Good People: How Coworker Competence and Support Influence Engagement and Contextual Performance

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dc.contributor.advisorWitt, L. Alan
dc.contributor.committeeMemberAtwater, Leanne E.
dc.contributor.committeeMemberKong, Dejun Tony
dc.contributor.committeeMemberCampion, James E.
dc.creatorTringale, Allison
dc.date.accessioned2018-11-21T21:32:35Z
dc.date.available2018-11-21T21:32:35Z
dc.date.createdAugust 2018
dc.date.issued2018-08
dc.date.submittedAugust 2018
dc.date.updated2018-11-21T21:32:35Z
dc.description.abstractOrganizational structures are flattening; as a consequence, relationships with coworkers are becoming increasingly influential in the workplace (Cascio, 2003; Nijssen & Pauuwe, 2012). Based on the Stereotype Content Model (Fiske, Cuddy, Glick, & Xu, 2002), I argue that two perceptions of coworkers, competence and warmth (i.e., support), relate to employee engagement and subsequent performance. Applying the Job Demands-Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), I hypothesized that perceptions of coworker competence and support, two job resources, predict employee emotional and social engagement. These claims were partially supported. Using a longitudinal structural equation model, I found that coworker support predicted both social and emotional engagement, while coworker competence significantly predicted social engagement. I also found that emotional and social engagement yield organizational citizenship behaviors. Accordingly, I hypothesized that emotional and social engagement fully mediate the relationships of coworker competence and support with organizational citizenship behaviors. Coworker support indirectly resulted in organizational citizenship behaviors through both emotional and social engagement However, coworker competence only produced organizational citizenship behaviors via social engagement. The current study also introduces a new scale for measuring coworker competence, an important, yet largely ignored concept in organizational literature.
dc.description.departmentPsychology, Department of
dc.format.digitalOriginborn digital
dc.format.mimetypeapplication/pdf
dc.identifier.urihttp://hdl.handle.net/10657/3366
dc.language.isoeng
dc.rightsThe author of this work is the copyright owner. UH Libraries and the Texas Digital Library have their permission to store and provide access to this work. Further transmission, reproduction, or presentation of this work is prohibited except with permission of the author(s).
dc.subjectCoworkers
dc.subjectCompetence
dc.subjectSupport
dc.subjectEngagement
dc.subjectOCB
dc.titleGood People: How Coworker Competence and Support Influence Engagement and Contextual Performance
dc.type.dcmiText
dc.type.genreThesis
thesis.degree.collegeCollege of Liberal Arts and Social Sciences
thesis.degree.departmentPsychology, Department of
thesis.degree.disciplinePsychology
thesis.degree.grantorUniversity of Houston
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy

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