OUT OF THE BOX? HOW MANAGING A SUBORDINATE'S MULTIPLE IDENTITIES AFFECTS THE QUALITY OF A MANAGER-SUBORDINATE RELATIONSHIP

• 成果类型: Article
• 署名作者: Creary, Stephanie J.; Caza, Brianna Barker; Roberts, Laura Morgan
• 署名单位: Cornell University; University of Manitoba; University System of Ohio; Antioch University Midwest
• 刊物名称: ACADEMY OF MANAGEMENT REVIEW
• ISSN/ISSBN: 0363-7425
• DOI: 10.5465/amr.2013.0101
• 发表日期: 2015
• 页码: 538-562
• 关键词: LEADER-MEMBER EXCHANGE; WORK-FAMILY CONFLICT; social identity; POSITIVE RELATIONSHIPS; PSYCHOLOGICAL SAFETY; self; ORGANIZATIONS; SUPERVISOR; RESOURCES; POWER

摘要

Positive manager-subordinate relationships are invaluable to organizations because they enable positive employee attitudes, citizenship behaviors, task performance, and more effective organizations. Yet extant theory provides a limited perspective on the factors that create these types of relationships. We highlight the important role subordinates also play in affecting the resource pool and propose that a subordinate's multiple identities can provide him or her with access to knowledge and social capital resources that can be utilized for work-based tasks and activities. A manager and a subordinate may prefer similar or different strategies for managing the subordinate's multiple identities, however, which can affect resource utilization and the quality of the manager-subordinate relationship. Our variance model summarizes our predictions about the effect of managers' and subordinates' strategy choices on the quality of manager-subordinate relationships. In doing so we integrate three divergent relational theories (leader-member exchange theory, relational-cultural theory, and a positive organizational scholarship perspective on positive relationships at work) and offer new insights on the quality of manager-subordinate relationships.