Shaheen Sadia, Bari Muhammad Waseem, Hameed Filza, Anwar Muhammad Mudassar
Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan.
Department of Business Administration, University of Kotli Azad Jammu and Kashmir, Kotli, Pakistan.
Front Psychol. 2019 Jul 19;10:1609. doi: 10.3389/fpsyg.2019.01609. eCollection 2019.
The present study investigates the relatively less explored construct organizational cronyism as an antecedent of employees' ingratiation. Moreover, the role of the relational psychological contract as a mediator between organizational cronyism and ingratiation is also examined. The data were collected from employees working in different ministerial offices, such as the ministry of defense production, human rights, parliamentary affairs, petroleum, and natural resources, in Islamabad, Pakistan. Through a convenience sampling approach, 250 employees provided data for this study. Due to sensitivity and less approachability to these organizations, the convenience sampling technique was used. The data were collected in two waves with 12-week intervals. The results confirm that organizational cronyism is significantly related to the relational psychological contract, which in turn results in employees' ingratiation. The employees who have close ties with their leaders and enjoy extraordinary favors from their leaders, display more compliance behavior as compared to those employees who have distance from their leaders.
本研究考察了相对较少被探究的组织任人唯亲这一构念，将其作为员工逢迎行为的一个前因。此外，还考察了关系心理契约在组织任人唯亲和逢迎行为之间作为中介的作用。数据收集自巴基斯坦伊斯兰堡不同部委办公室的员工，如国防生产部、人权部、议会事务部、石油和自然资源部。通过便利抽样法，250名员工为本研究提供了数据。由于这些组织具有敏感性且难以接近，因此采用了便利抽样技术。数据分两波收集，间隔为12周。结果证实，组织任人唯亲与关系心理契约显著相关，进而导致员工的逢迎行为。与那些与领导关系疏远的员工相比，与领导关系密切且从领导那里获得特殊优待的员工表现出更多的顺从行为。
