Emotions Interact With Empowering Leadership to Reduce Counterproductive Work Behavior

Djigou Jacques, Nyock Ilouga Samuel, Moussa Mouloungui Aude Carine
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Abstract

Getting a grasp of the psycho-affective processes and social anomie leading to counterproductive work behavior (Fox & Spector, 2006) represents a major challenge for researchers and organizations. The Cameroonian context is characterized by widespread impoverishment, which incites some officials to divert the objectives of the prescribed work to their personal interest, with no regard to the damage caused to either the organization or its members (Nyock Ilouga et al., 2018). This study examines the mediating role of emotions in the relationship between empowering leadership and counterproductive work behavior. 156 civil servants of both sexes were selected to complete a questionnaire which includes both the Empowering Leadership Questionnaire (Arnold et al., 2000) and the Job Affective-relative Work questionnaire (Van Katwyk et al., 2000). Our results suggest that the emotions felt by employees mediate the effect of perceived empowering leadership on the counterproductive behavior that employees manifest at work.
情绪与授权领导力相互作用,减少适得其反的工作行为
掌握导致工作行为适得其反的心理情感过程和社会反常现象(Fox 和 Spector,2006 年)是研究人员和组织面临的一项重大挑战。喀麦隆的特点是普遍贫困化,这促使一些官员将规定的工作目标转移到个人利益上,而不考虑对组织或其成员造成的损害(Nyock Ilouga 等人,2018 年)。本研究探讨了情绪在授权型领导与反生产性工作行为之间关系中的中介作用。我们选取了 156 名男女公务员,让他们填写一份问卷,其中包括授权型领导力问卷(Arnold 等人,2000 年)和工作情感-相关工作问卷(Van Katwyk 等人,2000 年)。我们的研究结果表明,员工所感受到的情绪是感知到的授权型领导对员工在工作中表现出的反生产行为的影响的中介。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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