230/kjiop.v33i1.35-59
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References
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Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Borman, W. C., & Motowidlo, S. M. (1993). Expanding the criterion domain to include elements of contextual performance. Personnel Selection in Organizations (pp. 71-98). San Francisco: Jossey-Bass
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29(2), 203-221. https://doi.org/10.5465/amr.2004.12736076
Buech, V. I. D., Michel, A., & Sonntag, K. (2010). Suggestion systems in organizations: what motivates employees to submit suggestions? European Journal of Innovation Management, 13(4), 507-525. https://doi.org/10.1108/14601061011086311
Burdett, J. O. (1991). To coach, or not to coach – that is the question! Part 1. Industrial and Commercial Training, 23(5). https://doi.org/10.1108/00197859110136171
Cardy, R. L., & Dobbins, G. H. (1994). Performance appraisal: The influence of liking on cognition. In J. F. Porac, J. R. Meindl, & C. Stubbart (Eds.), Advances in Managerial Cognition and Organizational Information Processing, 5, 115-140. Greenwich, CT: JAI Press.
Choi, Y. D., & Lee, D. S. (2017). Review and conceptual analysis of employee voice behavior. Korean Academy of Management, 25(2), 129-157. https://bit.ly/2NM65ji
Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321. https://doi.org/10.1006/obhd.2001.2958
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445. https://doi.org/10.1037/0021-9010.86.3.425
DeNisi, A. S., & Kluger, A. N. (2000). Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14(1), 129-139. https://doi.org/10.5465/ame.2000.2909845
Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open? Academy of Management Journal, 50(4), 869-884. https://doi.org/10.5465/amj.2007.26279183
Detert, J. R., & Edmondson, A. C. (2011). Implicit voice theories: Taken-for-granted rules of self-censorship at work. Academy of Management Journal, 54(3), 461-488. https://doi.org/10.5465/amj.2011.61967925
Erdogan, B. (2002). Antecedents and consequences of justice perceptions in performance appraisals. Human Resource Management Review, 12(4), 555-578. https://doi.org/10.1016/s1053-4822(02)00070-0
Fairbank, J., Spangler, W., & Williams, S. D. (2003). Motivating creativity through a computer-mediated employee suggestion management system. Behavior & Information Technology, 22(5), 305-314. https://doi.org/10.1080/01449290310001593630
Farh, C. I. C., & Chen, G. (2018). Leadership and member voice in action teams: Test of a dynamic phase model. Journal of Applied Psychology, 103(1), 97-110. https://doi.org/10.1037/apl0000256
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130. https://doi.org/10.2307/256422
Ford, C. M. (1996). A theory of individual creative action in multiple social domains, Academy of Management Review, 21(4), 1112-1142. https://doi.org/10.5465/amr.1996.9704071865
Frese, M., Teng, E., & Wijnen, C. J. (1999). Helping to improve suggestion systems: Predictors of making suggestions in companies. Journal of Organizational Behavior, 1139-1155. https://doi.org/10.1002/(sici)1099-1379(199912)20:7<1139::aid-job946>3.0.co;2-i
Gillespie, N. A., & Mann, L. (2004). Transformational leadership and shared values: The building blocks of trust. Journal of Managerial Psychology, 19(6), 588-607. https://doi.org/10.1108/02683940410551507
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology, 71(2), 340-342. https://doi.org/10.1037/0021-9010.71.2.340
Hackman, J. R., & Wageman, R. (2005). A theory of team coaching. Academy of Management Review, 30(2), 269-287. https://doi.org/10.5465/amr.2005.16387885
Hadi, M., Sajjadi, H., Baratpour, S., & Toghiani, A. (2013). Performance evaluation of the suggestion system. Medical Archives, 67(2), 131-133. https://doi.org/10.5455/medarh.2013.67.131-133
Hall, D. T., Otazo, K. L., & Hollenbeck, G. P. (1999). Behind closed doors: What really happens in executive coaching. Organizational Dynamics, 27(3), 39-53. https://doi.org/10.1016/s0090-2616(99)90020-7
Han, T. Y. (2010). An investigation of the construct of performance evaluation system effectiveness from the evaluatee’s perspective and its measurement tool. Korean Journal of Industrial and Organizational Psychology, 23(2), 365-394.https://doi.org/10.24230/ksiop.23.2.201005.365
Heslin, P. A., Vandewalle, D., & Latham, G. P. (2006). Keen to help? Managers’ implicit person theories and their subsequent employee coaching. Personnel Psychology, 59(4), 871-902. https://doi.org/10.1111/j.1744-6570.2006.00057.x
Hedge, J. W., & Borman, W. C. (1995). Changing conceptions and practices in performance appraisal. In A. Howard (Ed.), The Changing Nature of Work, 451-481. San Francisco: Jossey-Bass.
Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Cambridge, MA: Harvard university press.
Hu, X., Kaplan, S., & Dalal, R. S. (2010). An examination of blue-versus white-collar workers’ conceptualizations of job satisfaction facets. Journal of Vocational Behavior, 76(2), 317-325. https://doi.org/10.1016/j.jvb.2009.10.014
Ichniowski, C., Shaw, K., & Prennushi, G. (1997). The effects of human resource practices on manufacturing performance: A study of steel finishing lines. American Economic Review, 87(3), 291-313. https://www.jstor.org/stable/2951347
Kanfer, R., Chen, G., & Pritchard, R. D. (2012). Work motivation: Past, present and future. In W. R. Boswell, A. J. S. Colvin, & T. C. Darnold (Eds.), Organizational Systems and Employee Motivation (pp. 361-400). Routledge. https://doi.org/10.4324/9780203809501
Kavanagh, P., Benson, J., & Brown, M. (2007). Understanding performance appraisal fairness. Asia Pacific Journal of Human Resources, 45(2), 132-150. https://doi.org/10.1177/1038411107079108
Keeping, L. M., & Levy, P. E. (2000). Performance appraisal reactions: Measurement, modeling, and method bias. Journal of Applied Psychology, 85(5), 708-723. https://doi.org/10.1037/0021-9010.85.5.708
Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119(2), 254-284. https://doi.org/10.1037/0033-2909.119.2.254
Korsgaard, M. A., & Roberson, L. (1995). Procedural justice in performance evaluation: The role of instrumental and non-instrumental voice in performance appraisal discussions. Journal of Management, 21(4), 657-669. https://doi.org/10.1177/014920639502100404
Konovsky, M. A., & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76(5), 698-707. https://doi.org/10.1037/0021-9010.76.5.698
LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853-868. https://doi.org/10.1037/0021-9010.83.6.853
Liden, R. C., Wayne, S. J., & Sparrow, R. T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes. Journal of Applied Psychology, 85(3), 407-416. https://doi.org/10.1037/0021-9010.85.3.407
Lind, E. A. (2001). Fairness heuristic theory: Justice judgements as pivotal cognitions in organizational relations. ln J. Greenberg & R. Cropanzano (Eds.), Advances in organizational justice, 56-88. Stanford, CA: Stanford University Press.
Lind, E. A., Kray, L., & Thompson, L. (2001). Primacy effects in justice judgments: Testing predictions from fairness heuristic theory. Organizational Behavior and Human Decision Processes, 85(2), 189-210. https://doi.org/10.1006/obhd.2000.2937
Liang, J., Farh, C. I. C., & Farh, J.-L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55(1), 71-92. https://doi.org/10.5465/amj.2010.0176
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