How (if at All) do Perceptions of Supervisor’s Listening Differ from General Relationship Quality?: Psychometric Analysis

IF 3.7 2区心理学 Q2 BUSINESS

Journal of Business and Psychology Pub Date : 2024-02-27 DOI:10.1007/s10869-024-09938-7

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引用次数: 0

Abstract

Employees who perceive their supervisors to listen well enjoy multiple benefits, including enhanced well-being. However, concerns regarding the construct validity of perceived-listening measures raise doubts about such conclusions. The perception of listening quality may reflect two factors: constructive and destructive listening, which may converge with desired (e.g., humility) and undesired (e.g., rudeness) supervisor-subordinate relationship behaviors, respectively, and both may converge with relationship quality (e.g., trust). Therefore, we assessed the convergent validity of four perceived listening measures and their divergent validity with eight measures of supervisor-subordinate relationship behaviors, eight relationship-quality measures, and a criterion measure of well-being. Using data from 2,038 subordinates, we calculated the disattenuated correlations and profile similarities among these measures. The results supported convergent but not divergent validity: 58.7% (12.6%) of the correlations expected to diverge had confidence intervals with upper limits above 0.80 (0.90), and 20% of their profile-similarity indices were close to 1. To probe these correlations, we ran a factor analysis revealing good and poor relationship factors and an exploratory graph analysis identifying three clusters: positive and negative relationship behaviors and relationship quality. A post-hoc analysis indicated that relationship-quality mediates the effect of the positive and negative behaviors on well-being. The results demonstrate the challenge of differentiating the perception of listening from commonly used supervisor-subordinate relationship constructs, and cast doubts on the divergent validity of many constructs of interest in Organizational Behavior. However, using the “sibling” constructs framework may allow disentangling these highly correlated relationship constructs, conceptually and empirically.

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对主管倾听的看法与一般关系质量有何不同？心理测量分析

摘要认为上司善于倾听的员工可享受多种益处，包括提高幸福感。然而，人们对感知倾听测量方法的建构有效性的担忧使人们对这些结论产生了怀疑。对倾听质量的感知可能反映了两个因素：建设性倾听和破坏性倾听，这两个因素可能分别与期望的（如谦逊）和不期望的（如粗鲁）上司-下属关系行为趋同，并且都可能与关系质量（如信任）趋同。因此，我们评估了四种感知倾听测量方法的收敛效度，以及它们与八种上司与下属关系行为测量方法、八种关系质量测量方法和一种幸福感标准测量方法的发散效度。我们使用来自 2038 名下属的数据，计算了这些测量指标之间的失调相关性和特征相似性。结果支持聚合有效性，但不支持发散有效性：58.7%（12.6%）的预期发散相关性的置信区间上限高于 0.80（0.90），20% 的特征相似性指数接近 1。事后分析表明，关系质量能够调节积极和消极行为对幸福感的影响。研究结果表明，将倾听感知与常用的上司-下属关系建构区分开来是一项挑战，并对组织行为学中许多相关建构的分歧有效性产生了怀疑。然而，使用 "兄弟姐妹 "建构框架可以从概念上和经验上区分这些高度相关的关系建构。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Business and Psychology Multiple-

CiteScore

8.80

自引率

4.20%

发文量

期刊介绍： The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.