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Navigating Ambivalence: Perceived Organizational Prestige–Support Discrepancy and Its Relation to Employee Cynicism and Silence

Author

Listed:
  • Karim Mignonac

    (TSM - Toulouse School of Management Research - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - CNRS - Centre National de la Recherche Scientifique - TSM - Toulouse School of Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse)

  • Olivier Herrbach

    (IRGO - Institut de Recherche en Gestion des Organisations - UB - Université de Bordeaux - Institut d'Administration des Entreprises (IAE) - Bordeaux)

  • Carolina Serrano-Archimi

    (CERGAM - Centre d'Études et de Recherche en Gestion d'Aix-Marseille - AMU - Aix Marseille Université - UTLN - Université de Toulon)

  • Caroline Manville

    (TSM - Toulouse School of Management Research - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - CNRS - Centre National de la Recherche Scientifique - TSM - Toulouse School of Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse)

Abstract

Drawing on the social identity literature, this study offers theoretical arguments and empirical evidence to understand reactions to divergent perceptions of organizational external prestige (PEP) and organizational support (POS)—two crucial bases of employees' social worth. Across three studies, using both experimental and field data, we find that PEP-POS discrepancy contributes to employees' perceptions of organizational cynicism and silence behavior, especially when PEP is high and POS is low (rather than the reverse). Consistent with our social identity perspective, we find that ambivalent identification, that is, the simultaneous identification and disidentification of an individual with an organization, is a key mediating mechanism that transfers the interactive relationship of PEP and POS to cynicism and silence. These findings contribute to a more comprehensive understanding of the dynamics of individuals' social worth at work

Suggested Citation

  • Karim Mignonac & Olivier Herrbach & Carolina Serrano-Archimi & Caroline Manville, 2018. "Navigating Ambivalence: Perceived Organizational Prestige–Support Discrepancy and Its Relation to Employee Cynicism and Silence," Post-Print hal-03510895, HAL.
    • Handle: RePEc:hal:journl:hal-03510895
    DOI: 10.1111/joms.12330
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    Citations

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    Cited by:

    1. Margelytė-Pleskienė Aida & Vveinhardt Jolita, 2018. "The Quintessence of Organizational Commitment and Organizational Cynicism," Management of Organizations: Systematic Research, Sciendo, vol. 80(1), pages 67-88, December.
    2. Lucas Dufour & Massimo Maoret & Francesco Montani, 2020. "Coupling High Self‐Perceived Creativity and Successful Newcomer Adjustment in Organizations: The Role of Supervisor Trust and Support for Authentic Self‐Expression," Journal of Management Studies, Wiley Blackwell, vol. 57(8), pages 1531-1555, December.
    3. Guiling Yue & Haoqiang Wei & Noor Ullah Khan & Roselina Ahmad Saufi & Mohd Fathi Abu Yaziz & Hanieh Alipour Bazkiaei, 2023. "Does the Environmental Management System Predict TBL Performance of Manufacturers? The Role of Green HRM Practices and OCBE as Serial Mediators," Sustainability, MDPI, vol. 15(3), pages 1-24, January.
    4. Pengfei Cheng & Jingxuan Jiang & Zhuangzi Liu, 2022. "The Influence of Perceived External Prestige on Emotional Labor of Frontline Employees: The Mediating Roles of Organizational Identification and Impression Management Motive," IJERPH, MDPI, vol. 19(17), pages 1-15, August.

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