Humble Leader Behavior and Its Effects on Performance at the Team and Individual Level: A Multi-Perspective Study

2021 ◽  
pp. 105960112110244
Author(s):  
Shengming Liu ◽  
Xin Lucy Liu ◽  
Hui Wang ◽  
Ying Wang

Drawing upon social information processing theory, this study builds a multilevel model to explore the effects of humble leader behavior on performance in teams. Time-lagged and multi-source data were gathered from 298 employees across 70 work teams. Results indicated that at the individual level, humble leader behavior was positively related to individual performance via organization-based self-esteem, while at the team level, humble leader behavior was positively related to team performance via team potency. Moreover, team cognitive diversity moderated the indirect effects of humble leader behavior on individual and team performances, such that the positive indirect effects were stronger for teams with high cognitive diversity than for those with low cognitive diversity. Implications and limitations are also discussed.

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhiqiang Liu ◽  
Rong Zhou ◽  
Lihua Wei ◽  
Xi Ouyang ◽  
Kong Zhou

Purpose Drawing on social information processing theory and trait activation theory, this study aims to examine the mediating effect of leader narcissism on team radical creativity via team information elaboration and explores the moderating role of inter-team competition. Design/methodology/approach Time-lagged and multisource survey data were collected from 86 team leaders and 409 employees in a Chinese company. Path analysis was used to test the hypotheses. Findings The results indicated that leader narcissism could impede team radical creativity via team information elaboration. Moreover, the negative indirect effects of leader narcissism on team radical creativity were more pronounced when the inter-team competition was low. Originality/value This study makes contributions to the literature on leader narcissism and team radical creativity by examining the detrimental indirect effects of leader narcissism on team radical creativity via team information. Furthermore, it broadens current literature by investigating the potential positive intervention of inter-team competition on the negative aspects of leader narcissism.


Author(s):  
Xue Zhang ◽  
Liang Liang ◽  
Guyang Tian ◽  
Yezhuang Tian

Although prior research has emphasized the disproportional contributions to organizations of charismatic leadership, an emerging line of research has started to examine the potentially negative consequences. In this paper, a theoretical framework was proposed for a study of unethical pro-organization behavior through psychological safety based on social information processing theory, which reveals the detrimental effect that charismatic leadership can have on workplace behavior. To explore this negative possibility, a time-lagged research design was applied for the hypotheses to be verified using 214 pieces of data collected from a service company in China. According to the results, unethical pro-organizational behavior was indirectly influenced by charismatic leadership through psychological safety. Moreover, when employees experienced high performance pressure, charismatic leadership was positively associated with unethical pro-organizational behavior through psychological safety. The implications of these findings were analyzed from the perspectives of charismatic leadership theory and organizational ethical activities to alter the unethical pro-organizational behavior.


2018 ◽  
Vol 71 (11) ◽  
pp. 1508-1534 ◽  
Author(s):  
Yasin Rofcanin ◽  
Mireia Las Heras ◽  
P Matthijs Bal ◽  
Beatrice IJM Van der Heijden ◽  
Didem Taser Erdogan

In today’s competitive landscape, employees increasingly negotiate idiosyncratic deals (i-deals), referring to personalized work arrangements that address recipients’ unique work needs and preferences. While i-deals unfold in a dyadic context between subordinates and their managers, the consequences of i-deals concern everyone including co-workers and the organization. Focusing on task and development i-deals, we propose a trickle-down model to explore whether and how organizations benefit from i-deals. First, we argue that managers’ task and development i-deals cascade down to their subordinates, leading them to have similar i-deals with downstream consequences for co-workers and the organization. Furthermore, we propose that effective implementation of task and development i-deals are context-specific: we integrate the role of managers’ servant leadership as a boundary condition to explore the association between managers’ and subordinates’ task and development i-deals. We also integrate subordinates’ prosocial motives to explore the association between subordinates’ task and development i-deals and their work outcomes. We draw on work adjustment, social learning and social information processing theories to study our proposed associations. The results of a matched employee–manager dataset collected in the Philippines support our hypothesized model. This study contributes to i-deals research by: (1) testing whether and how task and development i-deals can be mutually beneficial for all the involved parties; and (2) revealing how the context, at the individual level, explains how and when task and development i-deals can best be implemented in workplaces. This study highlights that individualization of HR practices need not be a zero-sum game.


2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuang Ren ◽  
Guiyao Tang ◽  
Andrea Kim

PurposeDrawing on a motivational model of proactive behavior, this study theorizes that employment status, reflective moral attentiveness (RMA), and organization-based self-esteem (OBSE) constitute the can-do, reason-to, and energized-to motivational states, which interact to induce organizational citizenship behavior toward the environment (OCB-E).Design/methodology/approachThe authors conducted random coefficient modeling (RCM) analysis with a multisource, time-lagged data set collected from 235 employees in Chinese firms.FindingsThis RCM analysis found that more OCB-E resulted from standard employees with higher levels of RMA and OBSE.Originality/valueThe value of this research lies in understanding of the antecedents of green behavior at the individual level by identifying specific motivational states and highlighting the coexistence of motivational states in predicting OCB-E. These findings provide new insight into the theory of developing and managing green OCB performers in today's workplace characterized by workforce mixing.


2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Alvisa Palese ◽  
Luca Grassetti ◽  
Valentina Bressan ◽  
Alessandro Decaro ◽  
Tea Kasa ◽  
...  

Abstract Background This study aims to estimate the direct and indirect effects of the unit environment alongside individual and nursing care variables on eating dependence among residents who are cognitively impaired and living in a nursing home. Method A multicentre observational study was carried out in 2017: 13 Italian nursing homes were involved in data collection. Included residents were aged > 65 at baseline, living in the considered facility for the last 6 months and during the entire study period and having received at least one comprehensive assessment. Data were collected (a) at the individual level: eating dependence using the Edinburgh Feeding Evaluation in Dementia Scale and other clinical variables; (b) at the nursing care level with daily interventions to maintain eating independence assessed with a checklist; and (c) at the nursing home level, using the Therapeutic Environment Screening Survey for Nursing Homes. Results One thousand twenty-seven residents were included with an average age of 85.32 years old (95% CI: 84.74–85.89), mainly female (781; 76%). The path analysis explained the 57.7% variance in eating dependence. Factors preventing eating dependence were: (a) at the individual level, increased functional dependence measured with the Barthel Index (β − 2.374); eating in the dining room surrounded by residents (β − 1.802) as compared to eating alone in bed; and having a close relationship with family relatives (β − 0.854), (b) at the nursing care level, the increased number of interventions aimed at promoting independence (β − 0.524); and (c) at the NH level, high scores in ‘Space setting’ (β − 4.446), ‘Safety’ (β − 3.053), ‘Lighting’ (β − 2.848) and ‘Outdoor access’ (β − 1.225). However, environmental factors at the unit level were found to have also indirect effects by influencing the degree of functional dependence, the occurrence of night restlessness and the number of daily interventions performed by the nursing staff. Conclusion Eating dependence is a complex phenomenon requiring interventions targeting individual, nursing care, and environmental levels. The NH environment had the largest direct and indirect effect on residents’ eating dependence, thus suggesting that at this level appropriate interventions should be designed and implemented.


2021 ◽  
Vol 12 ◽  
Author(s):  
Rong Zhou ◽  
Wenjun Yin ◽  
Lin Sun

Drawing on the narcissism literature and social information processing theory, we theorized and examined a serial mediation model linking leader narcissism with team voice behavior through leader voice solicitation and team voice climate. We tested our hypotheses using data collected from a time-lagged and multisource survey of 223 frontline employees in 60 teams at a large manufacturing organization. The results indicated that leader narcissism had a negatively indirect effect on team voice climate via leader voice solicitation. Team voice climate positively predicted team voice behavior, and the indirect effects of leader narcissism via leader voice solicitation and team voice climate on team voice behavior were significantly negative. In this paper, we discuss the theoretical implications of our findings for both the narcissism literature and the voice literature, along with their practical implications.


2016 ◽  
Vol 54 (2) ◽  
pp. 288-303 ◽  
Author(s):  
Santiago Arango ◽  
Erik R. Larsen ◽  
Ann van Ackere

Purpose – The purpose of this paper is to consider queuing systems where captive repeat customers select a service facility each period. Are people in such a distributed system, with limited information diffusion, able to approach optimal system performance? How are queues formed? How do people decide which queue to join based on past experience? The authors explore these questions, investigating the effect of information availability, as well as the effect of heterogeneous facility sizes, at the macro (system) and micro (individual performance) levels. Design/methodology/approach – Experimental economics, using a queuing experiment. Findings – The authors find little behavioural difference at the aggregate level, but observe significant variations at the individual level. This leads the authors to the conclusion that it is not sufficient to evaluate system performance by observing average customer allocation and sojourn times at the different facilities; one also needs to consider the individuals’ performance to understand how well the chosen design works. The authors also observe that better information diffusion does not necessarily improve system performance. Practical/implications – Evaluating system performance based on aggregate behaviour can be misleading; however, this is how many systems are evaluated in practice, when only aggregate performance measures are available. This can lead to suboptimal system designs. Originality/value – There has been little theoretical or empirical work on queuing systems with captive repeat customers. This study contributes to the understanding of decision making in such systems, using laboratory experiments based on the cellular automata approach, but with all agents replaced by humans.


Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Kashif Aslam ◽  
Muhammad Saeed Akhtar ◽  
Muhammad Waheed Akhtar ◽  
Muhammad Asrar-ul-Haq ◽  
Jawad Iqbal ◽  
...  

PurposeThe purpose of this paper is to elucidate the social information processing theory, which is extended by the (1) effect of whistleblowing education on whistleblowing intentions, (2) simultaneous examination of the indirect relationship between whistleblowing education and whistleblowing intentions via moral identity and (3) relativism in influencing this mediation.Design/methodology/approachMulti-wave data collected at three internals from bank employees (n = 294) were analyzed to test the proposed model.FindingsResults of the study demonstrate that whistleblowing education favorably influences whistleblowing intentions directly as well as through moral identity. Relativism serves as the buffer in the indirect effects of whistleblowing education on whistleblowing intentions through moral identity attenuating these indirect effects in individuals with dominant relativism level.Originality/valueThis study strives to extend the whistleblowing education and whistleblowing intentions literature by unpacking a moral identity mechanism through which whistleblowing education kindles whistleblowing intention and relativism as boundary condition to attenuate such motivation.


2014 ◽  
Vol 17 ◽  
Author(s):  
Simon B. de Jong

AbstractRecent studies have indicated that it is important to investigate the interaction between task interdependence and task autonomy because this interaction can affect team effectiveness. However, only a limited number of studies have been conducted and those studies focused solely on the team level of analysis. Moreover, there has also been a dearth of theoretical development. Therefore, this study develops and tests an alternative theoretical perspective in an attempt to understand if, and if so why, this interaction is important at the individual level of analysis. Based on interdependence theory and power-dependence theory, we expected that highly task-interdependent individuals who reported high task autonomy would be more powerful and better performers. In contrast, we expected that similarly high task-interdependent individuals who reported less task autonomy would be less powerful and would be weaker performers. These expectations were supported by multi-level and bootstrapping analyses performed on a multi-source dataset (self-, peer-, manager-ratings) comprised of 182 employees drawn from 37 teams. More specifically, the interaction between task interdependence and task autonomy was γ =.128, p <.05 for power and γ =.166, p <.05 for individual performance. The 95% bootstrap interval ranged from .0038 to .0686.


2020 ◽  
pp. 014920632092908
Author(s):  
David J. G. Dwertmann ◽  
Florian Kunze

The number of immigrants worldwide has grown rapidly in recent years, and their integration poses challenges, such as cultural and language barriers, for organizations and societies. Securing and maintaining employment is a key challenge for immigrants, yet management research has devoted little attention to migration. We aim to contribute to the emerging literature on this topic by utilizing a multistudy approach with objective and time-lagged field data from 14,327 mail carriers nested in 737 units of a large Swiss logistics firm and an experimental audio vignette study with 262 participants from the United Kingdom. We investigate whether (in)congruence in terms of immigration background between employees and customers is linked to customer complaints. Controlling for service quality, we find that both congruence scenarios (both or neither migrants) are associated with fewer complaints, the latter suggesting that migrants identify with each other despite national and cultural differences. Results from the two incongruence scenarios show increased complaints. In Study 1, we find that units that receive more complaints experience higher rates of voluntary employee withdrawal behaviors (short-term absenteeism and voluntary turnover), highlighting how unfair customer complaints can hurt organizations twice, by increasing the risk of loss in both customers and employees. In Study 2, we replicate the immigrant identity effect at the individual level and find that social attraction mediates the (in)congruence–complaints link.


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