Journal of Leadership & Organizational Studies最新文献_第2页

Disobeying the Leader: Creative Deviance as a Mechanism Between Psychological Ownership and Social Undermining 不服从领导：创造性偏差是心理所有权与社会破坏之间的一种机制

IF 4.8 3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2024-01-31 DOI: 10.1177/15480518231226093

Jigyashu Shukla, Rebecca Bennett, Robert Folger, Ronit Kark

Many innovative products are attributable to employees disobeying the mandate of their supervisors to stop working on a creative idea, that is, creative deviance. Surprisingly, there has been a dearth of empirical research on this important construct, and the possible negative social outcomes of creative deviance remain unexplored. This research integrates psychological ownership theory and motivated information processing theory to theoretically delineate psychological ownership as an antecedent of creative deviance. We further explore social undermining as a negative outcome of creative deviance and investigate the leader–member exchange (LMX) as a boundary condition of the association between creative deviance and social undermining. In a series of three studies, we validate an existing scale for creative deviance, and utilize multiple methods to test our full moderated-mediation model. Findings suggest that creative deviance partially mediates the relationship between psychological ownership and experienced social undermining and LMX attenuates the relationship between creative deviance and experienced social undermining. Our research has important theoretical and practical implications as it explores the darker sides of creative deviance.

许多创新产品都是由于员工不服从上司的命令，停止创意工作而产生的，这就是创意偏差。令人惊讶的是，关于这一重要概念的实证研究却十分匮乏，而创意偏差可能带来的负面社会结果也尚未得到探讨。本研究整合了心理所有权理论和动机信息处理理论，从理论上阐明了心理所有权是创意偏差的前因。我们进一步探讨了社会破坏作为创造性偏差的负面结果，并研究了领导者-成员交换（LMX）作为创造性偏差与社会破坏之间关联的边界条件。在一系列的三项研究中，我们验证了现有的创造性偏差量表，并利用多种方法检验了我们的完整中介模型。研究结果表明，创造性偏差在一定程度上调节了心理所有权与社会损害体验之间的关系，而 LMX 则削弱了创造性偏差与社会损害体验之间的关系。我们的研究探索了创意偏差的阴暗面，具有重要的理论和实践意义。

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引用次数: 0

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness 包容性领导与职场欺凌:心理安全、自尊和嵌入性的模型

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-11-01 DOI: 10.1177/15480518231209018

Azadeh Shafaei, Mehran Nejati, Maryam Omari, Fleur Sharafizad

Bullying is an adverse workplace phenomenon that requires serious attention by leaders and managers. Drawing upon Social Identity Theory, Optimal Distinctiveness Theory, and Victim Precipitation Theory, this study investigates how inclusive leadership is associated with workplace bullying (WB). It also examines the mediating role of psychological safety and self-esteem as serial mediators in this relationship. Additionally, the moderating role of embeddedness on the link between inclusive leadership and WB is explored. The study used a two-wave time-lagged survey completed by 226 full-time employees. The survey captured employees’ perceptions about themselves, their work environment, and their line managers. Study hypotheses were tested through structural equation modeling. Study findings revealed that inclusive leadership is negatively related to WB. We also found support for the serial mediation of psychological safety and self-esteem in the link between inclusive leadership and WB. Our study also demonstrates that the negative relationship between inclusive leadership and WB is weaker for employees with high embeddedness, thereby uncovering the less explored dark side of embeddedness.

欺凌是一种不利的职场现象，需要领导和管理者认真关注。利用社会认同理论、最优独特性理论和受害者沉淀理论，本研究探讨了包容性领导与职场欺凌(WB)的关系。研究还考察了心理安全和自尊在这一关系中的中介作用。此外，本文还探讨了嵌入性对包容性领导与WB之间关系的调节作用。这项研究使用了一项两波时间滞后的调查，由226名全职员工完成。这项调查收集了员工对自己、工作环境和直属经理的看法。通过结构方程模型对研究假设进行检验。研究发现，包容性领导与WB呈负相关。我们还发现心理安全和自尊在包容性领导与工作绩效之间存在一系列中介作用。我们的研究还表明，对于高嵌入性的员工，包容性领导与WB之间的负相关关系较弱，从而揭示了嵌入性较少被探索的阴暗面。

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引用次数: 0

How Women Leaders’ Identities Coexist Through Public and Private Identity Endorsements 女性领袖身份如何通过公私身份认同共存

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-10-19 DOI: 10.1177/15480518231208576

Alyson E. Byrne, Ingrid C. Chadwick

The development of a leader identity is considered essential for leadership success. Underlying this identity work is the belief that the social identity of being a leader is positive—something that leaders both privately endorse and want publicly conferred by others. However, this process is complex for women leaders who are simultaneously navigating the identity work of being women in male-dominated leadership positions. We conducted a qualitative investigation of women in senior leadership roles to examine how they construct a leader identity by managing private and public endorsements of both a leader and a female identity. Our results indicate that women leaders engage in leader and gender identity work whereby they actively manage how they privately self-endorse and publicly allow others to endorse their leader and female identities using identity hybridization. In so doing, they mix and recombine elements of both their leader and gender identities to construct a coherent female leader identity. Doing so allows them to benefit from the complementarity of these identities, while mitigating the risks associated with publicly and privately endorsing these two identities in tandem. This approach to identity hybridization allows women leaders to maintain a sense of agency, effectiveness, and authenticity in the face of identity tensions.

领导者身份的发展被认为是领导成功的必要条件。这种身份认同工作的基础是相信作为领导者的社会身份是积极的——这是领导者私下认可的，也是他们希望别人公开授予的。然而，对于女性领导者来说，这个过程是复杂的，因为她们同时要在男性主导的领导职位上定位女性的身份。我们对担任高级领导角色的女性进行了定性调查，以研究她们如何通过管理对领导者和女性身份的私下和公开认可来构建领导者身份。我们的研究结果表明，女性领导者参与领导和性别认同工作，她们积极管理如何私下自我认可和公开允许他人认可她们的领导和女性身份，使用身份杂交。在这样做的过程中，她们混合和重组了自己的领导者和性别身份的元素，以构建一个连贯的女性领导者身份。这样做可以让他们从这些身份的互补性中受益，同时降低公开和私下同时认可这两个身份的风险。这种身份杂交的方法使女性领导者在面对身份紧张时保持一种能动性、有效性和真实性。

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引用次数: 0

Feeling Anger yet Not Speaking Up: The Role of Observers’ Cultural Values in Anger and Bystanderism in Response to Supervisor Incivility 感到愤怒而不说话:观察者的文化价值观在愤怒和旁观者对主管不文明行为的反应中的作用

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-10-09 DOI: 10.1177/15480518231205436

Da Yeon Her, Hock-Peng Sin

While observer reactions to perceived supervisor incivility (PSI) have been substantially studied, observer silence (i.e., bystanderism) and the emotional mechanisms and contingencies that engender it have been empirically underexplored. Drawing on deontic justice theory and the “cultural regulation of emotion” perspective, our research offers theoretical arguments and empirical evidence to understand observers’ anger in response to PSI and the resulting bystanderism. Across three studies using an online scenario, an online experiment, and a survey, we test a mediation model, moderation models, and moderated mediation models, respectively. Study 1 demonstrates that observer anger negatively mediates the relationship between PSI and bystanderism. Study 2 substantiates the buffering moderation effect of observer power distance on the positive relationship between PSI and anger. In addition to replicating the findings from the first two studies, Study 3 shows that observer power distance and collectivism mitigate the negative relationship between anger and bystanderism and then the negative indirect relationship between PSI and bystanderism via anger. Taken together, our findings suggest that although observers feel anger in response to PSI, the expression of such anger can be suppressed by power distance and collectivism, ultimately leading to bystanderism. We also discuss the implication and limitations (e.g., generalizability of our online experiment) of our study and call for further research involving leaders and followers in real-world contexts.

虽然观察者对感知到的主管不文明行为的反应(PSI)已经进行了大量研究，但观察者沉默(即旁观者主义)以及产生沉默的情绪机制和偶然事件的经验探索不足。利用道义正义理论和“情绪的文化调节”视角，我们的研究为理解观察者对PSI的愤怒和由此产生的旁观者主义提供了理论论据和实证证据。通过使用在线场景、在线实验和调查的三项研究，我们分别测试了中介模型、调节模型和被调节的中介模型。研究1表明，观察者愤怒负向调节PSI与旁观者行为之间的关系。研究2证实了观察者权力距离对PSI与愤怒正相关的缓冲调节作用。除了重复前两项研究的结果外，研究3还表明，观察者权力距离和集体主义通过愤怒缓和了愤怒与旁观者主义之间的负向关系，然后缓和了PSI与旁观者主义之间的负向间接关系。综上所述，我们的研究结果表明，尽管观察者对PSI感到愤怒，但这种愤怒的表达可以被权力距离和集体主义所抑制，最终导致旁观者主义。我们还讨论了我们的研究的含义和局限性(例如，我们的在线实验的普遍性)，并呼吁在现实世界中对领导者和追随者进行进一步的研究。

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引用次数: 0

Even Nectar is Poisonous in Excess: The Impact of Leader Humility on Pride, Entitlement, and Organizational Citizenship Behavior 即使甘露过量也是有毒的:领导者谦逊对骄傲、权利和组织公民行为的影响

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-10-04 DOI: 10.1177/15480518231204675

Somayeh Bahmannia, Darren K. B, Daan van Knippenberg, Kevin B. Lowe

Studies on the effect of leader humility generally portray leader humility as beneficial, whereas a minority of studies recognize potential negative influences. This is probably most clearly the case in the study of organizational citizenship behavior (OCB) for which both positive and negative relationships with leader humility have been established. We advance the analysis of the leader humility—OCB relationship by proposing that leader humility has diminishing returns, such that its effects are positive at lower levels but at higher levels turn negative. We argue that high levels of leader humility boost followers’ views of themselves, as expressed in higher levels of pride, which gives rise to psychological entitlement. Such entitlement in turn reduces OCB. This suggests a model in which leader humility has a curvilinear, increasing returns, relationship with follower entitlement, mediated by follower pride, that in turn mediates a curvilinear, decreasing returns, relationship with OCB. Results of a multiwave, multisource survey supported these predictions.

关于领导者谦逊效应的研究通常将领导者谦逊描述为有益的，而少数研究则认识到潜在的负面影响。在组织公民行为(OCB)的研究中，这一点可能最为明显，因为组织公民行为与领导者谦逊的正、负关系已经建立起来。我们进一步分析了领导者谦逊与组织公民行为之间的关系，提出领导者谦逊存在收益递减效应，即在较低水平下其效应为正，而在较高水平上则为负。我们认为，领导者的高度谦逊提升了下属对自己的看法，表现为更高的自豪感，从而产生了心理上的权利。这种权利反过来又减少了OCB。这表明了一个模型，在这个模型中，领导者谦卑与下属权利之间存在一个曲线关系，即收益递增关系，由下属骄傲介导，而下属骄傲又介导了与组织公民行为之间的曲线关系，即收益递减关系。一项多波、多源调查的结果支持了这些预测。

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引用次数: 0

Why Do Supervisors Abuse Certain Subordinates? Goal Orientation and Leader–Member Exchange as Antecedents 为什么上级会虐待某些下属?目标导向与领导-成员交换作为前因

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-09-28 DOI: 10.1177/15480518231204489

Donghun Seo, Sunghyuck Mah, Seokhwa Yun

In this study, we draw from moral exclusion perspective to theorize leader–member exchange (LMX) and subordinate goal orientation as antecedents of abusive supervision. In addition, we integrate LMX theory to propose LMX as a mediating mechanism through which goal orientation influences abusive supervision and consequently task performance. We tested our hypotheses through two cross-cultural multi-method studies. In a field study with South Korean employees (Study 1), we found that LMX and abusive supervision serially mediated the relationship between performance-prove goal orientation (PPGO) and task performance. In an online vignette study with American employees (Study 2), we found that LMX and learning goal orientation were negatively associated with abusive supervision. Furthermore, we found support that LMX mediated the relationship between all three dimensions of goal orientation (learning, performance-prove, and performance-avoid) and abusive supervision. Combing both studies, we found strong evidence that subordinates with high PPGO form positive relationships with their supervisors which elicit less supervisory abuse. Implications for management theory and practice are discussed.

本研究从道德排斥的角度出发，对领导-成员交换和下属目标取向作为虐待监督的前因进行了理论分析。此外，我们整合LMX理论，提出LMX是目标取向影响虐待监督并进而影响任务绩效的中介机制。我们通过两项跨文化多方法研究验证了我们的假设。通过对韩国员工的实地研究(研究1)，我们发现LMX和虐待性监督在绩效证明型目标取向(PPGO)与任务绩效的关系中起到了连续中介作用。在一项针对美国员工的在线小故事研究(研究2)中，我们发现LMX和学习目标取向与虐待监督呈负相关。此外，我们发现LMX在目标取向的三个维度(学习、绩效证明和绩效避免)与虐待监管之间的关系中起到中介作用。结合这两项研究，我们发现了强有力的证据，证明PPGO高的下属与上级形成了积极的关系，从而减少了上级的滥用。讨论了对管理理论和实践的启示。

{"title":"Why Do Supervisors Abuse Certain Subordinates? Goal Orientation and Leader–Member Exchange as Antecedents","authors":"Donghun Seo, Sunghyuck Mah, Seokhwa Yun","doi":"10.1177/15480518231204489","DOIUrl":"https://doi.org/10.1177/15480518231204489","url":null,"abstract":"In this study, we draw from moral exclusion perspective to theorize leader–member exchange (LMX) and subordinate goal orientation as antecedents of abusive supervision. In addition, we integrate LMX theory to propose LMX as a mediating mechanism through which goal orientation influences abusive supervision and consequently task performance. We tested our hypotheses through two cross-cultural multi-method studies. In a field study with South Korean employees (Study 1), we found that LMX and abusive supervision serially mediated the relationship between performance-prove goal orientation (PPGO) and task performance. In an online vignette study with American employees (Study 2), we found that LMX and learning goal orientation were negatively associated with abusive supervision. Furthermore, we found support that LMX mediated the relationship between all three dimensions of goal orientation (learning, performance-prove, and performance-avoid) and abusive supervision. Combing both studies, we found strong evidence that subordinates with high PPGO form positive relationships with their supervisors which elicit less supervisory abuse. Implications for management theory and practice are discussed.","PeriodicalId":51455,"journal":{"name":"Journal of Leadership & Organizational Studies","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135386114","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}

引用次数: 0

Antecedents and Effects of Visionary Leadership: When and How Leader Work Centrality is Linked to Visionary Leadership and Follower Turnover Intentions 前瞻性领导的前因与影响:领导者工作中心性何时及如何与前瞻性领导和追随者离职意向相关

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-09-27 DOI: 10.1177/15480518231203637

Martin Buss, Eric Kearney, Riffat Noureen, Nilima Gandhi

Scholars have argued that visionary leadership is an effective tool to motivate followers because it provides them with meaning and purpose. However, previous research tells us little about which leaders and under which circumstances leaders engage in visionary leadership. We draw on theories of human and social capital to argue that leader work centrality is an important antecedent of visionary leadership, and especially so for leaders with low organizational tenure. Moreover, we propose that visionary leadership then provides followers with meaningfulness and thereby decreases their turnover intentions. Our predictions were confirmed by data from a two-wave, lagged-design field study with 101 leader-follower dyads. Overall, our research identifies an important antecedent of visionary leadership, a specific situation in which this antecedent is particularly important, and provides empirical evidence for why visionary leadership can bind followers to an organization.

学者们认为，有远见的领导是激励追随者的有效工具，因为它为他们提供了意义和目标。然而，之前的研究几乎没有告诉我们哪些领导者以及在何种情况下领导者会从事有远见的领导。我们利用人力资本和社会资本理论来论证，领导者工作中心性是有远见的领导的重要前提，特别是对于组织任期较低的领导者。此外，我们提出，远见卓识的领导为追随者提供了意义，从而降低了他们的离职意愿。我们的预测得到了一项对101对领导-追随者二人组进行的两波滞后设计实地研究的数据的证实。总的来说，我们的研究确定了有远见的领导的一个重要的先决条件，在一个特定的情况下，这个先决条件是特别重要的，并提供了实证证据，为什么有远见的领导可以将追随者与组织联系起来。

引用次数: 0

How Can Women Take Advantage of the High-Tech Era to be Perceived as Effective Leaders? Being Tech-Savvy Helps 女性如何利用高科技时代被视为有效的领导者?精通技术会有所帮助

3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-09-18 DOI: 10.1177/15480518231200618

Mahak Nagpal, Jieqiong Cao, Ke Michael Mai, David de Cremer

Given the increasing use of intelligent technologies and the resulting requirement for leaders to be tech-savvy, an important question that emerges is whether perceptions of leadership effectiveness are changing too? Drawing from gender role theory and expectation violation theory, we propose and test a model of whether and how females can benefit from being tech-savvy. To explore whether women may stand to gain from the changing nature of the workforce or not, we ran a series of studies. Our data sources included a cross-sectional time-lagged field study and experimental studies with students and online adults. We found that a definitive skill of the current technological era, tech-savviness, changes perceptions and evaluations of female leaders in a much more positive way than it does for male leaders, as such allowing female leaders to be more likely to be perceived as effective leaders. The reason for the effect that tech-savvy women were more likely to be perceived as effective leaders was driven by the fact that tech-savvy women are seen as more competent and hence, attributed more social status. Our research goes beyond merely focusing on the negative effects of gender stereotypes by providing an actionable solution—that comes from promoting tech knowledge and savviness—for women to counter gender stereotypes that undermine them from being viewed as effective leaders.

鉴于越来越多地使用智能技术，以及由此产生的对领导者精通技术的要求，一个重要的问题出现了:人们对领导力有效性的看法是否也在发生变化?根据性别角色理论和期望违背理论，我们提出并测试了一个模型，以确定女性是否以及如何从精通技术中受益。为了探究女性是否能从劳动力性质的变化中获益，我们进行了一系列研究。我们的数据来源包括横断面滞后实地研究和对学生和在线成人的实验研究。我们发现，与男性领导者相比，当今科技时代的一项决定性技能——技术敏锐度，更积极地改变了人们对女性领导者的看法和评价，因此，女性领导者更有可能被视为有效的领导者。精通技术的女性更有可能被视为有效的领导者，其原因是人们认为精通技术的女性更有能力，因此她们的社会地位更高。我们的研究不仅仅关注性别刻板印象的负面影响，还提供了一个可行的解决方案——来自于提高技术知识和智慧——让女性对抗性别刻板印象，这种刻板印象会破坏她们被视为有效的领导者。

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引用次数: 0

Do the Right Thing the Right Way! How Ethical Leaders Increase Employees Creative Performance 用正确的方式做正确的事!道德领导如何提高员工的创造性表现

IF 4.8 3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-09-03 DOI: 10.1177/15480518231195597

Kwame Ansong Wadei, Jenkins A. Asaah, Ambrose Amoah-Ashyiah, Bernice Wadei

This study presents a moderated mediation model of leadership influences by examining the effects of ethical leadership on employee creative performance, using data from 342 employees matched with their supervisors in small and medium organizations in Ghana. The study revealed that creative self-efficacy mediated the positive relationship between ethical leadership and employee creative performance from the SPSS macro-PROCESS analysis. Additionally, job autonomy was identified as a situational moderator in the ethical leadership and employee creative self-efficacy relationship. Thus, the relationship between ethical leadership and employee creative self-efficacy was stronger as the job autonomy level rose. Finally, the theoretical contributions, practical implications as well as limitations, and future research directions were also discussed.

本研究通过考察道德领导对员工创造性绩效的影响，提出了一个有调节的领导力影响中介模型，使用来自加纳中小型组织的342名员工及其主管的数据。本研究通过SPSS宏观过程分析发现，创造性自我效能在伦理型领导与员工创造性绩效之间起中介作用。此外，在伦理型领导与员工创造性自我效能的关系中，工作自主性被确定为情境调节因子。因此，随着工作自主性水平的提高，伦理型领导与员工创造性自我效能的关系越强。最后，对本文的理论贡献、现实意义、局限性及未来研究方向进行了展望。

引用次数: 0

Charismatic Leadership Is Not One Size Fits All: The Moderation Effect of Intolerance to Uncertainty and Furlough Status During the COVID-19 Pandemic. 魅力型领导并非一刀切:COVID-19大流行期间对不确定性和休假状态的不容忍的调节作用

IF 4.8 3区管理学 Q1 MANAGEMENT

Journal of Leadership & Organizational Studies

Pub Date : 2023-08-01 Epub Date: 2023-05-18 DOI: 10.1177/15480518231176231

Galit Klein, Marianna Delegach

This study aims to examine the effect of charismatic leadership on followers' attitudinal, emotional, and well-being outcomes in a crisis setting. Combining leadership literature with Conservation of Resources and leader-follower distance theories, we propose that the effect of charismatic leadership on follower outcomes depends on the interplay between the follower's furlough status during the lockdown period and their Intolerance to Uncertainty (IU) dispositional characteristic. A cross-sectional study was conducted at two points in time: during the first lockdown (March-April 2020) and four months after the lockdown (August 2020). The final sample included 336 employees with data for both points in time (n = 199 continued to work during the lockdown, n = 137 were on furlough). The findings confirmed the study's hypotheses and revealed that charismatic leadership significantly contributed to employee outcomes only in the case of furloughed employees with low levels of IU and of continuously-employed employees with high levels of IU. It did not make a similar contribution in the edge cases-employees with low IU levels who continued to work during the lockdown or those with high levels of IU who were furloughed. This study provides novel insights into the relationship between charismatic leadership effectiveness and follower outcomes, and informs managers how to better adjust their leadership style to their followers in a crisis setting. The findings extend our knowledge about charismatic leadership by suggesting the mutual contribution of the distance dimension and employee dispositional characteristics as a boundary condition to charismatic leadership effectiveness.

本研究旨在检验在危机环境中，魅力型领导对追随者态度、情绪和幸福感结果的影响。将领导力文献与资源保护和领导者-追随者距离理论相结合，我们提出魅力领导力对追随者结果的影响取决于追随者在封锁期间的休假状态和他们对不确定性的不容忍（IU）性格特征之间的相互作用。一项横断面研究在两个时间点进行：第一次封锁期间（2020年3月至4月）和封锁后四个月（2020年8月）。最后的样本包括336名员工，他们在这两个时间点都有数据（n = 199人在封锁期间继续工作 = 137人休假）。研究结果证实了该研究的假设，并表明只有在IU水平较低的休假员工和IU水平较高的连续雇佣员工的情况下，魅力型领导才能显著影响员工的结果。在边缘情况下，它没有做出类似的贡献——IU水平低的员工在封锁期间继续工作，或者IU水平高的员工被解雇。这项研究为魅力型领导效能和追随者结果之间的关系提供了新的见解，并为管理者提供了在危机环境中如何更好地根据追随者调整领导风格的信息。研究结果表明，距离维度和员工性格特征的相互作用是魅力领导效能的边界条件，从而扩展了我们对魅力领导的认识。

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引用次数: 0