Yan Bao, S. Liao, Jianqiao Liao, Fubin Sun, Shanxing Gao
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When Does Leader–Subordinate (In)Congruence in Power Distance Orientation Affect Employees’ Work Engagement? The Moderating Effect of Team Structure Clarity
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.
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.