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Connecting leaders and employees' affective commitment: a multilevel analysis 领导者与员工情感承诺的联系:多层次分析
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-05-31 DOI: 10.1108/lodj-09-2023-0502
Marisa Santana-Martins, M. Isabel Sánchez-Hernández, Jose Luis Nascimento, Florence Stinglhamber

Purpose

This research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization. Additionally, the study explores the role of employees' emotional awareness in shaping these relationships.

Design/methodology/approach

Examining a sample of 154 leaders and 249 employees in multinational companies, this study adopts a multilevel approach.

Findings

The results reveal a positive influence between the two foci of commitment (leaders and organization) at both the leader and employee levels. Furthermore, it confirms that employees' emotional awareness plays a positive role in the commitment process.

Practical implications

This research highlights the significance of implementing internal policies and measures that consider the various foci of commitment. To foster employees' commitment, it is crucial to establish a robust alignment between human resources management and leaders.

Originality/value

This study delves into the exploration of two commitment foci to deepen our comprehension of the directional relationship between them in the workplace. More specifically, our research scrutinizes the impact of leaders' affective organizational commitment on employees' affective commitment to the organization, while also analyzing its reciprocal influence on employees' affective commitment toward their leaders.

目的 本研究旨在确定领导者的情感组织承诺是否会影响员工对领导者和组织的情感承诺。研究结果研究结果表明,在领导者和员工两个层面上,承诺的两个焦点(领导者和组织)之间存在正向影响。实践意义这项研究强调了实施考虑到承诺的各种焦点的内部政策和措施的重要性。本研究深入探讨了两个承诺焦点,以加深我们对这两个焦点在工作场所中的定向关系的理解。更具体地说,我们的研究仔细探讨了领导者的情感性组织承诺对员工对组织的情感性承诺的影响,同时也分析了领导者的情感性组织承诺对员工对领导的情感性承诺的相互影响。
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引用次数: 0
Cultivating employee obligation for constructive change: the roles of supervisor consultation and managerial openness 培养员工进行建设性变革的义务:主管协商和管理开放的作用
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-05-14 DOI: 10.1108/lodj-05-2023-0261
Xianhui Ning, Jih-Yu Mao, Liting Wang

Purpose

Supervisor consultation is conducive to promoting employee voice. This research examines an underlying mediating mechanism and a boundary condition that strengthens the influence of supervisor consultation.

Design/methodology/approach

Two-wave survey data were collected from 302 full-time employees. Path analysis was adopted to test the hypotheses.

Findings

Supervisor consultation is positively related to employee voice. Employee felt obligation for constructive change (FOCC) serves as a mediating mechanism. Supervisor consultation is more positively related to employee FOCC and subsequent voice when managerial openness is higher than lower.

Originality/value

This study highlights the incremental mediating effect of FOCC beyond that of two alternative mediators between supervisor consultation and employee voice and the moderating role of managerial openness in affecting the influence of supervisor consultation.

目的 主管咨询有利于促进员工的发言权。本研究探讨了加强主管咨询影响的潜在中介机制和边界条件。设计/方法/途径本研究收集了 302 名全职员工的两波调查数据,并采用路径分析对假设进行了检验。研究结果主管咨询与员工声音呈正相关。员工对建设性变革的义务感(FOCC)是一种中介机制。原创性/价值本研究强调了 FOCC 在主管咨询与员工声音之间的增量中介效应,超出了主管咨询与员工声音之间的两个替代中介效应,并强调了管理者开放性在影响主管咨询的调节作用。
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引用次数: 0
Investigating the indirect impact of transformational leadership on performance and work alienation: evidence from school principals navigating COVID-19 探究变革型领导力对绩效和工作疏离感的间接影响:校长们驾驭 COVID-19 的证据
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-05-07 DOI: 10.1108/lodj-04-2022-0199
Amy Fahy, Steven McCartney, Na Fu, Joseph Roche

Purpose

Although significant research has examined the concept of transformational leadership, few studies have explored the indirect impact of transformational leadership on individual and organizational outcomes within the context of crisis. Accordingly, this study aims to advance our understanding of the indirect impact of transformational leadership on school performance and principals' work alienation within the context of the COVID-19 pandemic. In doing so, this study contributes to this developing stream of literature by hypothesizing the indirect effect of two relational resources, namely employee trust and relational coordination, which mediate the relationship between transformational leadership, school performance and principals' work alienation.

Design/methodology/approach

This study draws on a unique sample of 634 principals from Irish primary schools navigating the COVID-19 crisis. Structural equation modeling (SEM) was performed using Mplus 8.3 to test the hypothesized model.

Findings

Mixed findings emerged concerning the mediating process of relational resources and their impact on transformational leadership, school performance and principals' work-alienation. In particular, support is found for the critical role of principals whose transformational leadership style can help increase school performance. However, evidence suggests that employee trust does not mediate the relationship between transformational leadership and principals' work alienation.

Practical implications

This study provides several practical insights for education professionals, policymakers and HRM practitioners across each phase of the crisis management cycle. Firstly, regarding the pre-crisis stage, educational institutions should invest in targeted leadership development programs that prioritize relationship-building and effective communication among stakeholders. Second, during crises, the study emphasizes the role of relational resources in mediating the impact of leadership on school performance. Moreover, the study illustrates the importance of proactively cultivating strong connections with stakeholders, fostering timely, problem-solving-based communication. Finally, in the post-crisis phase, collaboration with government stakeholders is recommended to inform recovery policies.

Originality/value

This study makes several contributions to the literature on leadership and crisis management. First, this study adds new insights suggesting how principals as leaders influence school performance during crisis. Second, by adopting a relational perspective, this study suggests two types of relational resources (i.e. employee trust and relational coordination), as the mediators between transformational leadership, school performance and principals' work alienation. Third, this study moves t

目的 虽然已有大量研究探讨了变革型领导力的概念,但很少有研究探讨在危机背景下变革型领导力对个人和组织结果的间接影响。因此,本研究旨在推进我们对变革型领导力在 COVID-19 大流行背景下对学校绩效和校长工作疏离感的间接影响的理解。在此过程中,本研究通过假设两种关系资源(即员工信任和关系协调)对变革型领导、学校绩效和校长工作疏离之间关系的间接影响,为这一正在发展的文献流做出了贡献。研究结果在关系资源的中介过程及其对变革型领导、学校绩效和校长工作疏离感的影响方面出现了不同的研究结果。其中,变革型领导风格有助于提高学校绩效的校长的关键作用得到了支持。本研究为教育专业人士、政策制定者和人力资源管理从业人员在危机管理周期的各个阶段提供了一些实用的启示。首先,在危机前阶段,教育机构应投资于有针对性的领导力发展项目,优先考虑利益相关者之间的关系建设和有效沟通。其次,在危机期间,研究强调了关系资源在调解领导力对学校绩效影响方面的作用。此外,研究还说明了积极主动地培养与利益相关者的紧密联系,促进及时的、以解决问题为基础的沟通的重要性。最后,在危机后阶段,建议与政府利益相关者合作,为恢复政策提供信息。首先,本研究提出了校长作为领导者如何在危机期间影响学校绩效的新见解。其次,通过采用关系视角,本研究提出了两类关系资源(即员工信任和关系协调),作为变革型领导、学校绩效和校长工作疏离之间的中介。第三,本研究在关注大流行病期间校长工作疏离感的同时,关注领导力的功能有效性,从而推进了现有的危机期间领导力研究。
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引用次数: 0
How does ethical leadership influence work engagement in project-based organizations? A sensemaking perspective 道德领导力如何影响项目型组织的工作参与度?感性认识视角
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-04-12 DOI: 10.1108/lodj-03-2023-0139
Jiajia Cheng, Lianying Zhang, Mingming He, Yingying Yao

Purpose

Project-based organizations (PBOs) face challenges to enhance employee work engagement because of dynamic and constant role configuration. Accordingly, this study aims to explore how ethical leadership enhances employee work engagement from a sensemaking perspective.

Design/methodology/approach

This study used a questionnaire-based quantitative research design to collect data from 194 full-time employees in PBOs. The data were analyzed via partial least squares-structural equation modeling (PLS-SEM) technique to test hypotheses.

Findings

The findings show a positive relationship between ethical leadership and work engagement. Additionally, the relationship between ethical leadership and work engagement is mediated by two sensemaking mechanisms, i.e. goal commitment and prosocial.

Originality/value

This study deepens the understanding of how ethical leadership enhances work engagement in PBOs by providing two sensemaking mechanisms. By exploring the sensemaking process through which ethical leaders help employees construct identity, the findings contribute to the current literature on how ethical leadership enhances work engagement in PBOs.

目的基于项目的组织(PBOs)由于角色配置的动态性和持续性,在提高员工工作投入度方面面临着挑战。因此,本研究旨在从感性认识的角度探讨道德领导如何提高员工的工作投入度。本研究采用基于问卷的定量研究设计,收集了项目型组织中 194 名全职员工的数据。研究结果研究结果表明,道德领导与工作投入之间存在正相关关系。此外,道德领导与工作投入之间的关系还受到目标承诺和亲社会这两种感官建立机制的调节。通过探索道德领导帮助员工建构身份认同的感觉建立过程,研究结果为当前有关道德领导如何提高私营组织工作投入度的文献做出了贡献。
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引用次数: 0
Future past tense of abusive supervision: a narrative inquiry 滥用监督的未来过去式:叙事调查
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-04-08 DOI: 10.1108/lodj-05-2023-0267
Huda Masood, Marlee Mercer, Len Karakowsky

Purpose

The purpose of this research is to examine the narratives of victims of abusive supervision. We explore the meaning or “lessons” victims derive from those experiences and how they shape the victims’ views of self, work and organization in relation to navigating their subsequent jobs.

Design/methodology/approach

We analyzed how appraisals of supervisory abuse transform victims’ narratives and their consequent work attitudes through sensemaking processes. Semi-structured interviews with the past victims of abusive supervision generated a four-stage model of how sensemaking shapes victims’ future work attitudes. Our interpretations were guided through narrative thematic analysis based on the constructionist approach.

Findings

Victims’ lessons learned are predominantly framed by their retrospective post-event appraisal of abuse (based on its severity) once individuals are no longer subject to abusive supervision. With greater distance from the abuse, victims can process the abuse and better understand the motivation of the abuser, enabling the process of causal attributions. These attributions further shape victims’ narratives and future work attitudes through a complex interplay of retrospective and prospective sensemaking mechanisms. The victims broadly reported proactive (with higher self-awareness and endurance) and reactive (self-protection, and emotional scars) lessons. A four-stage model was proposed based on our findings.

Originality/value

Abusive supervision remains a persistent issue experienced by many individuals at some point in their working life. However, little is known about how victims make sense of the event post-abuse and how this sense-making guides their future work behaviors. Understanding this phenomenon provides insight into how employees navigate through adversity and construct a more positive future. The contribution of this narrative inquiry is threefold. First, it explores how individual appraisals of supervisory abuse frame their (1) mechanisms of narrative construction; and (2) future work attitudes. Second, our findings demonstrate how narrative construction is a fluid process often informed by the process of retrospective and prospective sensemaking. Finally, our research suggests two broader categories of lessons that victims internalize and carry forward to their subsequent jobs.

研究目的本研究的目的是考察滥用监督的受害者的叙述。我们探讨了受害者从这些经历中获得的意义或 "教训",以及这些意义或 "教训 "如何塑造了受害者对自我、工作和组织的看法,从而帮助他们在以后的工作中游刃有余。通过对过去的虐待性监督受害者进行半结构化访谈,我们建立了一个四阶段模型,说明感性认识如何塑造受害者未来的工作态度。研究结果一旦个人不再受到虐待性监督,受害者的经验教训主要由他们对虐待事件的事后回顾性评价(基于其严重性)来确定。随着与虐待行为的距离拉大,受害者可以对虐待行为进行处理,并更好地理解施虐者的动机,从而进行因果归因。这些归因通过回溯和前瞻性感知机制的复杂相互作用,进一步塑造了受害者的叙述和未来的工作态度。受害者普遍报告了主动(自我意识和忍耐力较强)和被动(自我保护和情感创伤)的经验教训。根据我们的研究结果,提出了一个四阶段模型。然而,人们对受害者在受虐后如何理解受虐事件以及这种理解如何指导他们未来的工作行为知之甚少。了解这一现象有助于深入了解员工如何度过逆境并构建一个更加积极的未来。这项叙事调查有三方面的贡献。首先,它探讨了个人对上司滥用职权的评价如何影响他们的(1)叙事建构机制;以及(2)未来的工作态度。其次,我们的研究结果表明,叙事建构是一个多变的过程,经常受到回顾性和前瞻性感知过程的影响。最后,我们的研究提出了两类更广泛的教训,这些教训被受害者内化并带到他们以后的工作中。
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引用次数: 0
Is leader humor a discursive resource for predicting innovative behavior? Examining the role of pro-social motivation and personal need for structure in hospitality industry 领导者的幽默是预测创新行为的话语资源吗?考察亲社会动机和个人结构需求在酒店业中的作用
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-04-05 DOI: 10.1108/lodj-03-2023-0157
Sana Aroos Khattak, Muhammad Irshad, Um-e-Rubbab

Purpose

This research aims to extend the research on humorous leadership and the hospitality industry by using the theoretical framework of affective events theory (AET). This research aims to close this gap by recognizing that leaders' humor may inspire pro-social motivation in tourism workers and can harness the ability of employees to offer innovative ideas. The effect of leaders' humor on employees’ pro-social motivation is moderated by the personal need for structure (PNS).

Design/methodology/approach

A multi-source time-lagged design was employed in this research. The researchers used survey instruments to collect data from frontline employees and their immediate supervisors working in Pakistan’s two- to five-star hotels. The current study considers 279 useable responses and tested them through Hayes process macros.

Findings

Results show that humorous leadership has a significant direct impact on the innovative work behavior (IWB) of hotel employees. Pro-social motivation significantly mediates the relationship between humorous leadership and IWB. Further, the PNS significantly buffers the relationship between humorous leadership and pro-social motivation.

Practical implications

Findings are vital for hotel managers to adopt a more flexible leadership style to promote the pro-social motivation and IWBs of hotel employees.

Originality/value

This is one of the first studies to use pro-social motivation to explain the relationship between humorous leadership and creative work behaviors. Employees' individual needs for structure have also been utilized as a novel boundary condition. The results are essential for hotel managers to adopt a more adaptable leadership style to encourage the staff’s pro-social motivation and creative work behaviors.

目的 本研究旨在利用情感事件理论(AET)的理论框架,扩展有关幽默型领导力和酒店业的研究。本研究旨在通过认识到领导者的幽默可以激发旅游从业人员的亲社会动机,并能利用员工提供创新想法的能力来弥补这一空白。领导者的幽默对员工亲社会动机的影响受个人结构需求(PNS)的调节。设计/方法/途径本研究采用了多来源时滞设计。研究人员使用调查工具从在巴基斯坦二星级至五星级酒店工作的一线员工及其直接主管那里收集数据。研究结果表明,幽默型领导对酒店员工的创新工作行为(IWB)有显著的直接影响。亲社会动机在很大程度上调节了幽默型领导与创新工作行为之间的关系。研究结果对酒店管理者采用更灵活的领导风格来促进酒店员工的亲社会动机和创新工作行为至关重要。原创性/价值这是首次使用亲社会动机来解释幽默型领导与创新工作行为之间关系的研究之一。员工对结构的个人需求也被作为一个新颖的边界条件。研究结果对酒店管理者采用更具适应性的领导风格以鼓励员工的亲社会动机和创造性工作行为至关重要。
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引用次数: 0
Organizational ethics and workplace incivility: the mediating effects of transformational and transactional leadership styles 组织道德与工作场所不文明行为:变革型领导风格和交易型领导风格的中介效应
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-04-02 DOI: 10.1108/lodj-07-2023-0363
Kwasi Dartey-Baah, Samuel Howard Quartey, Maxwell Tabi Wilberforce

Purpose

The purpose of this paper is to describe the mediating effects of transformational and transactional leadership styles on the relationship between organizational ethics and workplace incivility.

Design/methodology/approach

The study employed cross-sectional survey design. Data were obtained from 209 employees from the telecommunication sector. The structural equation model was employed as the analytical tool to test the hypotheses of the study.

Findings

Organizational ethics was negatively related to workplace incivility. Both transformational and transactional leadership styles mediated the relationship between organizational ethics and workplace incivility.

Practical implications

Human resource developers and managers can employ, appraise, train and develop managers who can ethically demonstrate transactional, and transformational leadership behaviors to deal with workplace incivilities.

Originality/value

The paper makes an important contribution to the existing organizational literature by establishing the relevance of transformational and transactional leadership styles as mediators of the nexus between organizational ethics and workplace incivility in the telecommunication sector.

目的本文旨在描述变革型领导风格和交易型领导风格对组织道德与工作场所不文明行为之间关系的中介效应。数据来自电信行业的 209 名员工。研究结果组织伦理与工作场所不文明行为呈负相关。实践意义人力资源开发人员和管理人员可以聘用、评估、培训和培养那些能够在道德上表现出交易型和变革型领导行为的管理人员,以应对工作场所的不文明行为。 原创性/价值本文通过确定变革型和交易型领导风格作为电信行业组织道德与工作场所不文明行为之间关系的中介的相关性,为现有的组织文献做出了重要贡献。
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引用次数: 0
Contagious resilience – how leaders’ resilient behaviour promotes followers’ resilient behaviour 传染性复原力--领导者的复原力行为如何促进追随者的复原力行为
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-03-19 DOI: 10.1108/lodj-09-2023-0474
Marjolein C.J. Caniëls, Petru Curseu

Purpose

Leaders are role models and through social influence processes, they shape the behaviour of their followers. We build on social learning, social identity and person-environment (P-E) fit theories of leadership to explore the association between leaders’ and followers’ resilient behaviours.

Design/methodology/approach

In a three-wave, multisource study amongst 269 Dutch leaders and their followers, we investigate the mediating role of coaching in the relationship between leaders’ resilient behaviour and followers’ resilient behaviour and the moderating role of regulatory focus in this mediation path.

Findings

Our results show that coaching is a key relational vehicle through which leaders’ resilient behaviours shape employees’ resilient behaviours, and this indirect association is stronger for employees scoring low on promotion focus. In addition, our results show that resilient employees attract more coaching from their leaders, which further strengthens their resilient behaviours.

Originality/value

Existing studies have shown the occurrence of trickle-down effects of various leader behaviours, moods and work states on those of their followers. However, it remained obscure whether leaders’ resilient behaviour could trickle down to followers’ as well. Our study shows that such a link indeed exists and that coaching is a relational vehicle that embodies two key mechanisms to (1) foster social learning through behavioural entrainment and contagion and (2) facilitate support provision through which leaders promote resilient behaviour in their followers.

目的领导者是榜样,他们通过社会影响过程塑造追随者的行为。我们以领导力的社会学习、社会认同和人-环境(P-E)契合理论为基础,探讨了领导者和追随者的抗逆行为之间的关联。设计/方法/途径在对 269 名荷兰领导者及其追随者进行的一项三波多来源研究中,我们探讨了辅导在领导者抗逆行为和追随者抗逆行为之间关系中的中介作用,以及监管重点在这一中介路径中的调节作用。研究结果我们的研究结果表明,辅导是领导者的抗挫折行为影响员工抗挫折行为的一个关键关系载体,这种间接关联对于晋升关注度得分较低的员工而言更为强烈。原创性/价值现有研究表明,领导者的各种行为、情绪和工作状态会对其追随者产生涓滴效应。然而,领导者的弹性行为是否也会对追随者产生涓滴效应,这一点仍然模糊不清。我们的研究表明,这种联系确实存在,而且辅导是一种关系载体,它体现了两个关键机制:(1)通过行为诱导和传染促进社会学习;(2)促进提供支持,领导者通过支持促进追随者的抗逆行为。
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引用次数: 0
How and when leader voice solicitation facilitates innovative behavior: the role of pride and collectivism orientation 领导者征求意见如何以及何时促进创新行为:自豪感和集体主义导向的作用
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-03-15 DOI: 10.1108/lodj-02-2023-0066
Xingxin Li, Yanfei Wang, Yu Zhu, Lixun Zheng

Purpose

Drawing on affective events theory (AET), this study aims to investigate how and when leader voice solicitation affects employees’ innovative behavior. Specifically, this study proposes that leader voice solicitation evokes employees’ feelings of pride, which subsequently motivate employees’ innovative behavior. Moreover, collectivism orientation plays a moderating role in this process.

Design/methodology/approach

This study collected 251 supervisor–subordinate dyadic data in two phases and employed structural equational modeling (SEM) to test the hypotheses.

Findings

The results revealed that employees’ feelings of pride mediate the positive relationship between leader voice solicitation and employees’ innovative behavior. Collectivism orientation intensifies the mediated relationship.

Originality/value

This study extends the potential outcome variables of leader voice solicitation. Moreover, it introduces a novel theoretical perspective to explore the impact of leader voice solicitation on employees. Importantly, this study examines the mediating effect of pride and the moderating effect of collectivism orientation, deepening the understanding of how and when leader voice solicitation affects innovative behavior.

目的本研究以情感事件理论(AET)为基础,旨在探讨领导者的声音激励如何以及何时影响员工的创新行为。具体来说,本研究认为,领导者的激励会唤起员工的自豪感,进而激发员工的创新行为。研究结果研究结果表明,员工的自豪感在领导者激励与员工创新行为之间的正向关系中起着中介作用。原创性/价值本研究扩展了领导者声音激励的潜在结果变量。此外,它还引入了一种新的理论视角来探讨领导者话语权对员工的影响。重要的是,本研究探讨了自豪感的中介效应和集体主义取向的调节效应,加深了人们对领导者征求意见如何以及何时影响创新行为的理解。
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引用次数: 0
Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety 领导-成员交流与随意性工作行为:感知心理安全的中介作用
IF 4.9 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2024-03-12 DOI: 10.1108/lodj-03-2023-0156
Nasib Dar, Yasir Mansoor Kundi, Waheed Ali Umrani

Purpose

This study examines the relationship between leader–member exchange (LMX) and employee discretionary work behaviors in terms of job crafting, innovative work behavior and knowledge-sharing behavior by focusing on the mediating role of psychological safety.

Design/methodology/approach

Multi-source and multi-wave data were collected from 284 employees in the banking sector of Pakistan.

Findings

The findings reveal a positive relationship between LMX and psychological safety. Psychological safety, in turn, is positively related to discretionary work behaviors (i.e. job crafting, innovative work behavior and knowledge-sharing behavior). Moreover, psychological safety fully mediates the relationship between LMX and discretionary work behaviors.

Originality/value

Drawing upon the conservation of resources (COR) theory, this study introduces psychological safety as a mediating mechanism in the relationship between LMX and three important discretionary work behaviors.

目的 本研究通过关注心理安全的中介作用,探讨了领导者与成员间的交换(LMX)与员工在工作设计、创新工作行为和知识共享行为等方面的自由工作行为之间的关系。研究结果 研究结果表明,LMX 与心理安全之间存在正相关关系。心理安全反过来又与随意工作行为(即工作精心设计、创新工作行为和知识共享行为)正相关。此外,心理安全还能完全调节 LMX 与随意性工作行为之间的关系。 原创性/价值本研究借鉴资源保护(COR)理论,将心理安全作为 LMX 与三种重要的随意性工作行为之间关系的中介机制。
{"title":"Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety","authors":"Nasib Dar, Yasir Mansoor Kundi, Waheed Ali Umrani","doi":"10.1108/lodj-03-2023-0156","DOIUrl":"https://doi.org/10.1108/lodj-03-2023-0156","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study examines the relationship between leader–member exchange (LMX) and employee discretionary work behaviors in terms of job crafting, innovative work behavior and knowledge-sharing behavior by focusing on the mediating role of psychological safety.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Multi-source and multi-wave data were collected from 284 employees in the banking sector of Pakistan.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings reveal a positive relationship between LMX and psychological safety. Psychological safety, in turn, is positively related to discretionary work behaviors (i.e. job crafting, innovative work behavior and knowledge-sharing behavior). Moreover, psychological safety fully mediates the relationship between LMX and discretionary work behaviors.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Drawing upon the conservation of resources (COR) theory, this study introduces psychological safety as a mediating mechanism in the relationship between LMX and three important discretionary work behaviors.</p><!--/ Abstract__block -->","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":null,"pages":null},"PeriodicalIF":4.9,"publicationDate":"2024-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140100270","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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Leadership & Organization Development Journal
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