Cronyism Motivation: In this article, I’ll discuss the Staged Model of Cronyism Motivation and how each of these factors can influence cronyism. In addition, I’ll discuss the impact of leadership style, trust, and IWE on cronyism motivation. I’ll also discuss how IWE can motivate employees to fight injustice. Let’s begin! Let’s examine Stage 1: Leadership Style
Ultimate Guide step by step the Staged Model of Cronyism Motivation
Influence of leadership style on cronyism
The impact of organizational cronyism on employee job performance is complex, and there is no single explanation for its causes. In addition to individual differences, context also plays a role in how individuals react to this phenomenon.
For example, cultural settings can influence whether an individual feels resentment toward a particular leader or a subordinate. Moreover, leadership style is also important for the allocation of rewards and punishments to followers.
The results of this research support the prevailing view that a leader’s style of management is responsible for the allocation of rewards and punishments to followers.
According to this theory, organizational cronyism reduces employee engagement and performance. This implies that entrepreneurs should develop strategies to increase their engagement. This involves identifying effective entrepreneurs and motivating them to be loyal to the firm. In this study, leaders emphasized entrepreneurial characteristics.
They were asked whether they had entrepreneurial characteristics, and how well they were trusted by the community and their related parties. All entrepreneurs had relevant experience in the field, including working in government departments. To make cronyism work, these entrepreneurs must have a strong entrepreneurial streak.
Impact of trust on cronyism
There are many ways to measure cronyism motivation, but the most effective one is to examine how trust affects employee performance. Employees who are not trusted will not engage in philanthropy because of chronic suspicion and avoidance of others.
Furthermore, organizational cronyism has a negative impact on employee satisfaction and performance. The results of this study show that trust levels and employee engagement are negatively affected by cronyism in the workplace.
The relationship between organizational cronyism and individual reactions to it is complex, and the underlying factors that influence individuals’ reactions vary greatly. For example, the way in which leaders allocate rewards and punishments can influence individuals’ perceptions of injustice. The cultural setting may also affect the outcome of individual job performance.
The same is true for the leadership style, which is the key to allocating rewards and punishments among followers. Leaders sometimes do not distribute rewards and punishments in an equitable manner, and this can create a negative atmosphere.
Influence of IWE on cronyism
In the current study, we tested whether the IWE was related to employee engagement and cronyism motivation. We found that employees with high IWE reported higher employee engagement and lower cronyism motivation. However, when these two variables were paired, they were negatively related.
Our results suggest that IWE may also influence retaliatory actions, which is an important finding. Future research should explore these relationships.
One possible mechanism is the effect of context on individual reactions to organizational cronyism. Leadership styles influence the perception of unfairness and cronyism, and cultural settings affect the allocation of punishments and rewards among followers.
The COR theory has shown that the IWE moderates the effect of cronyism on an individual’s job outcomes. We find that a doctor with a low IWE will be less interested in executing job tasks. The effect of Islamic work ethics on employee attitudes and behaviour is also supported by research.
Staged model of cronyism motivation
During the early stages of an entrepreneur’s career, cronyism plays an important role in resource acquisition. The relationship between a crony and a leader can be described as a relational psychological contract, in which an employee will comply with a leader’s rules in order to fulfil the interests of both the leader and the subordinate.
Hence, a crony has a higher incentive to behave in a particular way, compared to an employee in the same position.
In addition, a staged model of cronyism and ingratiation motivates individuals to perform acts of ingratiation, which in turn reinforces the relational psychological contract. Organizational cronyism, therefore, is positively related to ingratiation and the relational psychological contract.
The relational psychological contract also influences employees’ decision making. In addition, it may also contribute to the deviance of workers, who engage in deviant behaviours in the workplace.