Leadership & Organization Development Journal最新文献_第2页

Family firm performance through transformational CEO leadership and familiness-related team forces 通过变革型首席执行官领导力和与家族相关的团队力量实现家族企业绩效

Leadership & Organization Development Journal Pub Date : 2024-05-24 DOI: 10.1108/lodj-09-2023-0536

Carolin Neffe, Celeste Wilderom, Frank Lattuch

{"title":"Family firm performance through transformational CEO leadership and familiness-related team forces","authors":"Carolin Neffe, Celeste Wilderom, Frank Lattuch","doi":"10.1108/lodj-09-2023-0536","DOIUrl":"https://doi.org/10.1108/lodj-09-2023-0536","url":null,"abstract":"PurposeThe purpose of this study is to test the role of familiness-related team forces induced by the CEO of family firms. In particular, we report on the effects of the transformational leadership style of CEOs on their respective top-management team (TMT) and firm performance when viewed through a familiness lens.Design/methodology/approachSurvey measures were taken from a snowballed sample of 72 CEOs of German family firms as well as from 245 members of their TMTs. We tested the aggregated firm-level data with objective performance indicators of the firms they led.FindingsSupport was obtained for the three hypothesized team-force mediations and the four-path mediation model. The relationship between CEO’s transformational style and high family-firm performance is found to be serially mediated by TMT cohesion, behavioral integration and efficacy. Together, these three types of collective forces are assumed to be the familiness effect of a family-member CEO with a transformational leadership style.Originality/valueWith our model, we quantitatively tested familiness-type forces vis-à-vis firm performance. Theoretical and practical implications of these findings are discussed.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"6 9","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141100754","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Busting the blackbox between managerial coaching behaviors and employee outcomes from a perspective of discrete emotional process mechanism 从离散情感过程机制的角度破解管理者辅导行为与员工结果之间的黑箱

Leadership & Organization Development Journal Pub Date : 2024-05-21 DOI: 10.1108/lodj-05-2023-0219

Wei Liu, Bobo Zhang, Rui Sun, Shuwen Li

{"title":"Busting the blackbox between managerial coaching behaviors and employee outcomes from a perspective of discrete emotional process mechanism","authors":"Wei Liu, Bobo Zhang, Rui Sun, Shuwen Li","doi":"10.1108/lodj-05-2023-0219","DOIUrl":"https://doi.org/10.1108/lodj-05-2023-0219","url":null,"abstract":"PurposeAs coaching assumes an increasingly critical role in satisfying employees' demands for growth, the function of coaching has progressively shifted towards direct supervisors. This study seeks to investigate the distinct effects of managerial coaching behaviors on employee outcomes from an emotional perspective. Specifically, we aim to explore whether leaders' encourage-to-explore and guide-to-learn behaviors impact employees' creativity and performance through discrete emotional mechanisms upon appraisal theory of emotion.Design/methodology/approachWe conducted two studies to test our proposition. In study 1, an experiment using coaching scenarios was performed with 128 students majoring in management. In study 2, data were collected from 311 supervisor-subordinate dyads.FindingsThe results indicate that encourage-to-explore behaviors are positively related to employee creativity by fostering feelings of inspiration, and guide-to-learn behaviors are positively related to employee performance by alleviating anxiety. These findings suggest that different leaders’ coaching behaviors influence employee outcomes through different emotional processes. The theoretical and practical implications of the findings are also discussed.Originality/valueThese findings suggest that different leaders’ coaching behaviors influence employee outcomes through different emotional processes. The theoretical and practical implications of the findings are also discussed.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"24 14","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141118228","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How supervisor perceived overqualification influences exploitative leadership: the mediating role of job anxiety and the moderating role of psychological entitlement 主管认为的资格过高如何影响剥削型领导：工作焦虑的中介作用和心理权利的调节作用

Leadership & Organization Development Journal Pub Date : 2024-05-17 DOI: 10.1108/lodj-06-2023-0292

Linyi Guo, Jing Du, Juncheng Zhang

{"title":"How supervisor perceived overqualification influences exploitative leadership: the mediating role of job anxiety and the moderating role of psychological entitlement","authors":"Linyi Guo, Jing Du, Juncheng Zhang","doi":"10.1108/lodj-06-2023-0292","DOIUrl":"https://doi.org/10.1108/lodj-06-2023-0292","url":null,"abstract":"PurposeDrawing on appraisal theory of emotion, this study aims to establish and test a moderated mediation model underlying the process of exploitative leadership by investigating the mediating role of job anxiety and the moderating role of psychological entitlement.Design/methodology/approachWe collected two-wave questionnaire data from 355 supervisors with matched responses from 1,065 subordinates in Hubei province of China. Hierarchical multiple regression and PROCESS macro were applied to test our hypotheses.FindingsThe results indicated that supervisor perceived overqualification prompted supervisor job anxiety, which then led to raised exploitative leadership. Additionally, we found that supervisor psychological entitlement intensified the direct effect of supervisor perceived overqualification on supervisor job anxiety as well as the indirect effect of supervisor perceived overqualification on exploitative leadership through supervisor job anxiety.Originality/valueAlthough researchers have documented a growing number of consequences of exploitative leadership, less focus has been placed on its antecedents. The study extends our understanding of why, how and when supervisors engage in exploitative behaviors.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"78 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140964420","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Examining the socio-psychological dynamics of interpersonal and organizational deviances: the moderating influence of interpersonal justice and perceived organizational support 考察人际偏差和组织偏差的社会心理动态：人际公正和感知到的组织支持的调节作用

Leadership & Organization Development Journal Pub Date : 2024-05-15 DOI: 10.1108/lodj-07-2023-0350

Basit Abas, Shazia Bukhari, Muhammad Farrukh, Sahar Iqbal

{"title":"Examining the socio-psychological dynamics of interpersonal and organizational deviances: the moderating influence of interpersonal justice and perceived organizational support","authors":"Basit Abas, Shazia Bukhari, Muhammad Farrukh, Sahar Iqbal","doi":"10.1108/lodj-07-2023-0350","DOIUrl":"https://doi.org/10.1108/lodj-07-2023-0350","url":null,"abstract":"PurposeOver time, there has been a rise in deviant behavior among hotel employees. This scenario motivates researchers and practitioners to address the issue. The study aims to examine the influence of socio-psychological factors (abusive supervision, workplace ostracism, work-family conflict and emotional exhaustion) on workplace deviance (interpersonal and organizational deviation) in the hotel industry with the moderating effect of interpersonal justice and perceived organizational support.Design/methodology/approachWe gathered data from 416 employees in the hotel industry by employing a convenience sampling method and administered structured questionnaires. Subsequently, we conducted data analysis using structural equation modeling (SEM).FindingsResults showed that abusive supervision had a direct impact on work-family conflict, emotional exhaustion and interpersonal and organizational deviation; similarly, workplace ostracism had a positive impact on work-family conflict, interpersonal and organizational deviation, but it did not significantly impact emotional exhaustion. Finally, interpersonal justice had significant moderators between abusive supervision and interpersonal and organizational deviation.Originality/valueThis study contributes to the extent of research on the antecedents of interpersonal and organizational deviance and the mediating roles of work-family conflict and emotional exhaustion. Secondly, this research developed an integrated conceptual framework for categorizing the causes of interpersonal and organizational deviance by checking the mediation effect of work-family conflict (WFC) and emotional exhaustion (EE). Perceived organizational support (POS) and interpersonal justice (IPJ) as moderators, which is an addition to earlier works in this field of research.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"48 17","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140974961","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Why and when is frequent supervisory negative feedback undesirable? The role of trust in supervisor and attribution of supervisor motives 为什么以及何时频繁的监督负面反馈不可取？对上司的信任和上司动机归因的作用

Leadership & Organization Development Journal Pub Date : 2024-04-26 DOI: 10.1108/lodj-05-2023-0227

Wenjing Guo, Yuan Jiang, Wei Zhang, Haizhen Wang

{"title":"Why and when is frequent supervisory negative feedback undesirable? The role of trust in supervisor and attribution of supervisor motives","authors":"Wenjing Guo, Yuan Jiang, Wei Zhang, Haizhen Wang","doi":"10.1108/lodj-05-2023-0227","DOIUrl":"https://doi.org/10.1108/lodj-05-2023-0227","url":null,"abstract":"PurposeResearch on the effects of feedback frequency has reported mixed findings. To tackle this problem, the current study focuses on specific feedback signs (i.e. negative feedback). By integrating the face management theory and attribution theory, this study examined the mediating effect of trust in supervisors and the moderating effect of employee-attributed performance promotion motives for negative feedback.Design/methodology/approachA field study with 176 participants and two supplemental experiments with 143 and 100 participants, respectively, were conducted to test the theoretical model.FindingsResults revealed that the frequency of supervisory negative feedback negatively influenced employees’ trust in supervisors, which in turn influenced employees’ perceptions of feedback utility and learning performance. These indirect effects can be alleviated when employees have high degrees of performance promotion attribution for supervisor motives.Originality/valueThis research extends feedback research by integrating feedback frequency with a specific sign of feedback and revealing a moderated mediation effect of the negative feedback frequency.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"9 5","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140652285","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How proactive subordinates cope with supervisor knowledge hiding: the impression management tactic of upward ingratiation 积极主动的下属如何应对上司的知识隐藏：向上讨好的印象管理策略

Leadership & Organization Development Journal Pub Date : 2024-04-16 DOI: 10.1108/lodj-03-2023-0127

Zheyuan Wang, Yuxiang Luan, Lihua Zhang

{"title":"How proactive subordinates cope with supervisor knowledge hiding: the impression management tactic of upward ingratiation","authors":"Zheyuan Wang, Yuxiang Luan, Lihua Zhang","doi":"10.1108/lodj-03-2023-0127","DOIUrl":"https://doi.org/10.1108/lodj-03-2023-0127","url":null,"abstract":"PurposeDespite the detrimental effects of supervisor knowledge hiding on employees and organizations, little research has focused on how subordinates cope with it. Drawing on the impression management theory, this study proposes a mediated moderation model to explain who and how cope with supervisor knowledge hiding.Design/methodology/approachUsing a sample of 340 full-time participants in various organizations and industries in China, the proposed model was tested using ordinary least squares regression with the PROCESS 3.5.FindingsThe results support the mediated moderation model, indicating that proactive subordinates are motivated to manage their impression towards supervisors and engage in upward ingratiation to cope with supervisor knowledge hiding. In contrast, subordinates with low level of proactive personality trait have less impression management motive and engage in fewer upward ingratiatory behaviors.Originality/valueBased on the impression management theory, the current paper contributes to the literature on supervisor knowledge hiding by expanding the consequences of supervisor knowledge hiding, identifying a boundary condition of supervisor knowledge hiding on subordinate’s subsequent behaviors and enriching the mechanism underlying the effect of supervisor knowledge hiding with proactive personality.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"3 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140697562","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Leader-follower congruence in overqualification and leader undermining: the mediating role of leader's downward envy 领导者与追随者在资格过高和领导者破坏中的一致性：领导者向下妒忌的中介作用

Leadership & Organization Development Journal Pub Date : 2024-04-11 DOI: 10.1108/lodj-05-2023-0241

Fang Liu, Junbang Lan, Weichun Zhu, Yuanyuan Gong, Xue Peng

{"title":"Leader-follower congruence in overqualification and leader undermining: the mediating role of leader's downward envy","authors":"Fang Liu, Junbang Lan, Weichun Zhu, Yuanyuan Gong, Xue Peng","doi":"10.1108/lodj-05-2023-0241","DOIUrl":"https://doi.org/10.1108/lodj-05-2023-0241","url":null,"abstract":"PurposeDrawing upon social comparison theory, this paper explores the (in)congruence effect of leader and follower overqualification on leader's downward envy, which in turn leads to leader undermining behavior.Design/methodology/approachUsing two-wave, multi-sourced data gathered in China, a polynomial regression was conducted on 301 leader-follower dyads.FindingsResults show asymmetrical incongruence effects, indicating greater leader's downward envy when leader overqualification was lower than follower overqualification. In addition, by increasing downward envy, leader-follower (in)congruence in overqualification has an indirect positive effect on leader undermining behavior.Practical implicationsThis study highlights the importance of being conscious of both parties’ overqualification levels to avoid unfavorable outcomes. Meanwhile, training for both parties is crucial, offering a holistic understanding of leader-follower overqualification differences and downward envy, as well as skills to manage “triggers” of leader undermining.Originality/valueOur study is among the first to examine the effects of overqualification from a leader-follower dyadic congruence perspective. It suggests that leader's downward envy and undermining behaviors toward followers are influenced by both follower and leader overqualification.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"20 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140715949","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The influence of leaders’ collectivist orientation on employees’ innovative behavior 领导者的集体主义取向对员工创新行为的影响

Leadership & Organization Development Journal Pub Date : 2024-04-09 DOI: 10.1108/lodj-09-2023-0528

Chuan Yang, Hui Jin, Chun Zhang

{"title":"The influence of leaders’ collectivist orientation on employees’ innovative behavior","authors":"Chuan Yang, Hui Jin, Chun Zhang","doi":"10.1108/lodj-09-2023-0528","DOIUrl":"https://doi.org/10.1108/lodj-09-2023-0528","url":null,"abstract":"Purpose This study investigates the relationship between leaders’ collectivist orientation and employees’ innovative behavior, as well as the mediating effects of employees’ collectivist orientation and servant leadership.Design/methodology/approach Based on a survey of 40 leaders and 219 employees in 12 technologically innovative enterprises in Jiangsu Province, China, a hierarchical linear modeling is used.Findings The results show that leaders’ collectivist orientation significantly positively affects employees’ innovative behavior. Moreover, leaders’ collectivist orientation significantly positively affects employees’ collectivist orientation/servant leadership, employees’ collectivist orientation/servant leadership significantly positively affects employees’ innovative behavior, and employees’ collectivist orientation/servant leadership partially mediates the relationship between leaders’ collectivist orientation and employees’ innovative behavior.Originality/value In response to the lack of research on the relationship between leadership cultural orientation and employees’ innovative behavior, this study sheds light on the effectiveness and mechanism of the influence of leaders’ collectivist orientation on employees’ innovative behavior, thus expanding and deepening the boundaries of theoretical research on leadership, culture and innovation management.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"133 31","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140726032","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Developmental leadership as a driver of employee feedback behaviors: the roles of learning goal orientation and leader high performance expectations 发展型领导力是员工反馈行为的驱动力：学习目标导向和领导者高绩效期望的作用

Leadership & Organization Development Journal Pub Date : 2024-04-05 DOI: 10.1108/lodj-07-2023-0369

Zhen Wang, Yao Song

引用次数: 0

How can leaders spark employee creativity? An interpersonal emotion management perspective 领导者如何激发员工的创造力？人际情绪管理视角

Leadership & Organization Development Journal Pub Date : 2024-04-04 DOI: 10.1108/lodj-11-2022-0519

Guangyu Yu, Qi Nie, Jian Peng

{"title":"How can leaders spark employee creativity? An interpersonal emotion management perspective","authors":"Guangyu Yu, Qi Nie, Jian Peng","doi":"10.1108/lodj-11-2022-0519","DOIUrl":"https://doi.org/10.1108/lodj-11-2022-0519","url":null,"abstract":"Purpose This paper seeks to examine how leaders shape employee creativity by using interpersonal emotion management (IEM) strategies. Drawing on the social information processing (SIP) theory, the authors argue that psychological safety translates leader problem-focused IEM into employee creativity, an impact which is moderated by organizational justice.Design/methodology/approach Data were collected in two waves from 201 employees and their leaders in China. Regression analysis was used to test the hypotheses.Findings Leader problem-focused IEM is positively related to employee creativity, and this relationship is mediated by psychological safety. Organizational justice positively moderates the relationship between leader problem-focused IEM and psychological safety as well as the indirect relationship between leader problem-focused IEM and employee creativity via psychological safety.Originality/value This paper identifies a novel and useful predictor of employee creativity from the perspective of leader problem-focused IEM and provides practical insights for organizations regarding ways of improving employee creativity.","PeriodicalId":132021,"journal":{"name":"Leadership & Organization Development Journal","volume":"34 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140745418","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Leadership &amp; Organization Development Journal最新文献

Leadership & Organization Development Journal最新文献