Leading with paradox: Promoting self-leadership and positive work behaviours through leader-member exchange

IF 4.9 2区管理学 Q1 MANAGEMENT

Journal of Occupational and Organizational Psychology Pub Date : 2025-02-19 DOI:10.1111/joop.70013

Nurul Liyana Mohd Kamil, Kai Zhao, Wan Noor Azreen Wan Mohamad Nordin, Mohd Awang Idris

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Abstract

This study investigates the role of self-leadership in mediating the relationship between paradoxical leadership and innovative work behaviour, with emphasis on the moderating impacts of leader-member exchange (LMX). Study 1 featured 307 service industry employees in a 6-month longitudinal survey, whereas Study 2 included 288 employees in an experimental design. The results indicate that paradoxical leadership significantly enhances innovation by balancing directive and empowering behaviours, with self-leadership and high-quality LMX relationships serving as critical mediators and moderators. Employees demonstrate higher innovation levels when they feel empowered and supported by their leaders. Empowering leaders with paradoxical skills and nurturing strong LMX relationships can spark innovation, boost employee creativity, and fuel a competitive advantage. This study adds compelling empirical support to the leadership and innovation literature regarding the transformative impact of combining seemingly contradictory leadership behaviours to foster an innovative and dynamic organizational culture.

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悖论式领导：通过领导与成员的交流促进自我领导和积极的工作行为

本研究探讨了自我领导在矛盾领导与创新工作行为之间的中介作用，并强调了领导-成员交换（LMX）的调节作用。研究1对307名服务业员工进行了为期6个月的纵向调查，而研究2对288名员工进行了实验设计。结果表明，悖论型领导通过平衡指令性行为和授权性行为显著促进创新，自我领导和高质量的LMX关系是重要的中介和调节因子。当员工感到受到领导的授权和支持时，他们会表现出更高的创新水平。赋予领导者矛盾的技能，培养强大的LMX关系，可以激发创新，提高员工的创造力，并为竞争优势提供动力。本研究为领导力和创新文献提供了令人信服的实证支持，即结合看似矛盾的领导行为对培养创新和动态的组织文化的变革性影响。

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 Occupational and Organizational Psychology Multiple-

CiteScore

8.90

自引率

4.80%

发文量

期刊介绍： The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.