Moving on: Exploring the implications of leader departure and incoming temporary leaders for collective turnover and unit performance.

IF 9.4 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology Pub Date : 2024-01-01 Epub Date: 2023-08-03 DOI:10.1037/apl0001120
Jonathan L Hendricks, Julie Hancock, Miguel Caldas, Kathryn Ostermeier, Danielle Cooper
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引用次数: 0

Abstract

While leader departures from work units frequently occur within organizations and are assumed to negatively impact unit functioning, the collective reaction to a leader departure event can vary across time. While a common expectation of leader departure models is that the incoming leader is permanent, it is unclear how unit-level reactions, such as collective turnover and unit performance, might change over time in response to a departure event when the departing leader is replaced with a temporary leader. We draw on context emergent turnover (CET) theory and literature on leader departures to develop and empirically test specific hypotheses exploring relationships among leader departures, collective turnover, and unit performance over time. In addition, we examine the extent to which these relationships are influenced by the temporary status of the incoming leader. Using discontinuous growth models, we examine a longitudinal data set from 324 units within a large Latin American operation of a global direct sales company (N = 3,082 performance periods). Findings indicate that, after a leader departs, there is an immediate increase in collective turnover and that unit performance decreases over time. Further, when the incoming leader is temporary, unit performance increases briefly, but the rate of performance drops over time. Overall, our research offers insights with regard to how leader departures impact unit outcomes, as well as how long such effects last. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

继续前进:探索领导者离职和临时领导者上任对集体更替和单位绩效的影响。
虽然组织内经常发生领导者离开工作单位的情况,并假定这会对单位的运作产生负面影响,但不同时期对领导者离职事件的集体反应可能会有所不同。虽然领导者离职模型的一个常见预期是新上任的领导者是永久性的,但目前还不清楚当离职领导者被临时领导者取代时,单位层面的反应,如集体更替和单位绩效,会随着时间的推移发生怎样的变化。我们借鉴了情境新兴更替(CET)理论和有关领导者离职的文献,提出了探索领导者离职、集体更替和单位绩效随时间变化之间关系的具体假设,并进行了实证检验。此外,我们还研究了这些关系受新任领导者临时身份的影响程度。我们使用非连续增长模型,研究了一家全球直销公司在拉美地区的 324 个单位的纵向数据集(N = 3,082 个绩效期)。研究结果表明,领导者离职后,集体离职率会立即上升,而单位绩效则会随着时间的推移而下降。此外,当新任领导是临时性的,单位绩效会短暂上升,但随着时间的推移,绩效率会下降。总之,我们的研究为领导者离职如何影响单位成果以及这种影响会持续多久提供了见解。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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
CiteScore
17.60
自引率
6.10%
发文量
175
期刊介绍: The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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