Humble leader, successful follower: Linking leader humility with follower career outcomes via leader competence from an implicit leadership theory perspective

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior Pub Date : 2024-10-21 DOI:10.1016/j.jvb.2024.104060

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引用次数: 0

Abstract

Drawing on implicit leadership theory, this study examines the key conditions under which leader humility facilitates the career outcomes of employees. First, considering both similar-attraction and opposite-attraction perspectives within implicit leadership theory, we propose two competing hypotheses, and suggest that leader humility interacts with follower narcissism to predict perceived leader competence. Second, in accordance with implicit leadership theory, we propose that humble leaders are perceived to be more competent when the power distance climate is relatively lower. Further, we suggest that perception of their leaders as competent is positively related to followers' career satisfaction and proactive career behavior. To test our model, we implemented a multi-wave, time-lagged survey with 187 subordinate–supervisor dyads from 79 teams. The results demonstrate that followers who are highly narcissistic or who are members of groups with a lower power distance climate are more likely to regard humble leaders as competent, which allows them to experience enhanced career satisfaction and engage in more proactive career behavior. Both the theoretical and practical implications are discussed.

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谦逊的领导者，成功的追随者：从内隐领导理论的角度，通过领导者的能力将领导者的谦逊与追随者的职业成果联系起来

本研究借鉴内隐领导力理论，探讨了领导者谦逊促进员工职业发展的关键条件。首先，考虑到内隐领导理论中的相似吸引和相反吸引观点，我们提出了两个相互竞争的假设，并认为领导者的谦逊与追随者的自恋相互影响，从而预测了感知到的领导者能力。其次，根据内隐领导理论，我们认为当权力距离相对较低时，谦逊的领导者会被认为更有能力。此外，我们还提出，对领导者能力的感知与追随者的职业满意度和积极主动的职业行为呈正相关。为了验证我们的模型，我们对来自 79 个团队的 187 个下属-主管二元组进行了多波时滞调查。结果表明，高度自恋或属于权力距离氛围较低群体的追随者更有可能认为谦逊的领导者是称职的，这使他们能够体验到更高的职业满意度，并采取更积极主动的职业行为。本文讨论了其理论和实践意义。

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

Journal of Vocational Behavior PSYCHOLOGY, APPLIED-

CiteScore

13.10

自引率

5.40%

发文量

期刊介绍： The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).