Leader intention, misconduct and damaged relational follower identity: A moral decision making perspective

IF 9.1 1区 管理学 Q1 MANAGEMENT Leadership Quarterly Pub Date : 2022-08-01 DOI:10.1016/j.leaqua.2020.101425
Phillip M. Jolly , Ksenia O. Krylova , James S. Phillips
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引用次数: 3

Abstract

We demonstrate the value of a moral decision making paradigm for investigating the effects of intention and harm on followers' reactions to leaders' wrongdoing. We also introduce damaged relational identity as a mediator of these effects. Participants were assigned to one of four conditions in which intention to harm and harm were manipulated. The study was conducted using a stochastic, incentivized economic game that involved real monetary consequences for the followers. The results indicated that intention to harm was the primary determinant of followers' withdrawal behavior while actual harm had no effect on withdrawal. A desire to punish the offending leader was influenced by both intention and harm. Damaged relational identity mediated the effect of intention on withdrawal behavior and punishment. In contrast, harm's effect on punishment was direct. We hope that our study stimulates additional research on leader misconduct using intention and identification processes as linchpins.

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领导意图、不当行为与受损的关系型追随者认同:一个道德决策的视角
我们展示了道德决策范式的价值,用于调查意图和伤害对追随者对领导者不法行为的反应的影响。我们还介绍了受损的关系同一性作为这些影响的中介。参与者被分配到四种情况中的一种,在这种情况下,伤害和伤害的意图是被操纵的。这项研究采用了一种随机的、受激励的经济游戏,其中涉及到参与者的真实货币后果。结果表明,伤害意图是追随者退出行为的主要决定因素,而实际伤害对退出行为没有影响。惩罚冒犯的领导人的愿望受到意图和伤害的双重影响。受损的关系认同在意向对退缩行为和惩罚的影响中起中介作用。相反,伤害对惩罚的影响是直接的。我们希望我们的研究能够激发更多以意图和识别过程为关键的关于领导者不当行为的研究。
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来源期刊
CiteScore
15.20
自引率
9.30%
发文量
58
期刊介绍: The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.
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