Downward Influence Tactics

Abstract

The aim of this paper is to examine the consequence of superior’s downward influence tactics on subordinates’ satisfaction with supervision in companies across Malaysia. The literature review illustrates that downward influence tactics are beneficial however in reality very challenging in practice. Downward influence tactics such as inspirational appeal, consultation, exchange, pressure, ingratiation, and rational persuasion have been identified by various researchers as the collective influence tactics used by the superior to alter subordinates behaviour. In order to increase the subordinates’ satisfaction in the organization, deeper understanding of these different influence tactics will help shape the outcome which in return will

Due to the increasing levels of job dissatisfaction, grievance expression, tardiness, absenteeism, high turnover and low morale the need to investigate satisfaction is increasingly pertinent. Dissatisfaction with supervision is a precursor of intent to leave the workplace. Satisfied workers are more incline to retain their jobs as compared to unsatisfied workers (Gangadhraiah, Nardev, & Reddy, 1990; Martin, 1990; Padilla-Vellez, 1993). The retention and turnover of staff of highly skilled personnel in particular, are important issues for managers in every organisation (McBride, 2002). Satisfied employees with supervision have higher tendency to be productive and retain their job (McNeese-Smith 1997). Besides that, satisfied employees have more innovative ideas to assist organisations to further improve through actively participating in decision-making (Kivimaki & Kalimo, 1994). Hence, effective management concerns the satisfaction of the employee as an important workplace construct. From the human relations perspectives, the satisfaction of the supervisor is one characteristic of satisfaction and is associated to the personality traits of the superior, for instance his or her character, openness, sincerity, pleasantness etc. The positive traits can increase satisfaction of subordinates with the leader’s

The reasoning is that there have been only few studies in the Malaysia setting done to examine the correlation and consequence of employee OCB. Thus, by applying the appropriate influence tactics aids the understanding of OCB which will help superiors better achieve their objective in maintaining the satisfaction of employees. Next, since this research is conducted in a diverse social and organisational culture of Malaysia, it will be interesting to further investigate how the Malaysian workforce responds to different influence tactics as social behaviour is usually rooted and embedded in the particular