The paradox of paradoxical leadership: A multi-level conceptualization

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-07-15 DOI:10.1016/j.hrmr.2023.100983

Uzma Batool , Muhammad Mustafa Raziq , Naukhez Sarwar

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引用次数: 1

Abstract

Organizational systems are drenched in tensions and paradoxes. For a leader, addressing and engaging those tensions in constructive ways may unlock greater benefits for the followers, teams and the organization at large. A leader with a paradox mindset successfully deals with contradictory yet interdependent demands with their paradoxical thinking. While embracing these tensions leverages performance and innovation, experiencing these tensions may also lead to frustration and defensiveness, resulting in negative consequences. Considering the burgeoning importance of paradoxical leader behavior in paradox management and leadership literature, we conduct a systematic review of paradox theory of leadership. Based on the review we propose a multi-level conceptual model stating the dual effect of being a paradoxical leader. To do so, we unveil the individual and contextual factors influencing paradoxical leader behavior on the individual followers, teams and the organization. We present future research avenues and discuss theoretical and practical implications.

查看原文本刊更多论文

悖论式领导的悖论:多层次的概念化

组织系统充满了紧张和矛盾。对于领导者来说，以建设性的方式处理和处理这些紧张关系可能会为追随者、团队和整个组织带来更大的利益。具有悖论思维的领导者能够成功地用他们的悖论思维来处理相互矛盾又相互依赖的需求。虽然拥抱这些紧张关系可以促进绩效和创新，但经历这些紧张关系也可能导致挫折和防御，从而导致负面后果。考虑到悖论型领导行为在悖论管理和领导力文献中的重要性，我们对领导力悖论理论进行了系统的回顾。在此基础上，我们提出了一个多层次的概念模型来描述悖论型领导者的双重效应。为此，我们揭示了影响个体追随者、团队和组织的领导者悖论行为的个体和情境因素。我们提出了未来的研究途径，并讨论了理论和实践意义。

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

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.