Dual crossover mechanisms of benevolent supervision on followers' contextual performance and emotional exhaustion alleviation

IF 4.2 3区管理学 Q2 MANAGEMENT

Leadership & Organization Development Journal Pub Date : 2022-01-03 DOI:10.1108/lodj-10-2020-0431

Y. Chuang, H. Chiang, Anmin Lin, Yung-Chih Lien

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引用次数: 3

Abstract

PurposeAdopting conservation of resources (COR) theory as a guiding framework, this study proposes that benevolent supervision (BS) is a feasible leadership style for building a positive resource gain process in subordinates' extra-role actions and reducing their exhaustion, and leader-member exchange (LMX) and positive affect (PA) serve as indirect crossover mechanisms.Design/methodology/approachSurveys were conducted at three-time points with four-week intervals. A total of 304 subordinates and 55 supervisors at a Taiwanese university participated in the surveys, and a multilevel model was used to test the hypotheses.FindingsThe results showed that prior BS (time 1) was positively associated with subordinates' subsequent LMX and PA (time 2). LMX mediated the relationship between BS and subsequent supervisor-rated contextual performance (time 3), and PA mediated the relationship between BS and subordinate-rated emotional exhaustion (time 3). In addition, supervisors' learning orientation positively moderated the relationship between BS and contextual performance via LMX, whereas supervisors' performance orientation negatively moderated this relationship.Practical implicationsThe results of the study encourage leaders to exhibit benevolence toward subordinates, increase subordinates' contextual performance and enhance personal feelings, thereby ultimately benefitting the organization.Originality/valueThis study reveals that BS is a source of resource investment in the process of subordinates' positive job (contextual performance) and personal (emotional exhaustion) resource gains through social exchange (LMX) and affective (PA) crossover mechanisms and that supervisors' goal inclinations impact this process.

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慈善监督对追随者情境表现和情绪耗竭缓解的双重交叉机制

目的以资源守恒（COR）理论为指导框架，提出善意监督（BS）是一种可行的领导方式，可以在下属的角色外行为中建立积极的资源获取过程，减少他们的耗竭，领导-成员交换（LMX）和积极影响（PA）是间接的交叉机制。设计/方法/方法每隔四周在三个时间点进行一次调查。台湾某大学共有304名下属和55名主管参与了调查，并采用多层次模型对假设进行了检验。结果表明，先前的BS（时间1）与下属随后的LMX和PA（时间2）呈正相关。LMX介导了BS与后续主管评定的情境表现之间的关系（时间3），PA介导了BS-下属评定的情绪衰竭之间的关系。此外，主管的学习取向通过LMX正向调节BS与情境绩效之间的关系，而主管的绩效取向则负向调节这种关系。实际含义研究结果鼓励领导者对下属表现出仁爱之心，提高下属的情境表现，增进个人感情，从而最终造福于组织。原创性/价值本研究表明，BS是下属通过社会交换（LMX）和情感（PA）交叉机制获得积极工作（情境表现）和个人（情绪衰竭）资源过程中的资源投资来源，主管的目标倾向影响这一过程。

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来源期刊

Leadership & Organization Development Journal MANAGEMENT-

CiteScore

7.70

自引率

6.10%

发文量

期刊介绍： The journal addresses a broad range of topics which are relevant to organizations and reflective of societal developments. Public and private sector organizations alike face ongoing pressure to streamline activities, improve efficiency and achieve demanding organizational objectives. In this context, the ability of senior managers to understand the culture and dynamics of organizations and to deliver strong leadership during periods of change, could be the difference between organizational failure and success.