Chénard-Poirier Léandre Alexis, Vandenberghe Christian, Morin Alexandre J S
Research Laboratory on Social Behavior, Département de Psychologie, Université du Québec à Montréal, Montreal, QC, Canada.
HEC Montréal, Montreal, QC, Canada.
Front Psychol. 2021 Feb 26;12:603739. doi: 10.3389/fpsyg.2021.603739. eCollection 2021.
It has been theoretically proposed that employees' perceptions of their supervisor social power in the organization entail a potential to influence their beliefs, attitudes, and behaviors. However, no study has investigated such potential. This lack of research stems from the absence of a common understanding around the meaning of perceived supervisor social power (PSSP) and the absence of any validated measure. Therefore, the purpose of this article is to establish PSSP definition and to validate a five-item scale to measure this construct. Three studies encompassing four independent samples of employees from three different countries and three different languages (i.e., France, cross-sectional [, Sample 1], Canada, cross-sectional [, Sample 2: French Canada; : English Canada], Romania, two-wave data collection []) were conducted to assess the validity of PSSP. Results showed that responses to the PSSP scale presented excellent psychometric properties (i.e., factor validity, reliability, and convergent and discriminant validity). Furthermore, the structure of the proposed five-item measure of PSSP was found to be invariant across four samples. Finally, PSSP nomological validity (i.e., integration into a nomological network) was assessed. 1 and showed that PSSP was positively related to affective organizational commitment. All three studies showed that PSSP acted as a positive moderator of the relation between affective commitment to the supervisor and affective organizational commitment. Together, these studies support the psychometric soundness of the PSSP scale and presented the first evidence of its potential to influence followers. Implications of these findings for future research on supervisor social power are discussed.
理论上有人提出，员工对其主管在组织中的社会权力的认知具有影响其信念、态度和行为的潜力。然而，尚无研究调查过这种潜力。这种研究的缺乏源于对感知到的主管社会权力（PSSP）含义缺乏共识，以及缺乏经过验证的测量方法。因此，本文的目的是确定PSSP的定义，并验证一个包含五个项目的量表来测量这一构念。我们进行了三项研究，涵盖来自三个不同国家、使用三种不同语言（即法国，横断面研究[样本1]；加拿大，横断面研究[样本2：法裔加拿大；样本2：英裔加拿大]；罗马尼亚，两波数据收集）的四个独立员工样本，以评估PSSP的有效性。结果表明，对PSSP量表的回答呈现出优异的心理测量特性（即因子效度、信度以及聚合效度和区分效度）。此外，所提出的PSSP五项测量指标的结构在四个样本中是不变的。最后，评估了PSSP的理论效度（即融入理论网络）。研究1和研究表明，PSSP与情感性组织承诺呈正相关。所有三项研究均表明，PSSP在对主管的情感承诺与情感性组织承诺之间的关系中起正向调节作用。这些研究共同支持了PSSP量表的心理测量稳健性，并首次证明了其影响追随者的潜力。本文讨论了这些发现对未来主管社会权力研究的启示。
