When Does Leader–Subordinate (In)Congruence in Power Distance Orientation Affect Employees’ Work Engagement? The Moderating Effect of Team Structure Clarity

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2023-05-27 DOI:10.1080/08959285.2023.2219060

Yan Bao, S. Liao, Jianqiao Liao, Fubin Sun, Shanxing Gao

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引用次数: 0

Abstract

ABSTRACT Identification occurs when two individuals share the same concept of self-identity. Building on this identity theory, we use a polynomial regression and response surface analytical framework to examine the effect of leader – subordinate power distance orientation (PDO) congruence on leader identification, and the consequent influence of leader identification on subordinate work engagement. In addition, we explored the moderating effect of team structure clarity on the relationship between leader – subordinate PDO congruence and leader identification, and proposed that team structure clarity moderates the indirect effect of leader – subordinate PDO congruence on work engagement through leader identification. Our study not only enriches the body of research on the effects of leader – subordinate PDO congruence, but it also provides practical guidance to managers on building clear team structures that can strengthen the positive effects of leader – subordinate PDO congruence on work engagement.

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权力距离取向下的领导-下属一致性何时影响员工的工作敬业度？团队结构清晰性的调节作用

摘要当两个人有相同的自我认同概念时，就会产生认同。基于这一身份理论，我们使用多项式回归和响应面分析框架来检验领导-下属权力距离取向（PDO）一致性对领导认同的影响，以及领导认同对下属工作参与的影响。此外，我们还探讨了团队结构清晰度对领导-下属PDO一致性和领导者认同之间关系的调节作用，并提出团队结构清晰度通过领导者认同调节领导-下属PD O一致性对工作投入的间接影响。我们的研究不仅丰富了关于领导-下属PDO一致性影响的研究，而且还为管理者建立清晰的团队结构提供了实际指导，以加强领导-下属PD O一致性对工作参与的积极影响。

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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.