Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety

IF 4.2 3区管理学 Q2 MANAGEMENT

Leadership & Organization Development Journal Pub Date : 2024-03-12 DOI:10.1108/lodj-03-2023-0156

Nasib Dar, Yasir Mansoor Kundi, Waheed Ali Umrani

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引用次数: 0

Abstract

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.

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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

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。

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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来源期刊

Leadership & Organization Development Journal MANAGEMENT-

CiteScore

7.70

自引率

6.10%

发文量

期刊介绍： The journal addresses a broad range of topics which are relevant to organizations and reflective of societal developments. Public and private sector organizations alike face ongoing pressure to streamline activities, improve efficiency and achieve demanding organizational objectives. In this context, the ability of senior managers to understand the culture and dynamics of organizations and to deliver strong leadership during periods of change, could be the difference between organizational failure and success.