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Liu X, Mao J, Zheng X, Ni D, Harms PD. When and why narcissism leads to taking charge? The roles of coworker narcissism and employee comparative identity. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1111/joop.12401] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Xin Liu
- Renmin Business School Renmin University of China Beijing China
| | - Jih‐Yu Mao
- Nottingham University Business School China University of Nottingham Ningbo China Ningbo China
| | - Xiaoming Zheng
- School of Economics and Management Tsinghua University Beijing China
| | - Dan Ni
- School of Business Sun Yat‐sen University Guangzhou China
| | - Peter D. Harms
- Culverhouse College of Business University of Alabama Tuscaloosa Alabama USA
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Paunova M, Li‐Ying J. Interactive Effects of Self‐Concept and Social Context on Perceived Cohesion in Intensive Care Nursing. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12377] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Minna Paunova
- Department of Management, Society and Communication, Copenhagen Business School
| | - Jason Li‐Ying
- DTU Centre for Technology Entrepreneurship Technical University of Denmark
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3
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Can authentic leaders reduce the spread of negative workplace gossip? The roles of subordinates' perceived procedural justice and interactional justice. JOURNAL OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1017/jmo.2021.32] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
Abstract
Many studies suggest that leaders should discourage or prevent the spread of negative workplace gossip (NWG), but yet little is understood about the relationship between leaders and their subordinates' NWG. This study interprets the linkage between authentic leadership and two types of NWG via individuals' perceptions of justice based on fairness heuristic and justice views. The data were collected in a three-stage process from a large information technology corporation in China. The findings revealed that interactional justice mediated authentic leadership and NWG's relationship with supervisors and the relationship between authentic leadership and NWG about coworkers. The procedural justice mediated the relationship between authentic leadership and NWG about supervisors, while it didn't mediate the relationship between authentic leadership and NWG about coworkers. The theoretical and practical implications are discussed.
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Roney C, Soicher HM. Work and well-being: collective and individual self-concept, job commitment, citizenship behavior, and autonomy as predictors of overall life satisfaction. The Journal of Social Psychology 2021; 162:423-434. [PMID: 33877006 DOI: 10.1080/00224545.2021.1915230] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Abstract
A job may contribute to overall life satisfaction (LS) when it meets basic psychological needs. This study examined aspects of one's work (organizational commitment, citizenship behavior and autonomy), and individual differences in self-concept (collective versus individual), as predictors of overall LS. 295 employees working at a variety of jobs completed questionnaires online. Results showed that higher collective self-concept predicted greater LS; this was partially mediated by affective job commitment, work autonomy and altruistic citizenship behaviors, all of which also independently predicted greater LS. Higher individual self-concept was also a significant predictor of LS, partially mediated by compliance citizenship behaviors. These results suggest that when work fulfills a need for connectedness (i.e., for people with a collective self-concept), autonomy, and when we feel emotionally committed to our job, and go beyond what it requires, our overall LS is higher. These results clarify some positive ways that our work contributes to overall LS, but important questions remain for future research.
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Affiliation(s)
- Christopher Roney
- Department of Psychology, King's University College at Western University, London, ON, Canada
| | - Hannah M Soicher
- Department of Psychology, King's University College at Western University, London, ON, Canada
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Robert V, Vandenberghe C. Laissez-Faire Leadership and Affective Commitment: the Roles of Leader-Member Exchange and Subordinate Relational Self-concept. JOURNAL OF BUSINESS AND PSYCHOLOGY 2020; 36:533-551. [PMID: 34720397 PMCID: PMC8549996 DOI: 10.1007/s10869-020-09700-9] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/13/2023]
Abstract
Although the detrimental effects of laissez-faire leadership are well documented, research on the underlying mechanisms and the boundary conditions associated with these effects remains scarce. Using the identity orientation framework and social exchange theory, we propose that employees with stronger relational self-concepts are more likely to be affected by laissez-faire leadership. As these employees define themselves through dyadic relationships, they may react more negatively to laissez-faire leadership by diminishing their contributions to mutual goals and reducing their affective organizational commitment. These predictions were tested within a three-wave longitudinal study through structural equations modeling analyses with full information maximum likelihood estimation on a sample of employees from multiple organizations (N = 449). As predicted, the relational self-concept was associated with a stronger negative effect of laissez-faire leadership on the contribution dimension of leader-member exchange and a stronger negative indirect effect on affective organizational commitment. The implications of these findings for our understanding of the mechanisms related to laissez-faire leadership are discussed.
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Affiliation(s)
- Véronique Robert
- HEC Montréal, 3000 chemin Côte Ste-Catherine, Montréal, Québec H3T2A7 Canada
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Gottfredson RK, Reina CS. Exploring why leaders do what they do: An integrative review of the situation-trait approach and situation-encoding schemas. THE LEADERSHIP QUARTERLY 2020. [DOI: 10.1016/j.leaqua.2019.101373] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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Lapointe É, Vandenberghe C, Ben Ayed AK, Schwarz G, Tremblay M, Chenevert D. Social Comparisons, Self-Conceptions, and Attributions: Assessing the Self-Related Contingencies in Leader-Member Exchange Relationships. JOURNAL OF BUSINESS AND PSYCHOLOGY 2019; 35:381-402. [PMID: 32624640 PMCID: PMC7319409 DOI: 10.1007/s10869-019-09628-9] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/11/2023]
Abstract
Research on leader-member exchange (LMX) has demonstrated that, in addition to the value of LMX as an indicator of quality relationships with leaders, employees also evaluate how their relationship with the leader compares to other employees' relationship with the leader. This finding led to the emergence of LMX social comparison (LMXSC). This study examines how LMX vs. LMXSC relates to work outcomes and considers the employee and perceived supervisor self-concept levels as moderators. We posit that LMX predicts work performance through increased organizational commitment. We further suggest that the relational and collective levels of the self-concept act as contingencies of the relationships among LMX, LMXSC, commitment, and performance. A sample of 250 employee-supervisor dyads was used to test the hypotheses. LMX predicted commitment and, indirectly, performance. The employee and perceived supervisor relational self-concepts acted as moderators of LMXSC, and the perceived supervisor collective self-concept acted as a moderator of LMX and LMXSC. However, not all moderation hypotheses were supported. Unexpected moderating effects involving the employee and perceived supervisor individual self-concepts, as well as main effects, were also uncovered. This study helps differentiate LMX from LMXSC and understand the role of self-conceptions, including self-conceptions attributed by employees to the leader, in leader-member relationships.
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Affiliation(s)
- Émilie Lapointe
- Nottingham University Business School China, The University of Nottingham Ningbo China, Ningbo, China
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Li J, Laurence GA, Blume BD. How does supervisor-focused procedural justice explain the effects of person-focused leadership? The moderating role of leader-referenced relational-self. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1458713] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Jie Li
- School of Management, University of Michigan Flint, Flint, MI, USA
| | | | - Brian D. Blume
- School of Management, University of Michigan Flint, Flint, MI, USA
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Quondam Commitments: An Examination of Commitments Employees No Longer Have. ACADEMY OF MANAGEMENT DISCOVERIES 2017. [DOI: 10.5465/amd.2015.0073] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Kong DT, Barsness ZI. Perceived Managerial (Remote Leader) Trustworthiness as a Moderator for the Relationship between Overall Fairness and Perceived Supervisory (Direct Leader) Trustworthiness. CURRENT PSYCHOLOGY 2016. [DOI: 10.1007/s12144-016-9511-6] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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11
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Cao X, Chen L, Tian L, Diao Y, Hu X. Effect of professional self-concept on burnout among community health nurses in Chengdu, China: the mediator role of organisational commitment. J Clin Nurs 2015; 24:2907-15. [PMID: 26179056 DOI: 10.1111/jocn.12915] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/17/2015] [Indexed: 02/05/2023]
Affiliation(s)
- Xiaoyi Cao
- Hemodialysis Center; Department of Nephrology; West China Hospital; Sichuan University; Chengdu China
| | - Lin Chen
- Hemodialysis Center; Department of Nephrology; West China Hospital; Sichuan University; Chengdu China
| | - Lang Tian
- Department of Hepatobilliary Surgery; Sichuan Cancer Hospital; Chengdu China
| | - Yongshu Diao
- Department of Nephrology; West China Hospital; Sichuan University; Chengdu China
| | - Xiuying Hu
- Department of Nursing; West China Hospital; Sichuan University; Chengdu China
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Saboe KN, Taing MU, Way JD, Johnson RE. Examining the Unique Mediators That Underlie the Effects of Different Dimensions of Transformational Leadership. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2014. [DOI: 10.1177/1548051814561028] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Although transformational leadership has been found to relate favorably to various work outcomes, past research has predominantly focused on overall transformational leadership rather than its dimensions. We addressed this shortcoming by examining how two dimensions of transformational leadership—providing support and emphasizing group goals—relate to follower organizational citizenship behavior and turnover intentions via leader–member exchange and employee commitment. Survey data were collected from 107 triads (employees, supervisors, and coworkers) employed in various organizations and industries. We supported our theoretical model in which the relation of providing support with organizational citizenship behavior is mediated by leader–member exchange and supervisor commitment, whereas the relationship of emphasizing group goals with turnover intentions is mediated by organizational commitment. These findings indicate that the dimensions of transformational leadership operate through unique channels. One implication for leadership development is that, depending on what outcome is desired (e.g., strengthening commitment to the leader vs. the organization), training can be tailored to target the most relevant dimension (e.g., providing support is more important for cultivating commitment to the leader vs. the organization). We discuss these and other implications of our findings.
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Zargar MS, Vandenberghe C, Marchand C, Ayed AKB. Job scope, affective commitment, and turnover: The moderating role of growth need strength. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2013. [DOI: 10.1111/joop.12046] [Citation(s) in RCA: 18] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Suliman A. Organizational justice and innovation in the workplace: the case of the UAE. JOURNAL OF MANAGEMENT DEVELOPMENT 2013. [DOI: 10.1108/jmd-03-2012-0037] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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15
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Boroş S, Curşeu PL. Is it here where I belong? An integrative model of turnover intentions. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2013. [DOI: 10.1111/jasp.12104] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Becker TE, Ullrich J, van Dick R. Within-person variation in affective commitment to teams: Where it comes from and why it matters. HUMAN RESOURCE MANAGEMENT REVIEW 2013. [DOI: 10.1016/j.hrmr.2012.07.006] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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17
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Perceived sacrifice and few alternatives commitments: The motivational underpinnings of continuance commitment's subdimensions. JOURNAL OF VOCATIONAL BEHAVIOR 2012. [DOI: 10.1016/j.jvb.2012.05.002] [Citation(s) in RCA: 25] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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Jackson EM, Johnson RE. When opposites do (and do not) attract: Interplay of leader and follower self-identities and its consequences for leader–member exchange. LEADERSHIP QUARTERLY 2012. [DOI: 10.1016/j.leaqua.2011.12.003] [Citation(s) in RCA: 55] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Yang H, Sanders K, Bumatay CP. Linking perceptions of training with organizational commitment: The moderating role of self-construals. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2012. [DOI: 10.1080/1359432x.2010.546948] [Citation(s) in RCA: 18] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Johnson RE, Jackson EM. Appeal of organizational values is in the eye of the beholder: The moderating role of employee identity. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2010. [DOI: 10.1348/096317908x373914] [Citation(s) in RCA: 23] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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Johnson RE, Chang CH, Rosen CC. “Who I Am Depends on How Fairly I'm Treated”: Effects of Justice on Self-Identity and Regulatory Focus. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2010. [DOI: 10.1111/j.1559-1816.2010.00691.x] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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22
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Chang CH(D, Johnson RE. Not all leader–member exchanges are created equal: Importance of leader relational identity. LEADERSHIP QUARTERLY 2010. [DOI: 10.1016/j.leaqua.2010.07.008] [Citation(s) in RCA: 51] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Markovits Y, Ullrich J, Dick RV, Davis AJ. Regulatory foci and organizational commitment. JOURNAL OF VOCATIONAL BEHAVIOR 2008. [DOI: 10.1016/j.jvb.2008.09.004] [Citation(s) in RCA: 25] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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