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Restrictive Versus Promotive Control and Employee Work Outcomes: The Moderating Role of Locus of Control

^* To whom correspondence should be addressed. E-mail: selias{at}nmsu.edu.

	Abstract

To fully understand influence as it relates to the workplace, scholars must continue to identify and measure constructs for classifying influence behavior. This study serves to promote Scholl’s restrictive versus promotive control distinction and examine the relationships between such methods of influence and several work outcomes (i.e., leader–member exchange theory, commitment, job satisfaction, and turnover intentions). Data were obtained from state government employees (N = 105) located in the southeastern United States, and all hypotheses were assessed via hierarchical moderated multiple regression. Although restrictive and promotive control were related to each of the work outcomes, several relationships were moderated by employee locus of control. Theoretical and practical implications are discussed, and suggestions for future research are provided.

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