scholarly journals How Servant Leadership Sparks Feedback-Seeking Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Dong Qin ◽  
Yan Xu ◽  
Chaoping Li ◽  
Xue Meng
Keyword(s):  
Servant Leadership ◽  
Social Information Processing ◽  
Mediation Analysis ◽  
Moderated Mediation ◽  
Feedback Seeking ◽  
Social Information Processing Theory ◽  
Working Adults ◽  
Moderated Mediation Model ◽  
Processing Theory ◽  
Seeking Behavior

Drawing upon social information processing theory, we propose that moqi with supervisors mediates the relationship between servant leadership and follower feedback-seeking behavior. Subordinates’ traditionality plays a moderating role in this process. A total of 440 Chinese working adults responded to the two-wave questionnaire survey in paper and pencil forms. Correlation analyses, mediation analysis, and moderated mediation analysis was performed through R and SPSS PROCESS Macro. The results revealed that servant leadership positively correlates with followers’ feedback-seeking behavior via moqi with supervisors. Moreover, these indirect effects of servant leadership were moderated by traditionality, such that servant leadership had weaker relations with feedback-seeking behavior when traditionality was higher (vs. lower). Theoretical contributions and practical implications, limitations and suggestions for further study were discussed.

scholarly journals The Trickle-Down Effect of Territorial Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Yi Li ◽  
Haolin Weng ◽  
Ting Zhu ◽  
Na Li
Keyword(s):  
Social Information Processing ◽  
Negative Relationship ◽  
Territorial Behavior ◽  
Chinese Enterprises ◽  
Social Information Processing Theory ◽  
Moderated Mediation Model ◽  
Processing Theory ◽  
Perceived Insider Status ◽  
The Relationship ◽  
Trickle Down

The present research seeks to explore how and when leader territorial behavior trickles down to the follower. Relying on social information processing theory, we hypothesize that territorial behavior has a trickle-down effect from leader to follower, and perceived insider status mediates the relationship between leader territorial behavior and follower territorial behavior. Competition climate is supposed to strengthen the effect of leader territorial behavior on perceived insider status. Two hundred and fifty-two dyads data of supervisor–subordinate in Chinese enterprises provided support for our hypotheses. The results suggest that leader territorial behavior is positively related to follower territorial behavior and that follower perceived insider status significantly mediates the relationship. Moreover, competition climate strengthens the negative relationship between leader territorial behavior and perceived insider status as well as the indirect effect of leader territorial behavior on follower territorial behavior via perceived insider status. Theoretical and practical implications are further discussed.

Turning Hotel Employees Into Brand Champions: The Roles of Well-Connected Leaders and Organizational Identification

2017 ◽  
Vol 42 (8) ◽  
pp. 1232-1253 ◽  
Author(s):  
Wilco W. H. Chan ◽  
Cheris W. C. Chow ◽  
Raymond Loi ◽  
Angela J. Xu
Keyword(s):  
Social Identity Theory ◽  
Social Information Processing ◽  
Organizational Identification ◽  
Mediation Model ◽  
Customer Choice ◽  
Exchange Relationships ◽  
Social Information Processing Theory ◽  
Moderated Mediation Model ◽  
Processing Theory ◽  
Positive Word Of Mouth

Employees’ positive word of mouth (WOM) about hotel brands has a profound impact on customer choice and hotel effectiveness. On the basis of social identity theory and social information processing theory, we posit a moderated mediation model wherein hotel supervisors’ organizational identification (OI) increases their subordinates’ engagement in positive WOM behavior by enhancing subordinates’ OI. This relationship is moderated by supervisors’ upward-exchange relationships with their bosses (i.e., leader–leader exchange). Data from a two-wave survey conducted in a hotel in China indicate that employees working under supervisors with high levels of OI better identify with the hotel and engage in more positive WOM behavior. This is particularly the case when supervisors engage in high-quality leader–leader exchange and are well connected with their bosses. The article concludes with theoretical and practical implications highlighting the importance of cultivating employees’ organizational identification and positive WOM behavior in the hospitality sector.

Subordinates’ feedback-seeking behavior in supervisory relationships: A moderated mediation model of supervisor, subordinate, and dyadic characteristics

2014 ◽  
Vol 20 (4) ◽  
pp. 463-484 ◽  
Author(s):  
Jae Uk Chun ◽  
Byoung Kwon Choi ◽  
Hyoung Koo Moon
Keyword(s):  
Performance Feedback ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Feedback Seeking ◽  
Self Monitoring ◽  
Supervisory Relationships ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
Seeking Behavior ◽  
The Relationship

AbstractThis study examines the mediating role of subordinates’ perceived cost of feedback-seeking, which operates contingently upon their self-monitoring and the credibility of leader as a feedback source in the relationship between leader-member exchange (LMX) quality and subordinates’ feedback-seeking behavior. The authors tested this moderated mediation model using reports from 217 subordinates employed in five large banking institutions in Korea. Results showed that the relationship between LMX quality and subordinates’ feedback-seeking behavior was mediated via the perceived cost of feedback-seeking only for subordinates with low self-monitoring and when leader credibility was low. This conditional indirect effect provides an integrated understanding of how supervisor, subordinate, and dyadic characteristics influence subordinates’ decision of whether to seek performance feedback.

Exploring the moderated mediation relationship between leader narcissism and employees’ innovative behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jie Yang ◽  
Mingchao Chang ◽  
Jian Li ◽  
Lulu Zhou ◽  
Feng Tian ◽  
...  
Keyword(s):  
Information Processing ◽  
Social Information Processing ◽  
Environmental Uncertainty ◽  
Moderated Mediation ◽  
Dark Side ◽  
High Tech ◽  
Innovative Behavior ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory

Purpose Based on the social information processing theory, the purpose of this study is to propose a conceptualized moderated mediation model for testing the linkage between leader narcissism and employees’ innovative behavior through the mediating effect of employees’ cognitive dependency and the moderating effect of environmental uncertainty between employees’ cognitive dependency and their innovative behavior. Design/methodology/approach In this study, multisource data from 266 employees and their supervisors in 11 large high-tech Chinese companies were collected through a field study and an online survey. The hypotheses were tested using structural equation modeling and bootstrapping. Findings The results of this study show that leader narcissism has a negative impact on employees’ innovative behavior and that employees’ cognitive dependency plays a mediating role between leader narcissism and employees’ innovative behavior. Cognitive dependency and environmental uncertainty play moderated mediation roles between leader narcissism and employees’ innovative behavior. Research limitations/implications In the future, longitudinal research and experimental methods can be used to avoid common method bias. Further studies could allow leaders to evaluate environmental uncertainty and explore the emotional path by which leader narcissism has negative effects on followers’ innovation from social information processing theory. In addition, future studies can explore cognitive dependency more deeply from the perspectives of forced obedience and active worship. Practical implications Organizations should warn leaders to control the dark side of narcissism and minimize environmental uncertainty to reduce barriers to innovation. Originality/value This study constructs the path of the effect of leader narcissism on employees’ innovation through employees’ cognitive dependency in a specific context, which enriches theoretical research on the link between leaders’ traits and employees’ innovative behavior. Along with the finding of leader narcissism’s negative effect on employees’ innovative behavior, this study explores the dark side of leader narcissism in the context of China’s high-tech firms and environmental uncertainty.

How spiritual leadership contributes to followers' helping behavior

2020 ◽  
Vol 48 (11) ◽  
pp. 1-12
Author(s):  
Lin Wang ◽  
Hua-Qiang Wang ◽  
Yi-Ping Sun
Keyword(s):  
Positive Affect ◽  
Social Information Processing ◽  
Organizational Identification ◽  
Spiritual Leadership ◽  
Helping Behavior ◽  
Significant Positive Effect ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Broaden And Build Theory ◽  
Positive Effect

We integrated social information processing theory and the broaden-and-build theory of positive affect to investigate how spiritual leadership affects employees' helping behavior, thus incorporating both cognitive and affective perspectives. Data were collected from 342 employees of companies operating in three cities in China, who completed scales measuring spiritual leadership, positive affect, and organizational identification, and the 71 immediate supervisors of these employees, who assessed their followers' helping behavior. The results indicate that spiritual leadership had a significant positive effect on employees' helping behavior, and that both positive affect and organizational identification mediated this relationship. Our results can be used by managers seeking to promote the effectiveness of spiritual leadership and employees' helping behavior.

scholarly journals Perceived Intimacy Differences of Daily Online and Offline Interactions in People’s Social Network

Societies ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 13
Author(s):  
Emmelyn A. J. Croes ◽  
Marjolijn L. Antheunis
Keyword(s):  
Information Processing ◽  
Social Network ◽  
Social Information Processing ◽  
Media Use ◽  
Tie Strength ◽  
Information Processing Theory ◽  
Strong Ties ◽  
Social Information Processing Theory ◽  
Face To Face ◽  
Processing Theory

This study examined which media people use on a day-to-day basis to communicate and whether tie strength influenced this media use. Furthermore, we analyzed whether online and offline interactions differ in perceived intimacy and whether tie strength impacts perceived interaction intimacy: 347 real interactions of 9 participants (3 male, 6 female) were analyzed; 172 online (WhatsApp, Facebook Messenger, email, SMS interactions) and 175 offline (recorded phone and face-to-face conversations). The results revealed that the participants communicated most frequently face-to-face or via WhatsApp, especially with strong ties. Furthermore, participants rated their interactions with strong ties as more intimate compared to weak-tie interactions. Our findings have implications for Social Information Processing theory, as our findings show that people are equally able to communicate intimate messages online and offline.

Multiple foci of commitment and employee silence: A role theory perspective

2021 ◽  
pp. 239700222199255
Author(s):  
Si Qian ◽  
Bert Schreurs ◽  
IM “Jim” Jawahar
Keyword(s):  
Role Theory ◽  
Career Commitment ◽  
Moderated Mediation ◽  
Theory And Practice ◽  
Future Research ◽  
Working Adults ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Employee Silence ◽  
Role Conceptualization

Voice enhances whereas employee silence compromises organizational effectiveness and efficiency. We assert that individuals with different foci of commitment vary in their conceptualization of voice behaviors as integral to their roles, which in turn, influences voice behaviors. Integrating silence and voice literatures under the overarching framework of role theory, we investigated the mediating role of voice role conceptualization in the relationship between multiple foci of commitment and employee silence and whether this mediation was moderated by perceptions of organizational politics. Data collected from 437 working adults from United States and China were used to test our moderated mediation model. Results indicated support for mediation and moderated mediation for the team commitment and silence relationship through its impact on voice role conceptualization, controlling for career commitment, and organizational commitment. We discuss implications of results for theory and practice, and offer suggestions for future research.

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