Please see attached article to be critiqued, instructions, and sample critique article. Must use at least two credible sources. Please Let me know if you have any questions or concerns. Below is for the reference page.
Reference:
Edmondson, D. R., Matthews, L. M., Ward, C. B., & Matthews, R. L. (2019). Exploring gender and marital status differences among boundary spanners: A possible ethical dilemma: JMI. Journal of Managerial Issues, 31(3), 273-224. Retrieved from https://www.proquest.com/scholarly-journals/exploring-gender-marital-status-differences-among/docview/2319661917/se-2?accountid=32521

Article Critique paper

 

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Article Critique paper

Introduction and Article identification

An organization is a diverse place consisting of people of different gender, marital status, cultural backgrounds, and beliefs. Literature has observed that gender and marital differences have influence impacts on boundary spanner employees (Gangwar, 2017). The impact of gender and marital differences among the boundary spanner employees may also have an impact on organizational behavior (Gangwar, 2017). Employees, especially boundary spanners, are required to portray positive organizational desired emotions when interacting with customers. Employees in boundary-spanning roles are subject to higher levels of stress. In the article “Exploring gender and marital status differences among boundary spanners: a possible ethical dilemma,” Edmondson et al. (2019) examined the impact that both gender and marital status have on autonomy, perceived supervisor support (PSS), perceived organizational support (POS), emotional exhaustion (EE), and organizational commitment (OC) among boundary spanners. While this article provides a significant result indicating that single females remain stronger than single males, married males, and married when emotionally exhausted, there are limitations related to sampling, and other concepts.

Article Summary

Edmondson et al. (2019) used a sample of 648 online participants, which was divided into four groups, each with 162 participants. The four groups included 162 single females, 162 single males, 162 married females, and 162 married males. Among the samples, fifty percent were between ages 18 to 35 years. 44.1% had a four-year college degree or greater. The majority (61.7%) of the population had worked in their current field of work for over ten years (Edmondson et al., 2019). All the scales used in this study had been found from the extant literature.

Each scale was unidimensional and measured on a seven-point scale or more, for example, emotional exhaustion (a = 0.92, CR = 0.94, AVE = 0.71) was measured using a nine-item scale. Perceiver organizational support (a = 0.92, CR = 0.94, AVE = 0.65) was measured using an eight-item (Edmondson et al., 2019). Autonomy (a = 0.87, CR = 0.91, AVE = 0.72) was measured using a six-item scale. perceived supervisor support (a = 0.95, CR = 0.96, AVE = 0.73) was measured using the eight-item scale.

The results of this study indicated that single males perceived increased levels of PSS with additional autonomy. However, for single females, while the impact of autonomy on PSS is positive and significant, the impact is not as strong as that of single males. Married males experienced higher POS with additional autonomy (Edmondson et al., 2019). However, the impact was not significant for married females. This indicates that an increased level of autonomy has no impact on POS. Similarly, for married males and females, higher PSS leads to stronger POS as well. The results also indicated that autonomy can lead to emotional exhaustion for married males. Also, in married females and married males increased levels of EE significantly reduce Organizational commitment (Edmondson et al., 2019). For single females, increased EE does not lead to decreased levels of commitment to the organization. This study concludes that single females are stronger and not prone to emotional exhaustion.

Article critique

The researchers discussed an important topic since boundary-spanning employees are required to surface act by displaying organizationally desired emotions when transacting with customers even if these emotions do not exemplify their true feelings. Understanding how gender differences and marital status affect them is important to identify the best approach for every category of these employees. However, Edmondson et al. (2019) does not provide a clear methodology regarding sampling and how the study was carried out. The methodology section is not so detailed to reflect how exactly the study was conducted.

Additionally, limited research exists to sufficiently explain differences based on both gender and marital status simultaneously. The researchers did not examine other factors that could influence the five constructs of boundary spanners they focused on (Edmondson et al., 2019). For instance, it is not only gender and marital status that would influence one’s emotional exhaustion or organizational commitment. For example, the economic status of these employees would influence some of these constructs.

Summary

This study focused on an important topic regarding the influence of gender and marital status on boundary spanner employees. Employees in boundary-spanning roles are subject to higher levels of stress. Edmondson et al. (2019) presents an encouraging result on the impact of gender and marital status on five constructs for boundary spanners such as autonomy, perceived supervisor support (PSS), perceived organizational support (POS), emotional exhaustion (EE), and organizational commitment (OC). However, this study did not examine other factors that could have impacted the above-mentioned constructs. This research focused on five key constructs for boundary spanners, however, additional research is needed on a variety of other organizational constructs in which differences between the four groups might exist such as turnover intentions, job satisfaction, and job performance.

Reference

Edmondson, D. R., Matthews, L. M., Ward, C. B., & Matthews, R. L. (2019). Exploring gender and marital status differences among boundary spanners: a possible ethical dilemma. Journal of Managerial Issues, 31(3), 273-224. https://www.proquest.com/docview/2319661917?pq-origsite=gscholar&fromopenview=true

Gangwar, N. (2017). Does Gender & Marital Status influence Organizational Behavior Dimensions effect on Performance: A study of Management Faculties?. Imperial Journal of Interdisciplinary Research (IJIR), 3, 982-988. https://www.researchgate.net/profile/Neha-Gangwar/publication/330565230_Does_Gender_Marital_Status_influence_Organizational_Behavior_Dimensions_effect_on_Performance_A_study_of_Management_Faculties/links/5c489d22a6fdccd6b5c2ebd5/Does-Gender-Marital-Status-influence-Organizational-Behavior-Dimensions-effect-on-Performance-A-study-of-Management-Faculties.pdf