Effects of Façade Creation on Employee’s Affective Commitment, OCB and Performance - Testing of a Moderated-Mediation Model

Employee’s Affective Commitment, OCB and Performance - Testing of a Moderated-Mediation Model

Abstract

Facades of Conformity (FOCs) are false representations created by
employees to appear that they embrace organizational values. We theorized
and empirically testify the effects of FOCs on OCB, Commitment and
Performance. Analysis of data from 322 supervisor-subordinate dyads of 4
services sector organizations using OLS regression revealed that FOC leads
to negative attitudinal and behavioral reactions by impeding an employee’s
affective commitment, OCBs and performance. Evidence suggests that
emotional exhaustion partially mediates the negative relationship of FOC
with commitment and OCB. However, there was no evidence that FOC
directly affects performance independent of its effect on emotional
exhaustion. Evidence also suggests that employees’ self-enhancement
motives moderate the relationship between FOC and emotional exhaustion.
Moreover, results of moderated-mediation analysis suggest that selfenhancement motives play an important role in mitigating the negative
indirect effects of FOC on commitment, OCB and performance. Drawing on
the findings, we discussed some theoretical and practical implications in
addition to discussing some limitations.