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
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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
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来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
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