Good and Bad Influences: A Meta-Analysis of Leader Behavior on Followers’ Experienced and Perpetrated Deviance

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2022-11-03 DOI:10.1080/08959285.2022.2142228

Gargi Sawhney, Mallory A. McCord, A. Cunningham, Kwesi Adjei, Henry R. Young, David R. Glerum

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引用次数: 2

Abstract

ABSTRACT Despite the rise in research on leader behaviors and workplace deviance, a comprehensive understanding of the magnitude of associations between the different forms of leader behaviors and workplace deviance is lacking. Drawing on Social Learning Theory and Banks and colleagues’) framework of leader behaviors, our meta-analysis provides a rank ordering of leader behaviors (i.e., moral, inspirational, task-oriented, relational, and passive) based on their importance in predicting workplace deviance using 104 independent samples (N = 42,968). Additionally, we consolidate the literatures on perpetrated and experienced deviance to investigate the association between leader behaviors and deviance from both perspectives. We also assess three boundary conditions that could moderate the leader behavior – workplace deviance relationship. Our findings suggest that passive leader behaviors explain the greatest variance in workplace deviance, followed by moral, relational, inspirational, and task-oriented leader behaviors. We also find support for the moderating effects of deviance target, study design, and rater in(dependence) on the association between leader behaviors and workplace deviance. We highlight that passive leader behaviors exhibit a greater influence on workplace deviance relative to the influence of positive leader behaviors. We discuss the implications of our results for both research and practice.

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正面与负面影响:领导行为对下属行为偏差的元分析

摘要尽管对领导者行为和工作场所越轨行为的研究越来越多，但对不同形式的领导者行为和职场越轨行为之间的关联程度缺乏全面的了解。根据社会学习理论和Banks及其同事的领导者行为框架，我们的荟萃分析使用104个独立样本（N=42968），根据领导者行为在预测工作场所偏差方面的重要性，提供了领导者行为（即道德、励志、任务导向、关系和被动）的排名顺序。此外，我们整合了关于实施和经历的越轨行为的文献，从两个角度研究了领导者行为与越轨行为之间的关系。我们还评估了三个可以调节领导者行为的边界条件——工作场所越轨关系。我们的研究结果表明，被动领导行为解释了工作场所越轨行为的最大差异，其次是道德、关系、激励和任务导向的领导行为。我们还发现，偏差目标、研究设计和评分者对领导者行为与工作场所偏差之间关系的调节作用得到了支持。我们强调，相对于积极领导者行为的影响，被动领导者行为对工作场所越轨行为的影响更大。我们讨论了我们的研究结果对研究和实践的影响。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.