When leader is morally corrupt: interplay of despotic leadership and self-concordance on moral emotions and bullying behavior

2020 ◽  
Vol 39 (7/8) ◽  
pp. 911-928
Author(s):  
Fauzia Syed ◽  
Muhammad Waheed Akhtar ◽  
Muhammad Kashif ◽  
Muhammad Asrar-ul-Haq ◽  
Qurt ul ain ◽  
...  
Keyword(s):  
Leadership Development ◽  
Health Sector ◽  
Moral Emotions ◽  
Time Interval ◽  
Leadership Development Programs ◽  
Content Type ◽  
Bullying Behavior ◽  
Time Lagged ◽  
The Relationship

PurposeThis study investigates despotic leadership (DL) as an antecedent to bullying behavior with a mediating role of moral emotions at work. Another aim is to study the moderating role of self-concordance to buffer the relationship between DL and arousal of moral emotions.Design/methodology/approachThe authors collected two-source (self-reported and supervisor reported) time-lagged data in the shape of a three-wave survey (i.e. one month time interval for each time) from 242 dyads in the health sector of Pakistan.FindingsThe results revealed that moral emotions mediated the relationship between DL and bullying behavior. Furthermore, self-concordance moderates the relationship between DL and moral emotions, such that the relationship will be stronger in the case of low self-concordance.Research limitations/implicationsManagers need to promote a culture that accommodates diversity of opinion at the organization so that everyone is able to express and share their views openly. Organizations should encourage supervisors to participate in leadership development programs aimed at eliminating DL.Originality/valueThis study establishes the role of self-concordance and moral emotions in the relationship between despotic leadership DL and bullying behavior.

Stimulating employee creativity by providing developmental feedback

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Le Cong Thuan
Keyword(s):  
Information Exchange ◽  
Current Paper ◽  
Hierarchical Regression ◽  
Employee Creativity ◽  
Content Type ◽  
Innovative Climate ◽  
Developmental Feedback ◽  
Time Lagged ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of task-efficacy and information exchange in linking the relationship between developmental feedback and employee creativity. In addition, this current paper tests the moderating role of innovative climate in reinforcing the effects of task-efficacy and information exchange on employee creativity. Design/methodology/approach This current research used a time-lagged questionnaire survey to reduce the potential problem of common method variance. The sample size of this study was 305 employees from information technology companies in southern Vietnam. This research undertook a hierarchical regression analysis to test the hypotheses. Findings The results found that task-efficacy and information exchange fully meditated the relationship between developmental feedback and employee creativity. Furthermore, innovative climate positively moderated the effects of task-efficacy and information exchange on employees’ creative performance. Originality/value This current paper is one of the first studies to examine task-efficacy as a motivational mechanism and information exchange as a cognitive mechanism for understanding the relationship between developmental feedback and employee creativity. This paper is also one of the first attempts to investigate whether innovative climate reinforces the effects of task-efficacy and information exchange on employee creativity.

Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Inam Ul Haq ◽  
Usman Raja ◽  
Imtiaz Alam ◽  
Dirk De Clercq ◽  
Sharjeel Saleem
Keyword(s):  
Servant Leadership ◽  
Social Exchange ◽  
Ethical Climate ◽  
Social Exchange Theory ◽  
Interactive Effects ◽  
Content Type ◽  
Workplace Mistreatment ◽  
Time Lagged ◽  
The Relationship

PurposeWith a foundation in social exchange theory, this study examines the relationship between servant leadership and three types of workplace mistreatment – bullying, incivility and ostracism – while also considering a mediating role of trust in the leader and a moderating role of the ethical climate.Design/methodology/approachThree time-lagged sets of data (N = 431) were collected among employees working in various sectors.FindingsServant leadership relates significantly to trust in the leader, as well as to workplace bullying, incivility and ostracism. In turn, trust in the leader mediates the relationship between servant leadership and all three types of workplace mistreatment. The results also indicate the presence of moderated mediation, in that the indirect effect of servant leadership on workplace mistreatment is moderated by the ethical climate.Originality/valueThis study adds to extant research by examining the mediating mechanism of trust in leaders with servant leadership and workplace mistreatment, along with interactive effects of ethical climate.

When workplace bullying spreads workplace deviance through anger and neuroticism

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Jahanzeb ◽  
Tasneem Fatima ◽  
Dirk De Clercq
Keyword(s):  
Emotional Distress ◽  
Design Methodology ◽  
Workplace Bullying ◽  
Workplace Deviance ◽  
Content Type ◽  
Mediating Role ◽  
Time Lagged ◽  
Counterproductive Work Behaviours ◽  
The Relationship

Purpose With a basis in affective events theory, this study aims to investigate the mediating role of anger in the relationship between employees’ exposure to workplace bullying and their engagement in deviant behaviours, as well as the invigorating role of their neuroticism in this process. Design/methodology/approach Three-wave, time-lagged data were collected from employees and their peers in a sample of Pakistani organizations. Findings Workplace bullying spurs interpersonal and organizational deviance because it prompts feelings of anger in employees. This mechanism is more prominent among employees with high levels of neuroticism. Originality/value This study reveals that the experience of anger is a key feature by which bullying behaviours steer employees towards counterproductive work behaviours, and this harmful process is more likely to escalate when employees’ personality makes them more vulnerable to emotional distress.

Gratitude and leadership in higher education institutions

2019 ◽  
Vol 12 (5) ◽  
pp. 915-926 ◽  
Author(s):  
Naval Garg ◽  
Shilpika Gera
Keyword(s):  
Leadership Development ◽  
Teacher Leadership ◽  
Social Intelligence ◽  
Mediating Effect ◽  
Content Type ◽  
University Teachers ◽  
Leadership In Higher Education ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine the relationship between gratitude and transformational leadership among university teachers. The study also intended to investigate the mediating effect of social intelligence (SI) on this relationship between gratitude and leadership. Design/methodology/approach Correlation and regression are used to analyze the relationship between gratitude, SI and leadership. Mediating effect of SI is accessed using Baron and Kenny’s (1986) method and bootstrapping technique. Findings Findings reveal positive relationship between gratitude and teacher leadership. SI is also found to mediate partially. The paper also discusses practical implications, limitations and scope for future researchers. Originality/value This is one of the pioneer studies that explore the role of gratitude in leadership development. Findings of the study will guide educational administrators to become more effective and efficient leaders.

A moderated mediation model of the association between coworker social undermining and knowledge hiding

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bashir Ahmad ◽  
Imran Shafique ◽  
Masood Nawaz Kalyar
Keyword(s):  
Social Support ◽  
Social Undermining ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Family Social Support ◽  
Time Lagged ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Relationship

Purpose This study aims to test the relationship between perceived coworker social undermining and knowledge hiding behavior among Pakistani doctors working in hospitals. This study further investigates the mediating role of employee cynicism (EC) and the moderating role of family social support between the association of family social support and knowledge hiding. Design/methodology/approach Time lagged approach was used to collect the data from 391 trainee doctors working in large hospitals in Pakistan. Findings The findings suggest that coworker social undermining is significantly related to EC and knowledge hiding behaviors. EC mediates the relationship between EC and knowledge hiding. Furthermore, family social support was found to play a buffer role such that the indirect effect of social undermining on knowledge hiding through cynicism was weak for those who received high family social support and vice versa. Originality/value Knowledge hiding is deleterious to effective organizational functioning. This study adds to knowledge about the relationship between coworker social undermining and knowledge hiding behavior. This research extends the existing research streams of social undermining and knowledge hiding research to one of the underrepresented South Asian context, Pakistan.

Charisma as an attribute of transformational leaders: what about credibility?

2018 ◽  
Vol 37 (6) ◽  
pp. 512-524 ◽  
Author(s):  
Ralph Williams Jr ◽  
Deana M. Raffo ◽  
Leigh Anne Clark
Keyword(s):  
Transformational Leadership ◽  
Leadership Development ◽  
Organizational Performance ◽  
Transformational Leaders ◽  
Content Type ◽  
Credibility Scale ◽  
Leadership Research ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this paper is to propose a conceptual model describing potential relationships among transformational leadership, charisma, credibility and organizational performance. Design/methodology/approach This paper is conceptual, based on a review of current transformational leadership, charisma and credibility literature. Findings The authors present a model where credibility is an antecedent of transformational leadership; transformational leadership has a positive effect on organizational performance; and charisma positively moderates the relationship between transformational leadership and organizational performance. Research limitations/implications A model to integrate credibility into transformational leadership research is proposed. Practical implications This paper considers credibility as an important attribute of transformational leadership, and thus credibility may have significant implications for practitioners in leadership development strategies. Originality/value Currently, there is a lack of research on the role of credibility in leadership. The authors discuss the importance of measuring leader credibility and generating a credibility scale.

Well-being in times of ill-being: how AMO HRM practices improve organizational citizenship behaviour through work-related well-being and service leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andres Salas-Vallina ◽  
Susana Pasamar ◽  
Mario J. Donate
Keyword(s):  
Organizational Citizenship ◽  
Well Being ◽  
Public Healthcare ◽  
Content Type ◽  
Work Related ◽  
Service Leadership ◽  
Time Lagged ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.Design/methodology/approachUsing the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.FindingsResults provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.Originality/valueBuilding on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.

Who will pay for customers' fault? Workplace cheating behavior, interpersonal conflict and traditionality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chenghao Men ◽  
Weiwei Huo ◽  
Jing Wang
Keyword(s):  
Indirect Effect ◽  
Design Methodology ◽  
Interpersonal Conflict ◽  
Conservation Of Resources ◽  
Content Type ◽  
Cheating Behavior ◽  
Time Lagged ◽  
The Relationship ◽  
Customers Perspective

PurposeDespite workplace cheating behavior is common and costly, little research has explored its antecedents from customers' perspective. The current study aims to investigate the indirect mechanisms between customer mistreatment and cheating behavior, and exam the moderated role of traditionality.Design/methodology/approachDrawing on conservation of resources theory, the authors examine how customer mistreatment affects workplace cheating behavior. They test their hypotheses using a time-lagged field study of 183 employees.FindingsThe results show that customer mistreatment is positively related to interpersonal conflict with customers, which positively affects workplace cheating behavior. Traditionality moderates the indirect effect of customer mistreatment on workplace cheating behavior.Originality/valueThis study calls for researchers' attention to exploring the antecedents of workplace cheating behavior from customers' perspective, and first provides empirical evidence on the relationship between customer mistreatment and workplace cheating behavior, which has never been examined.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

scholarly journals Sustainable Orientation of Management Capability and Innovative Performance: The Mediating Effect of Knowledge Management

2020 ◽  
Vol 12 (4) ◽  
pp. 1366
Author(s):  
Julio C. Acosta-Prado ◽  
Oscar H. López-Montoya ◽  
Carlos Sanchís-Pedregosa ◽  
Ulpiano J. Vázquez-Martínez
Keyword(s):  
Knowledge Management ◽  
Structural Equation ◽  
Health Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Innovative Performance ◽  
Management Capability ◽  
The Relationship ◽  
Positive Effect

The literature suggests that innovation allows organizations to reach a desirable level of sustainability. There is evidence to support the role of knowledge management (KM) as well as management capability (MC) in producing a sustainable approach at organizations. Furthermore, organizations commonly achieve sustainable practices through corporate social responsibility (CSR). In particular, the health sector is increasingly implementing CSR strategies, although with a narrow understanding of the factors to success. Hence, trends lead to asymmetric growth between organizations. This study aims to examine the mediating role of KM in the relationship between MC and innovative performance (IP) in 331 Health Provider Institutions (HPIs). The research reflective model was assessed through Partial Least Squares Structural Equation Modeling (PLS-SEM). According to the results, MC has a positive effect on IP, MC has a positive effect on KM, and KM has a positive effect on IP. Likewise, KM significantly mediates the relationship between MC and IP. Our findings support the importance of KM in addressing MCs in HPIs as it enables innovative practices to address CSR goals to achieve a sustainable impact. Moreover, this study contributes by expanding KM to contexts that are not usually studied, such as health in a South American country.

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