Effect of ingratiation on supervisor satisfaction through helping behavior: a moderated mediation model

Purpose: This research intends to investigate the mediating role of helping behavior in
relationship between employee ingratiation and supervisor satisfaction across high and low
levels of ingratiation behavior, and answers the questions: how, when and why ingratiation is
effective.
Design/methodology: Data were collected through questionnaire surveys in hotel industry,
and structural equation modelling was applied to analyze these data by using hypotheticaldeductive
approach.
Findings: The results indicate that helping behavior is an important mediator of the
relationship between ingratiation and supervisor satisfaction. Moreover, ingratiation is also a
strong moderator of the relationship between helping behavior and supervisor satisfaction.
This research concludes that employee ingratiation positively predicts helping behaviors, and
consequently the supervisor satisfaction. Research limitations/implications: This study is not experimental in nature, but a crosssectional
design has been followed. Future research can focus on an experimental design by
incorporating a time element, and the design and analysis should be nested since this study did
not use multilevel analysis. Moreover, this study used only two forms of ingratiation for
measuring employee ingratiation behavior. We suggest researchers to consider all four
dimensions of ingratiation by using some distinct scales.
Practical implications: This research explains mechanisms underlying supervisor-subordinate
relationship, and contributes to organizational behavior research by answering the question;
'when and how ingratiation could be effective?' The findings of this study have important
managerial implications, and provide future lines of research.
Social implications: The findings of this research demonstrate that ingratiation is an
important tool for satisfying superiors if employees exhibit helping behaviors towards
coworkers and supervisors. Particularly, new employees can benefit from ingratiation to
socialize within work organizations. Moreover, existing employees can use ingratiation to
establish as well as maintain better social relations with supervisors and colleagues.
Originality/value: Previous research emphasized more on customer-directed employee
ingratiation but this study offers its contribution by emphasizing coworker as well as supervisor
directed employee ingratiation. Moreover, this study measures effectiveness of ingratiation in
terms of employee task performance representing supervisor satisfaction.