리더십 연구最新文献

{"title":"The Effect of Abusive Supervision on Supervisor Trust: Mediating Effects of Emotional Labor Strategies","authors":"Ju Yeong Kim, Hee Sun Chae, Wei Zhang, Seong Ik Ahn","doi":"10.22243/tklq.2023.14.3.65","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.3.65","url":null,"abstract":"As workplace bullying has emerged as a serious social problem, many researches on the abusive supervision representing workplace bullying have been conducted. The abusive supervision has a significant negative impact on the subordinate's attitude and behavior, especially on the subordinate's trust in the supervisor, which has been confirmed to have a positive effect through many empirical studies. Therefore, it is necessary to properly recognize the impact of abusive supervision that occurs frequently in the organization on supervisor trust, and the need to manage it at the organizational level is increasing. Accordingly, this study focuses on the emotional mechanism of subordinates (the mediating effect of emotional labor strategies divided into deep acting and surface acting), and based on social exchange theory and conservation of resources theory, we clarify the impact of abusive supervision on supervisor trust.
 This study conducted a survey of organizational members working with their supervisors for empirical study, and a total of 317 samples were used for research hypothesis analysis. As a result of structural equation analysis, the abusive supervision did not have a statistically significant effect on supervisor trust, but the negative effect on deep acting and the positive effect on surface acting were confirmed. Deep acting had a positive effect on supervisor trust, and surface acting did not have a significant effect on supervisor trust. As a result of the mediating effect verification, it was found that deep acting mediates the relationship between abusive supervision and supervisor trust.
 Based on the above research results, theoretical and practical implications for the effect of abusive supervision were presented.","PeriodicalId":491521,"journal":{"name":"리더십 연구","volume":"49 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135991227","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}

{"title":"Antecedents of Motivation to Lead: Goal Orientation and Team Individualism","authors":"Ji Hoon Jeon, Yonjeong Paik","doi":"10.22243/tklq.2023.14.3.3","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.3.3","url":null,"abstract":"Recently, a social trend termed “leadership phobia”, which refers to a phenomenon characterized by avoiding leadership roles, has received coverage in South Korea. This trend, indicating a decreased motivation to lead, calls for further studies on the antecedents of motivation to lead. Therefore, the primary purpose of this study is to identify individual- and team-level factors that influence motivation to lead and test their main effects as well as interaction effects. Specifically, we focus on individual goal orientation and team individualism. In this context, we distinguish between three different types of goal orientation: learning goal orientation, performance prove goal orientation, and performance avoid goal orientation.
 We conducted a paper-and-pencil survey among 222 team members from 43 teams in a large company in South Korea and employed hierarchical linear modeling to test our hypotheses. Our findings revealed that both learning goal orientation and performance prove goal orientation positively influenced motivation to lead. Conversely, performance avoid goal orientation exhibited a negative association with motivation to lead. Interestingly, contrary to our initial prediction, team individualism did not demonstrate any significant main effect on motivation to lead.
 Among the cross-level interaction effects between the three types of goal orientation and team individualism, we found that the interaction between performance prove goal orientation and team individualism was statistically significant, aligning with our expectations. Specifically, for team members with a high level of performance prove goal orientation, team individualism had a detrimental effect on motivation to lead. Conversely, for team members with a low level of performance prove goal orientation, team individualism had a positive effect on motivation to lead.
 However, our hypothesis suggesting that learning goal orientation would amplify the negative impact of team individualism on motivation to lead was not supported. Surprisingly, learning goal orientation weakened the negative effect instead. On the other hand, the interaction between performance avoid goal orientation and team individualism did not yield any significant findings.
 These results have important theoretical and practical implications, which are discussed further in this study.","PeriodicalId":491521,"journal":{"name":"리더십 연구","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135991225","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}

{"title":"The Interactive Effect of Supportive Leadership and Creative Process Engagement on Employee Creativity","authors":"Dongwon Choi, Dongkyu Kim","doi":"10.22243/tklq.2023.14.3.119","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.3.119","url":null,"abstract":"In the modern organizational context, creativity is a key factor for organizational competitiveness, and leaders play a crucial role in promoting employee creativity. While previous research has shown that positive impact of constructive leader behaviors on employee creativity, there have been inconsistent results regarding the implications of supportive leadership on creativity. To address the limitation, integrating the notion of leadership, creativity, and the dominance complementarity theory, we examine the interactive effect of supportive leadership and employee creative process engagement on employee creativity. Specifically, first, we expect a positive relationship between leader coaching and employee creativity, with considering leader coaching as a form of supportive leadership. Second, we further posit that this relationship varies depending on the level of employee creative process engagement. In particular, we expect that the association will become an inverted U-shaped relationship, meaning that beyond a certain level, leader coaching may hinder employee creativity. To examine the above hypotheses, we collected the survey data from 187 leader-follower dyads of employees who work in Korean organizations; we found that all hypotheses were supported. With this study, we intend to contribute to the advancement of research on creativity, leadership, and the theory of dominance complementarity.","PeriodicalId":491521,"journal":{"name":"리더십 연구","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135991228","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}

{"title":"The Relationship between Abusive Supervision, Work-Life Balance, Regulatory Focus and Customer Orientation","authors":"Tae-eun Kim, Yoon-hyung Cho","doi":"10.22243/tklq.2023.14.3.31","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.3.31","url":null,"abstract":"Hundreds of studies have investigated the negative impact of abusive supervision over the last two decades. Many scholars have examined the relationship between abusive supervision and various result variables. Abusive supervision defined as subordinates' perception of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors(Tepper, 2000, p.178). So many scholars need to further investigate this escalating phenomenon to develop interventions that can help managers, practitioners, and organizations at reducing or eliminating such destructive supervisory behaviors. This research to examined the relationship between abusive supervision and customer orientation based on the hospital context. More detailed we set the work life balance(WLB) mediating variable, clear explain of process of abusive supervision influence to customer orientation. Also we set the regulatory focus(prevent, promotion, Higgins, 1998) moderate variables reflected context. Based on the literature review, we build up the direct, mediate, moderate and moderated mediation hypothesis. Total 289 questionnaires are used for testing the hyphotheis, overcome the common method bias because of time lagged collections. The results are as follows. First, abusive supervision significantly decreased customer orientation and WLB. Second, WLB significantly increased customer orientation. Third, WLB mediate between abusive supervision and customer orientation. Fourth, regulatory focus(prevent, promotion) moderate between abusive supervision and WLB. More detailed, if high on prevention focus, abusive supervision and WLB of negative relationship are buffered. However if high on promotion focus, abusive supervision and WLB of negative relationship are boost up. Finally, moderated mediation(conditionally indirect effect) effect are supported which if high on promotion focus, that if high on promotion focus, WLB of mediation effect are greater than if low on promotion focus. Based on the results, Organization should prevent the supervisor’s abusive supervision for set the strong ethical norm, practices and regulations. Also should set the and freely using of WLB practices for customer orientation. Therefore, this study have theoretical and implemental contributions to explain of relationship between abusive supervision, customer orientation, WLB and regulatory focus.","PeriodicalId":491521,"journal":{"name":"리더십 연구","volume":"49 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135991224","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}

{"title":"Abusive Supervision and Task Performance: The Mediating Role of LMX and The Moderating Role of Self-Enhancement Motive","authors":"Seckyoung Loretta Kim, Myungsun Kim, Seokhwa Yun","doi":"10.22243/tklq.2023.14.3.97","DOIUrl":"https://doi.org/10.22243/tklq.2023.14.3.97","url":null,"abstract":"Based on social exchange theory, this study aims to suggest an integrative explanation for the negative effect of abusive supervision by exploring its main effect, mechanism, and moderator. Specifically, this study investigates how abusive supervision links to task performance as mediated by leader-member exchange (LMX). Moreover, we examine the moderating role of employee self-enhancement motive in the relationship between abusive supervision, LMX, and task performance. Utilizing a sample of dyads comprising full-time employees and their immediate supervisors, we found that our results support all of the hypotheses. Consistent with our hypotheses, abused employees showed a low level of task performance and such negative relationship was mediated by LMX. Within a moderated mediation framework, our results also showed that self-enhancement motive moderates the negative relationship between abusive supervision and task performance via LMX. Specifically, when self-enhancement is high, the negative effect of abusive supervision on LMX and on task performance via LMX were attenuated. Theoretical and practical implications are discussed.","PeriodicalId":491521,"journal":{"name":"리더십 연구","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135991226","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}