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Working hard or hardly working? How supervisor’s liking of employee affects interpretations of employee working overtime and performance ratings

Author

Listed:
  • Li Guo

    (Peking University)

  • Jih-Yu Mao

    (Southwestern University of Finance and Economics)

  • Jack Ting-Ju Chiang

    (Peking University)

  • Zheng Wang

    (Peking University)

  • Lifan Chen

    (Peking University)

Abstract

In this research, we examine how a supervisor’s divergent interpretations of employee working overtime would influence the supervisor’s ratings of employee performance. Adopting affect-consistency bias theory, we propose that whether a supervisor likes an employee is a critically contingent factor on whether employee working overtime is perceived as conscientious or using an exemplification tactic to gain a favorable image. This assessment will subsequently impact how the supervisor rates the employee’s job performance. Using a multi-source, time-lagged survey and a scenario experiment, we found that when a supervisor’s liking of employee is low, the supervisor will perceive employee working overtime as a tactic to exemplify good behavior, and this will result in lower performance ratings for the employee. However, when a supervisor’s liking of employee is high, the positive relationship between employee working overtime and performance ratings received from the supervisor via perceived employee conscientiousness is not supported. Implications for theory, practice, and future research are also discussed.

Suggested Citation

  • Li Guo & Jih-Yu Mao & Jack Ting-Ju Chiang & Zheng Wang & Lifan Chen, 2021. "Working hard or hardly working? How supervisor’s liking of employee affects interpretations of employee working overtime and performance ratings," Asia Pacific Journal of Management, Springer, vol. 38(4), pages 1561-1586, December.
  • Handle: RePEc:kap:asiapa:v:38:y:2021:i:4:d:10.1007_s10490-020-09715-z
    DOI: 10.1007/s10490-020-09715-z
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    References listed on IDEAS

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    1. Jae Hyeung Kang & James G. Matusik & Lizabeth A. Barclay, 2017. "Affective and Normative Motives to Work Overtime in Asian Organizations: Four Cultural Orientations from Confucian Ethics," Journal of Business Ethics, Springer, vol. 140(1), pages 115-130, January.
    2. Atsuko Kanai, 2009. "“Karoshi (Work to Death)” in Japan," Journal of Business Ethics, Springer, vol. 84(2), pages 209-216, January.
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    Cited by:

    1. Jiaoyang Yu & Stavroula Leka, 2022. "The Effect of Worktime Control on Overtime Employees’ Mental Health and Work-Family Conflict: The Mediating Role of Voluntary Overtime," IJERPH, MDPI, vol. 19(7), pages 1-16, March.

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