Premium
Insider or outsider? how employee perceptions of insider status affect their work behavior
Author(s) -
Stamper Christina L.,
Masterson Suzanne S.
Publication year - 2002
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.175
Subject(s) - insider , psychology , social psychology , perception , affect (linguistics) , deviance (statistics) , empirical research , inclusion (mineral) , perceived organizational support , organizational commitment , political science , epistemology , law , philosophy , statistics , mathematics , communication , neuroscience
Many researchers have used the insider–outsider distinction when discussing employment relationships (e.g., Graen & Scandura, 1987; Pfeffer & Baron, 1988). However, there is no known empirical research directly assessing employees' perceptions of their status as organizational insiders. This article is intended as an initial step to theoretically and empirically explore the concept of perceived insider status (PIS). First, we build theoretical arguments describing how organizations may differentiate between insider and outsider employees, leading to differences in perceptions of insider status. We then hypothesize and show empirical evidence that contrasts, but relates, actual inclusion and perceived organizational support to PIS. We subsequently examine two types of discretionary employee behavior, altruism and production deviance, as potential consequences of PIS. Our results suggest that both actual inclusion, as well as perceived insider status, have implications for organizational functioning via discretionary employee behaviors. Copyright © 2002 John Wiley & Sons, Ltd.