The Consequence of Unethical Leader Behavior to Employee Well-Being: Does Support from the Organization Mitigate or Exacerbate the Stress Experience?

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2022-09-18 DOI:10.1080/08959285.2022.2123486

A. Hetrick, Marie S. Mitchell, Margo C. Villarosa-Hurlocker, Taylor Sullivan

引用次数: 3

Abstract

ABSTRACT We explore how the impacts of unethical leadership are influenced either beneficially or detrimentally by perceived organizational support. A stress–resource view suggests organizational support is a resource that should offset the negative implications of unethical leadership. The negative exacerbator view suggests that receiving organizational support in light of unethical leadership should heighten the threat because it draws a stronger focus on and salience to the harm of the leader’s behavior for the employee. The results of a time-separated survey study and an experiment support our model and the negative exacerbator view. The findings show that unethical leader behavior elicits negative affect and indirectly (through negative affect) diminishes employees’ well-being and has a stronger effect when perceived organizational support was higher rather than lower.

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不道德的领导行为对员工幸福感的影响:来自组织的支持是减轻还是加剧了压力体验?

摘要:本文探讨了感知组织支持如何对不道德领导的影响产生有益或有害的影响。压力资源观点认为，组织支持是一种资源，可以抵消不道德领导的负面影响。消极加剧因素观点认为，在不道德领导的情况下接受组织的支持应该会加剧威胁，因为它会更强烈地关注和突出领导者的行为对员工的伤害。时间间隔调查研究和实验结果支持我们的模型和负面加剧因素的观点。研究结果表明，不道德的领导行为会引发负面影响，并间接地(通过负面影响)降低员工的幸福感，当感知组织支持度较高而不是较低时，这种影响更强。

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

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.