Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure.

IF 3.7 2区心理学 Q2 BUSINESS

Journal of Business and Psychology Pub Date : 2023-05-01 DOI:10.1007/s10869-023-09884-w

Jinzhao Qu, Svetlana N Khapova, Shiyong Xu, Wenjing Cai, Ying Zhang, Lihua Zhang, Xinling Jiang

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Abstract

Prior research has framed bootlegging as employees' unofficial innovation that occurs without organizational authorization or official support. In this paper, we call for bringing leadership back into the study of antecedents of bootlegging and examine the effects of leadership context, specifically leader humility, on employee bootlegging. Following the conservation of resources (COR) theory, we propose that leader humility can provide valuable endogenous resources, such as relational energy, for employee bootlegging. We also propose that work unit structure (organic versus mechanistic) can serve as a boundary condition in this relationship. We test our hypotheses in (i) a scenario-based experiment, (ii) a three-wave time-lagged study with a sample of 212 employees, and (iii) a three-wave time-lagged study with a sample of 190 employees embedded in 20 teams. The results show that leader humility positively relates to relational energy, which, in turn, causes employee bootlegging. Furthermore, an organic structure strengthens the relationship between relational energy and bootlegging, and the indirect effect of leader humility on employee bootlegging via relational energy. The paper concludes with a discussion of what these findings suggest for future research and managerial practice.

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领导的谦逊是否助长了员工的私心？考察关系能量的中介作用和工作单元结构的中介作用。

先前的研究将私酒行为界定为员工在未经组织授权或官方支持的情况下进行的非官方创新。在这篇论文中，我们呼吁将领导力带回对私酒行为前因的研究中，并考察领导力背景，特别是领导者谦逊对员工私酒行为的影响。根据资源守恒（COR）理论，我们提出领导者谦逊可以为员工私酒提供宝贵的内生资源，如关系能量。我们还提出，工作单元结构（有机与机械）可以作为这种关系的边界条件。我们在（i）基于情景的实验，（ii）以212名员工为样本的三波时间滞后研究，以及（iii）以20个团队中的190名员工为样品的三波时滞后研究中检验了我们的假设。研究结果表明，领导者谦逊与关系能量呈正相关，关系能量反过来又会导致员工私酒。此外，一个有机结构强化了关系能量与私酒行为之间的关系，以及领导者谦逊通过关系能量对员工私酒行为的间接影响。论文最后讨论了这些发现对未来的研究和管理实践的启示。

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来源期刊

Journal of Business and Psychology Multiple-

CiteScore

8.80

自引率

4.20%

发文量

期刊介绍： The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.