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M. Hartner-Tiefenthaler:
"Supervisors´ power to deal with employees´ inner resignation: How perceived power of the organization and the supervisor relate to employees´ voluntary and enforced work behavior";
European Management Journal, 2 (2021), 39; 260 - 269.

Power is fundamental in organizations and is exerted on employees by the organization itself as well as
by supervisors. In this study, I applied the slippery slope framework (SSF) and interpersonal power
interaction (IPI) model to shed light on how power dynamics relate to employees´ inner resignation and
contextual performance.
Survey data was obtained from 1102 employees of Austrian and German organizations. In line with
expectations, the results of path modeling revealed that perceived coercive power of the organization
and supervisors positively relates to employees´ inner resignation. Perceived legitimate power of the
organization and supervisors is positively associated with contextual performance and negatively
associated with inner resignation. Finally, supervisor reward power further strengthens the beneficial
relationship between legitimate organizational power and inner resignation. The results are discussed in
light of self-determination theory and the effort-reward imbalance model.

Slippery slope framework; interpersonal power interaction model; perceived power in organizations; power tactics; crowding-in motivation; crowding-out motivation

http://dx.doi.org/10.1016/j.emj.2020.08.001

https://publik.tuwien.ac.at/files/publik_292041.pdf