Antecedents And Consequences Of Perceived Insider Status And Suggestions For Future Research

Abstract

Although research on perceived insider status (PIS) spans two decades, a systematic review of the findings in this field has not been conducted. This review assesses the antecedents and outcomes associated with PIS, the theories underpinning PIS, and the exact nature of these relationships. This study adopted the preferred reporting items for systematic reviews (PRISMA) methodology to identify the number of studies that should be included in the literature review. The findings are based on 70 empirical studies from 2002 to 2021 that focus on the drivers and consequences of PIS. This study identified a list of consistent antecedents that fall into the categories of leadership style (leader–member exchange, servant, differential, authoritarian, and destructive leadership), organizational factors (support, characteristics, justice, human resources practices, politics, and workplace incivility), and personal factors (e.g., proactive personality). Moreover, this study identified several consistent consequences (commitment, creative engagement, resilience, innovation, job satisfaction, citizenship behavior, self-esteem, voice behavior, task performance, and in-role job performance). In addition, this study contributes to business and management literature by demonstrating the importance of employees’ perceptions of insider status within an organization. Additionally, proposes suggestions for future studies.