ArticleFrontiers in psychology2019
Organizational Cronyism as an Antecedent of Ingratiation: Mediating Role of Relational Psychological Contract.
Article in Frontiers in psychology, 2019. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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Who cites it
4 citing papers in PubMed.
- The Outcomes of Organizational Cronyism: A Social Exchange Theory Perspective.Frontiers in psychology · 2022Article
- Re-examine the influence of organizational identification on unethical pro-supervisor behavior.Frontiers in psychology · 2022Article
- How Do Nepotism and Favouritism Affect Organisational Climate?Frontiers in psychology · 2021Article
- Design Perceptions for 3D Printed Accessories of Digital Devices and Consumer-Based Brand Equity.Frontiers in psychology · 2019Article
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Authors and funding
4 authors.
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Abstract
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.
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