Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | School of Hotel and Tourism Management | en_US |
| dc.contributor.advisor | Wang, Maxime (SHTM) | en_US |
| dc.creator | Yan, Jingwen | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/12416 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | en_US |
| dc.rights | All rights reserved | en_US |
| dc.title | Will perceived competitiveness at work make one more coherent? roles of perceived error tolerance and reporting coworkers’ errors | en_US |
| dcterms.abstract | Fierce intraorganizational competition among employees is prevalent due to the limited resources (i.e., rewards and promotion opportunities) available in the workplace. Previous empirical research has revealed both adaptive and maladaptive effects of perceived competitiveness on employees’ attitudinal and behavioral outcomes, indicating the existence of contingent factors that influence employees’ responses toward perceived competitiveness. In line with this view, the current research is built upon the social comparison theory to illuminate the importance of organizational factor, namely error tolerance, in altering followers’ intentions of reporting coworkers’ errors and perceptions of group cohesiveness as outcomes of perceived competitiveness. The results of the multiwave study demonstrate that employees attend to report coworkers’ errors during intense workplace competition when they regard their organizations as high in error tolerance. Besides, reporting coworkers’ errors, in turn, is positively related to the perceived group task cohesion, whereas it is negatively related to the perceived group social cohesion. The findings of this study could contribute to both scholarly and practical understanding with regard to perceived competitiveness in the workplace. On the one hand, in resorting to the social comparison theory, this research innovatively integrates the error management principle (error tolerance) into the investigation of perceived competitiveness and reveals the opposite influences of perceived competitiveness on group cohesions, thus comprehending the scholarly understanding of workplace competitiveness. On the other hand, based on the findings, organizational leaders could attain a more comprehensive realization of interpersonal competition among employees in terms of its positive and negative effects, thus modulating their leadership approaches accordingly to achieve a healthy competitive environment in the organization. | en_US |
| dcterms.extent | viii, 59 pages : illustrations | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2023 | en_US |
| dcterms.educationalLevel | M.Sc. | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.LCSH | Personnel management | en_US |
| dcterms.LCSH | Supervision of employees | en_US |
| dcterms.LCSH | Organizational behavior | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| 6864.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 799.24 kB | Adobe PDF | View/Open |
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