a social influence analysis of perceived organizational support
a social influence analysis of perceived organizational support
a social influence analysis of perceived organizational support
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Therefore, I argue that a role model tie exists when an employee admires another employee and<br />
believes that the employee is a good example <strong>of</strong> what the organization represents. Such a tie<br />
does not need to be reciprocated because a role model does not need to know that he or she is<br />
regarded as a role model by another in order to <strong>influence</strong> that individual (Crosby, 1999; Gibson,<br />
2003; 2004). As Crosby (1999) states, “the role model may not be aware that he or she is a role<br />
model for the (other) person and may not even know <strong>of</strong> the existence <strong>of</strong> the (other) person<br />
(Crosby, 1999: 15).” Thus, an employee-role model relationship may be conceptualized as a<br />
non-reciprocated <strong>social</strong> network tie.<br />
Role models have become increasingly important in today’s organizations because<br />
changes to the employment contract and <strong>organizational</strong> structure have made it difficult for<br />
employees to receive developmental <strong>support</strong> from <strong>organizational</strong>ly-sponsored mentoring<br />
relationships and supervisory relationships (Arthur & Rousseau, 1996; Hall & Mirvis, 1996;<br />
Higgins & Kram, 2001). Individuals utilize informal developmental relationships, such as role<br />
model relationships, to acquire information regarding what behaviors and attitudes will help<br />
them to succeed in the organization.<br />
Traditionally, role models have been viewed as individuals in influential role positions,<br />
such as supervisors or mentors, who serve as examples for others to emulate (Erickson, 1985).<br />
For instance, Kram (1985) defines role modeling as a function performed by a mentor for a<br />
protégé. Crosby (1999) considers role modeling a function that is performed by a senior person<br />
for a junior person in a developmental relationship. She defines a role model as “a senior person<br />
with whom a more junior person identifies emotionally and whom the junior person wishes to<br />
emulate in some way” (Crosby, 1999: 15). Crosby’s definition is different than Kram’s because<br />
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