Self-sacrificial leadership and employee creativity: The mediating role of psychological safety

2020 ◽  
Vol 48 (12) ◽  
pp. 1-9
Author(s):  
Xuzhuo Liang ◽  
Jianchang Fan
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
Modeling Analysis ◽  
Business Administration Students ◽  
Part Time

Previous research has revealed the importance of leadership in promoting employee creativity. However, the mechanism by which selfsacrificial leadership facilitates employee creativity is not well understood. We proposed a model explaining why self-sacrificial leadership may enhance employee creativity, which we tested with data from 206 part-time Master of Business Administration students and their supervisors at two Chinese universities. Results of structural equation modeling analysis show that self-sacrificial leadership had a positive relationship with employee creativity, both directly and also indirectly through the mediator of psychological safety. These findings shed light on how self-sacrificial leadership helps to enhance employee creativity. Theoretical and practical implications are discussed.

Does Zhongyong thinking affect voice behavior? The mediating role of psychological safety

2021 ◽  
Vol 49 (8) ◽  
pp. 1-8
Author(s):  
Guodong Yang ◽  
Yingwei Ji ◽  
Qiumeng Xu
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Mediating Role ◽  
Business Administration Students ◽  
Part Time

Zhongyong, as a typical Confucian thinking model, is related to employees' voice behavior. In this research we explored the relationship between Zhongyong thinking and employees' voice behavior, and examined the mediating effect of psychological safety in this relationship. Survey data were collected from 218 part-time Master of Business Administration students from two Chinese universities. The structural equation modeling results demonstrate that Zhongyong thinking was positively related to psychological safety, and that psychological safety was positively related to voice behavior. Further, psychological safety mediated the Zhongyong thinking–voice behavior relationship. These results suggest that organizations can encourage voice behavior by enhancing employees' Zhongyong thinking and by boosting their perception of psychological safety in the workplace.

How self-sacrificial leadership influences employee voice: Psychological safety as a mediator

2020 ◽  
Vol 48 (12) ◽  
pp. 1-8
Author(s):  
Jie Zhang ◽  
Jun Li ◽  
Jiaxin Huang
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Psychological Safety ◽  
Master Of Business Administration ◽  
Employee Voice ◽  
Equation Modeling ◽  
Mediating Role ◽  
Business Administration Students ◽  
The Relationship

This research investigated the mediating role of psychological safety in the relationship between self-sacrificial leadership and employee voice. We used a two-wave survey to collect data from a sample of 329 Master of Business Administration students at two universities in North China. Data were analyzed using structural equation modeling. Results show that self-sacrificial leadership had a direct positive effect on employee voice, and psychological safety partially mediated this relationship. Our findings expand the literature on the self-sacrificial leadership–employee voice link, and highlight the importance of the role of psychological safety. This study has practical implications for managers seeking to develop a self-sacrificial leadership style to encourage employees to express constructive opinions about workrelated issues.

Does Leader Humor Influence Employee Voice? The Mediating Role of Psychological Safety and the Moderating Role of Team Humor

2021 ◽  
pp. 154805182110364
Author(s):  
Wisanupong Potipiroon ◽  
Michael T. Ford
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Past Research ◽  
Employee Voice ◽  
Equation Modeling ◽  
Mediating Role ◽  
Modeling Analysis ◽  
Substitutes For Leadership Theory ◽  
High Level

Past research indicates that leader humor can bring many positive outcomes; however, its influence on employee voice has been largely neglected. We propose that leader humor can influence employee voice behaviors (i.e., promotive and prohibitive) via the mediating role of psychological safety. Drawing upon the substitutes for leadership theory, we further propose that team humor could moderate the influence of leader humor. Based on the latent moderated mediation structural equation modeling analysis, we found that employees whose leaders used humor more frequently perceived higher levels of psychological safety and in turn engaged in more promotive and prohibitive voice behaviors. Moreover, the indirect effects of leader humor were found to be more pronounced when teams have a low level of humor. On the other hand, leader humor has less influence on employee voice when teams have a high level of humor, which provides support for the leadership substitutes argument. Theoretical and practical implications are discussed.

Leader positive humor and employee creativity: The mediating role of work engagement

2021 ◽  
Vol 49 (7) ◽  
pp. 1-8
Author(s):  
Guodong Yang
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
And Behavior ◽  
The Relationship ◽  
Positive Effect

Leader humor plays an important role in organizations because it affects employees' attitude and behavior. The positive effect of humor in organizations has been widely touted; however, research on the effect of leader humor on employee creativity is still rare. This study addressed how leader positive humor affects employee creativity and whether work engagement mediates this relationship. Data were collected from 233 supervisor–subordinate dyads in 23 Chinese hightech companies. Results of structural equation modeling indicate that leader positive humor was positively related to work engagement, and that work engagement was positively related to employee creativity. Additionally, work engagement mediated the relationship between leader positive humor and employee creativity. Thus, organizations should encourage managers to use positive humor to enhance employees' engagement at work, which will, in turn, lead to creative outcomes. This research extends understanding of the leader positive humor–employee creativity relationship.

Interpersonal antecedents to employee upward voice: mediating role of psychological safety

2018 ◽  
Vol 67 (9) ◽  
pp. 1510-1525 ◽  
Author(s):  
Sriji Edakkat Subhakaran ◽  
Lata Dyaram
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Employee Voice ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Manager Behavior ◽  
The Impact

Purpose Despite the increasing prominence of employee voice in organizational innovation and productivity, employees continue to struggle to influence matters that affect them at work. The purpose of this paper is to model work group context and manager behavior as the predictors of employee upward voice. Further, a mediating role of employee psychological safety is examined in this link. Design/methodology/approach With data from 575 employees representing various technology firms in India, the authors test the hypothesized relationships using covariance-based structural equation modeling. Findings Results indicate coworkers upward voice and manager pro-voice behavior to significantly impact employee upward voice with a mediating impact of psychological safety. This implies that perceived psychological safety plays a significant role in explaining the impact, coworkers and manager behavior would have on regulating employee upward voice. Originality/value This study contributes to the employee voice literature from an Indian context, where upward communication is culturally discouraged.

Conscientiousness and Organizational Citizenship Behavior: The Mediating Role of Organizational Justice

2012 ◽  
Vol 40 (8) ◽  
pp. 1293-1300 ◽  
Author(s):  
Aiqin Lv ◽  
Xiuqin Shen ◽  
Yongfu Cao ◽  
Yonggang Su ◽  
Xiaoyang Chen
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Mediating Role ◽  
Modeling Analysis

In this study we explored the role of organizational justice as a mediator between conscientiousness and organizational citizenship behavior. Longitudinal data were collected from 241 doctors and nurses employed in 11 Chinese hospitals. Structural equation modeling analysis results showed that the participants' perceptions of organizational justice significantly mediated the relationships between conscientiousness and the 5 dimensions of organizational citizenship behavior.

Occupational self-efficacy, organizational commitment, and work engagement

2019 ◽  
Vol 47 (8) ◽  
pp. 1-7 ◽  
Author(s):  
Erli Liu ◽  
jiatao Huang
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Mediating Effect ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Chi Square ◽  
Business Administration Students ◽  
Part Time

We examined how occupational self-efficacy is related to organizational commitment, and how it indirectly influences work engagement. Participants were 328 part-time Master of Business Administration students in China. We used structural equation modeling and chi-square difference tests to analyze the data and assess the proposed mediating effect. Results showed that occupational self-efficacy had a direct effect on organizational commitment and an indirect effect on work engagement through the mediator of organizational commitment. Our findings extend previous results and show that occupational self-efficacy can be used to predict work engagement.

The Relationship Between Employee Psychological Empowerment and Proactive Behavior: Self-efficacy As Mediator

2017 ◽  
Vol 45 (7) ◽  
pp. 1157-1166 ◽  
Author(s):  
Jiatao Huang
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Empirical Test ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Proactive Behavior ◽  
Mediating Role ◽  
Business Administration Students ◽  
The Relationship

I examined the relationship between employees' psychological empowerment and their proactive behavior, and explored the mediating role of self-efficacy in this relationship. Using structural equation modeling, I conducted an empirical test based on survey data obtained from 337 Master of Business Administration students across 4 universities in South China. The results showed that psychological empowerment and self-efficacy led to proactive behavior. In addition, self-efficacy partially mediated the relationship between psychological empowerment and proactive behavior. These findings highlight the importance of workplace managers fostering employees' psychological empowerment and self-efficacy to promote proactive employee behavior.

Psychological safety, employee voice, and work engagement

2020 ◽  
Vol 48 (3) ◽  
pp. 1-7
Author(s):  
Yuanqin Ge
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Psychological Safety ◽  
Employee Voice ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Mediating Role ◽  
Safety Work ◽  
Shed Light

I examined the relationships among psychological safety, employee voice, and work engagement. Based on a literature review, I hypothesized that psychological safety would directly affect employees' engagement at work, and indirectly affect work engagement via employee voice. A validated survey was used to collect data from 153 employees of a large manufacturing company in China. The results of structural equation modeling offered support for the full mediating role of employee voice in the psychological safety–work engagement relationship. Employees who perceived psychological safety were more likely to exhibit voice behavior; employee voice, in turn, promoted work engagement. These findings extend prior research and shed light on how employees' psychological safety affects their work engagement. Discussion and implications of the results are presented.

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