你得到你想要的了吗?期望的仆人式领导与实际的仆人式领导(不)匹配的后果,以及10个国家背景的作用

IF 3.8 4区 管理学 Q2 BUSINESS
Siqi Wang, Yasin Rofcanin, M. Las Heras, M. J. Bosch, E. Marescaux
{"title":"你得到你想要的了吗?期望的仆人式领导与实际的仆人式领导(不)匹配的后果,以及10个国家背景的作用","authors":"Siqi Wang, Yasin Rofcanin, M. Las Heras, M. J. Bosch, E. Marescaux","doi":"10.1177/23409444231168421","DOIUrl":null,"url":null,"abstract":"This study explores how (in)congruence of desired and actual behaviors of servant leaders shape the outcomes of followers’ work engagement, well-being, and turnover intentions. We underline the significance of cultural context in influencing follower outcomes and, thus, integrate a gender-cultural perspective to highlight the moderating role of gender inequality on a country level. In so doing, we postulate a strong relationship between the effects of actual/desired behaviors of servant leaders upon follower work outcomes, especially in contexts where gender inequality is high. Our results from documenting the perceptions of full-time employees ( n = 2,960) across 10 countries using polynomial regression analyses show that followers’ turnover intentions are lower and work engagement is higher when there is a congruence between followers’ perception of servant leadership and desired servant leadership. Moreover, we found that followers’ well-being is higher when actual and desired servant leadership is congruent as opposed to incongruent. In addition, the results show that the beneficial impact of congruence (as opposed to incongruence) is stronger in the cultural context where gender inequality is high. We contribute to the literature by showing the important impacts of (in)congruence between desired and actual servant leadership on followers’ outcomes. JEL CLASSIFICATION M12","PeriodicalId":46891,"journal":{"name":"Brq-Business Research Quarterly","volume":"28 1","pages":""},"PeriodicalIF":3.8000,"publicationDate":"2023-04-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Do you get what you desire? Consequences of (mis) fit of desired versus actual servant leadership, and the role of context across 10 countries\",\"authors\":\"Siqi Wang, Yasin Rofcanin, M. Las Heras, M. J. Bosch, E. Marescaux\",\"doi\":\"10.1177/23409444231168421\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"This study explores how (in)congruence of desired and actual behaviors of servant leaders shape the outcomes of followers’ work engagement, well-being, and turnover intentions. We underline the significance of cultural context in influencing follower outcomes and, thus, integrate a gender-cultural perspective to highlight the moderating role of gender inequality on a country level. In so doing, we postulate a strong relationship between the effects of actual/desired behaviors of servant leaders upon follower work outcomes, especially in contexts where gender inequality is high. Our results from documenting the perceptions of full-time employees ( n = 2,960) across 10 countries using polynomial regression analyses show that followers’ turnover intentions are lower and work engagement is higher when there is a congruence between followers’ perception of servant leadership and desired servant leadership. Moreover, we found that followers’ well-being is higher when actual and desired servant leadership is congruent as opposed to incongruent. In addition, the results show that the beneficial impact of congruence (as opposed to incongruence) is stronger in the cultural context where gender inequality is high. We contribute to the literature by showing the important impacts of (in)congruence between desired and actual servant leadership on followers’ outcomes. JEL CLASSIFICATION M12\",\"PeriodicalId\":46891,\"journal\":{\"name\":\"Brq-Business Research Quarterly\",\"volume\":\"28 1\",\"pages\":\"\"},\"PeriodicalIF\":3.8000,\"publicationDate\":\"2023-04-28\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Brq-Business Research Quarterly\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://doi.org/10.1177/23409444231168421\",\"RegionNum\":4,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"BUSINESS\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Brq-Business Research Quarterly","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1177/23409444231168421","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 0

摘要

本研究探讨仆人型领导者的期望行为与实际行为的一致性如何影响追随者的工作投入、幸福感和离职意向。我们强调文化背景在影响追随者成果方面的重要性,因此整合了性别文化视角,以突出性别不平等在国家层面上的调节作用。在这样做的过程中,我们假设仆人式领导者的实际/期望行为对追随者工作结果的影响之间存在很强的关系,特别是在性别不平等程度很高的背景下。我们对10个国家的全职员工(n = 2960)的看法进行了多项式回归分析,结果表明,当追随者对仆人式领导的看法与期望的仆人式领导一致时,追随者的离职意愿更低,工作投入更高。此外,我们发现,当实际和期望的仆人式领导是一致的,而不是不一致的,追随者的幸福感更高。此外,研究结果表明,在性别不平等程度较高的文化背景下,一致性(相对于不一致性)的有益影响更大。我们通过展示期望和实际仆人式领导之间的一致性对追随者结果的重要影响,为文献做出了贡献。凝胶分类m12
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Do you get what you desire? Consequences of (mis) fit of desired versus actual servant leadership, and the role of context across 10 countries
This study explores how (in)congruence of desired and actual behaviors of servant leaders shape the outcomes of followers’ work engagement, well-being, and turnover intentions. We underline the significance of cultural context in influencing follower outcomes and, thus, integrate a gender-cultural perspective to highlight the moderating role of gender inequality on a country level. In so doing, we postulate a strong relationship between the effects of actual/desired behaviors of servant leaders upon follower work outcomes, especially in contexts where gender inequality is high. Our results from documenting the perceptions of full-time employees ( n = 2,960) across 10 countries using polynomial regression analyses show that followers’ turnover intentions are lower and work engagement is higher when there is a congruence between followers’ perception of servant leadership and desired servant leadership. Moreover, we found that followers’ well-being is higher when actual and desired servant leadership is congruent as opposed to incongruent. In addition, the results show that the beneficial impact of congruence (as opposed to incongruence) is stronger in the cultural context where gender inequality is high. We contribute to the literature by showing the important impacts of (in)congruence between desired and actual servant leadership on followers’ outcomes. JEL CLASSIFICATION M12
求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信