Original Article
Navigating Ambivalence: Perceived Organizational Prestige–Support Discrepancy and Its Relation to Employee Cynicism and Silence
Karim Mignonac,
Olivier Herrbach,
Carolina Serrano Archimi,
Caroline Manville,
Corresponding Author
Karim Mignonac
University of Toulouse 1 Capitole
Address for reprints: Karim Mignonac, TSM-Research (UMR CNRS 5033), Université Toulouse 1 Capitole, CRM, Bât. J., 2 rue du Doyen Gabriel Marty, 31042 Toulouse, France ([email protected]).Search for more papers by this author
Karim Mignonac,
Olivier Herrbach,
Carolina Serrano Archimi,
Caroline Manville,
Corresponding Author
Karim Mignonac
University of Toulouse 1 Capitole
Address for reprints: Karim Mignonac, TSM-Research (UMR CNRS 5033), Université Toulouse 1 Capitole, CRM, Bât. J., 2 rue du Doyen Gabriel Marty, 31042 Toulouse, France ([email protected]).Search for more papers by this authorAbstract
Drawing on the social identity literature, this study offers theoretical arguments and empirical evidence to understand reactions to divergent perceptions of organizational external prestige (PEP) and organizational support (POS) – two crucial bases of employees’ social worth. Across three studies, using both experimental and field data, we find that PEP-POS discrepancy contributes to employees’ perceptions of organizational cynicism and silence behaviour, especially when PEP is high and POS is low (rather than the reverse). Consistent with our social identity perspective, we find that ambivalent identification, that is, the simultaneous identification and disidentification of an individual with an organization, is a key mediating mechanism that transfers the interactive relationship of PEP and POS to cynicism and silence. These findings contribute to a more comprehensive understanding of the dynamics of individuals’ social worth at work.
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