scholarly journals The Effects of Perceived Leader Narcissism on Employee Proactive Behavior: Examining the Moderating Roles of LMX Quality and Leader Identification

2019 ◽  
Vol 11 (23) ◽  
pp. 6597 ◽  
Author(s):  
Shudi Liao ◽  
Beatrice Van der Heijden ◽  
Yuhao Liu ◽  
Xingchi Zhou ◽  
Zhiwen Guo
Keyword(s):  
Social Identity Theory ◽  
Negative Relationship ◽  
Proactive Behavior ◽  
Implicit Leadership ◽  
The Social ◽  
Member Exchange ◽  
Moderation Model ◽  
High Level ◽  
The Relationship ◽  
Theory Framework

The purpose of this quantitative field study is to examine the relationship between perceived leader narcissism and employee proactive behavior, incorporating leader–member exchange (LMX) quality and leader identification as moderators. Within the social identity theory framework, implicit leadership and social categorization theories are used as the underpinning basis for our hypothesized three-way interaction moderation model. The research sample consisted of 90 groups (including 326 employees and 90 leaders) from different companies in China. Results indicate that there is a three-way interaction effect between perceived leader narcissism, LMX quality, and leader identification, which negatively influences employee proactive behavior. Specifically, when LMX quality and leader identification are both at a high level, the negative relationship between perceived leader narcissism and employee proactive behavior is most salient. Theoretical and practical implications are discussed.

scholarly journals The relationship between transformational client leadership and auditor objectivity

2017 ◽  
Vol 30 (5) ◽  
pp. 1142-1159 ◽  
Author(s):  
Jan Svanberg ◽  
Peter Öhman ◽  
Presha E. Neidermeyer
Keyword(s):  
Transformational Leadership ◽  
Social Identity Theory ◽  
Design Methodology ◽  
Field Survey ◽  
Content Type ◽  
Audit Firms ◽  
The Social ◽  
Client Relationship ◽  
The Relationship ◽  
Theory Framework

Purpose The purpose of this paper is to investigate whether transformational leadership affects auditor objectivity. Design/methodology/approach The investigation is based on a field survey of 198 practicing auditors employed by audit firms operating in Sweden. Findings This study finds that transformational client leadership negatively affects auditor objectivity and that the effect is only partially mediated by client identification. Given these results, suggesting that auditors are susceptible to influence by their clients’ perceived exercise of transformational leadership, leadership theory appears relevant to the discussion of auditor objectivity in the accounting literature. Originality/value Previous accounting research has applied the social identity theory framework and found that client identification impairs auditor objectivity. However, the effect of transformational client leadership on auditor objectivity, which reflects an intense auditor-client relationship, has been neglected before this study.

Effect of implicit prototype theory on employees' proactive behavior

2020 ◽  
Vol 48 (5) ◽  
pp. 1-12
Author(s):  
Hongwu Xiao ◽  
Donghan Wang ◽  
Xiaohan Liu ◽  
Yi Liu
Keyword(s):  
Role Theory ◽  
Reliability And Validity ◽  
Leader Member Exchange ◽  
Prototype Theory ◽  
Proactive Behavior ◽  
Regression Analyses ◽  
Theoretical Support ◽  
Member Exchange ◽  
Managerial Implications ◽  
The Relationship

We applied role theory to test a theoretical model that explained how and why an implicit prototype match influences employees' proactive behavior in interpersonal contexts. After analyzing the reliability and validity of the variables, we used correlation and regression analyses to test our hypotheses with 342 participants from enterprises in China. The results show that (a) a stronger implicit prototype match increased employees' proactive behavior, (b) leader–member exchange mediated the relationship between implicit prototype match and proactive behavior, and (c) leader–member liking (employee's liking for leader and vice versa) moderated the relationship between implicit prototype match and leader–member exchange. Our findings provide theoretical support for implicit prototype theory from the implicit match perspective and have managerial implications for organizations seeking to improve employees' proactive behavior.

Hours of Paid Work and Volunteering: Evidence From Danish Panel Data

2021 ◽  
pp. 089976402199166
Author(s):  
Hans-Peter Y. Qvist
Keyword(s):  
Panel Data ◽  
Social Integration ◽  
Negative Relationship ◽  
Time Constraint ◽  
Integration Theory ◽  
Paid Work ◽  
Constraint Theory ◽  
The Social ◽  
Negative Effect ◽  
The Relationship

The nature of the relationship between the time people spend on paid work and volunteering remains debated in the social sciences. Time constraint theory suggests a negative relationship because people can allocate only as much time to volunteering as their work responsibilities permit. However, social integration theory suggests a more complex inverse U-shaped relationship because paid work not only limits people’s free time but also plays a key role in their social integration. Departing from these competing theories, this study uses two-wave panel data from Denmark to examine the relationship between hours of paid work and volunteering. In support of time constraint theory, the results suggest that hours of paid work have a significant negative effect on the total number of hours that people spend volunteering, not mainly because paid work hours affect people’s propensity to volunteer but because they affect the number of hours that volunteers contribute.

Team Networks and Team Identification: The Role of Leader-Member Exchange

2013 ◽  
Vol 41 (7) ◽  
pp. 1115-1123 ◽  
Author(s):  
KeXin Guan ◽  
ZhengXue Luo ◽  
JiaXi Peng ◽  
Zhen Wang ◽  
HaiTing Sun ◽  
...  
Keyword(s):  
Social Exchange ◽  
Social Identity Theory ◽  
Social Exchange Theory ◽  
Team Identification ◽  
Leader Member Exchange ◽  
Exchange Relationships ◽  
Member Exchange ◽  
The Mean ◽  
The Relationship

We examined the relationship among team networks, leader-member exchange (LMX), and team identification in the workplace. Social network theory, social exchange theory, and social identity theory served as references for our theoretical propositions and analyses. We collected data from a sample of 223 teams of military personnel, serving in the artillery in West China. We found that the team networks had a significant effect on team identification. Further, the variance and the mean for LMX in teams interacted in influencing team identification (β =-.893, p < .01). Our findings indicated that creating productive networks in teams would be useful to enhance team identification, the effect of which may be carried on through to building exchange relationships between leader and follower.

Social identity, rationality, creativity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anna-Maria Kanzola ◽  
Konstantina Papaioannou ◽  
Panagiotis E. Petrakis
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Content Type ◽  
The Social ◽  
Social Theories ◽  
Seeking Behavior ◽  
Life Improvement ◽  
Components Analysis ◽  
The Relationship

PurposeThis study examines the relationship between rationality and creativity by means of social identity theory for the Greek society (2019–2020).Design/methodology/approachThe outline of the social identity was given through self-categorization via a distributed questionnaire. The types of behavior (rational, nonrational and loss-averse) were determined by using questions based on the Allais paradox. Principal components analysis (PCA) is used to extract the causal relationships.FindingsThe study findings demonstrate that rational individuals are more prompt to creative personality than nonrational individuals. Rational individuals are motivated to pursue creativity through life-improvement goals. Loss-averse individuals are driven through the contradictive incentive of adventure-seeking behavior without, however, being willing to easily give up their established assets.Originality/valueThis article contributes by explaining creativity among rational, nonrational and loss-averse individuals as a product of social identity theory. This contributes to the literature, by proposing that the application of social theories in economics could constitute a different foundation for economics. This refers to the notion of the social microfoundations of the political economy and macroeconomics.

scholarly journals Leader–Follower Congruence in Work Engagement and Leader–Member Exchange: The Moderating Role of Conscientiousness of Followers

2021 ◽  
Vol 12 ◽  
Author(s):  
Yanhua Ye ◽  
Ziwen Wang ◽  
Xiaowei Lu
Keyword(s):  
Work Engagement ◽  
Negative Relationship ◽  
Leader Member Exchange ◽  
Future Directions ◽  
Lmx Theory ◽  
Person Environment Fit ◽  
Work Tasks ◽  
Member Exchange ◽  
The Relationship

Extant research has investigated the relationship between work engagement and various outcomes, such as job performance and organizational commitment, neglecting the effect of work engagement on social relationships at work. Drawing upon person-environment fit theory and LMX theory, the present study aims to examine the effect of (in)congruence between leader and follower work engagement on leader–member exchange (LMX) and the moderating effect of conscientiousness. About 273 employees and 72 leaders participated in this study and completed the measurements of work engagement, conscientiousness, and LMX at two time points. Using cross-level polynomial regressions, we found that, compared with incongruent work engagement, employees perceived high levels of LMX quality when their work engagement was aligned with that of their leaders. Regarding the congruence, the employees reported higher levels of LMX when congruence in work engagement was at higher rather than lower levels. Regarding the incongruence, when the employees engaged less in their work tasks than their leaders, they were more likely to experience lower LMX. Moreover, the negative relationship between incongruence in leader and follower work engagement and LMX was mitigated when followers were more conscientious. All our hypotheses were supported. Both theoretical and practical implications for work engagement as well as future directions are discussed.

Prostitution: a new dynamic of discrimination

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah I. Obsequio Namoco
Keyword(s):  
Social Identity ◽  
Gender Identity ◽  
Organizational Behavior ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Content Type ◽  
Mediating Role ◽  
The Social ◽  
Transgender Discrimination ◽  
The Relationship

Purpose There is scarcity in the literature, both empirically and theoretically, regarding the relationship between transgender discrimination and prostitution. This study aims to offer a new framework for conceptualizing workplace discrimination and prostitution by examining the mediating role of poverty in the relationship between discrimination and prostitution. Design/methodology/approach The conceptual framework of this study is based on the social identity theory and the theory of prostitution. Findings Transgender is a neglected group in society, and more often, they are the ones who are unable to find jobs and when employed, find it challenging to sustain their employment because of their gender identity. This leads them to be discriminated at their workplaces. Subsequently, they are forced to leave their workplace and settle to work as prostitutes for their economic survival. Research limitations/implications Further research should empirically test the design model. Practical implications Managers play an essential role in eliminating discrimination in the organization. Managers need to take measures in crafting gender-free and anti-discrimination policies. They take steps to design recruitment policies in which there is no need to disclose applicant identity. Social implications Discrimination, on the basis of gender identity, promotes a culture of hate, intolerance and economic inequality in society. Prostitution has devastating effects on society. Originality/value In the field of organizational behavior, discrimination as a factor of prostitution was not explored. This study provides a significant contribution to the transgender and discrimination literature along with the prostitution theory and the social identity theory by proposing a model that highlights discrimination as one of the factors that compel the transgender community to be involved in prostitution.

scholarly journals Social identity theory and leader–member exchange: individual, dyadic and situational factors affecting the relationship between leader–member exchange and job performance

2020 ◽  
Vol 17 (3) ◽  
pp. 133-152
Author(s):  
Gregory Thrasher ◽  
Marcus Dickson ◽  
Benjamin Biermeier-Hanson ◽  
Anwar Najor-Durack
Keyword(s):  
Social Work ◽  
Social Identity ◽  
Job Performance ◽  
Social Identity Theory ◽  
Value Congruence ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
The Relationship ◽  
Rated Performance

Purpose This study aims to integrate social identity and leader–member exchange (LMX) theory to investigate the processes and boundary conditions around LMX–performance relationships. Through the application of two leader–follower subsamples, the authors test three main objectives. What is the effect of multi-dimensional dyad value-congruence on LMX and how does congruence on these dimensions differentially influence leader and follower perceptions of LMX? In a subsample of followers including supervisor-rated performance, the authors develop a model that examines how individual values moderate the effect of dyad contact on supervisor-rated job performance mediated by follower LMX. Design/methodology/approach The participants for this study include graduate and undergraduate social work students who were taking part in a one-year work placement within a social work organization as well as their immediate supervisors. Across a four-month period, participants filled out measures of their supervisor contact, work values and LMX. Supervisor-rated performance was also included. Findings Findings from the dyadic subsample show that growth value congruence is a predictor of follower-rated LMX, with value congruence across all values having no effect on leader-rated LMX. Within a subsample of followers, findings suggest that follower-rated LMX mediates the relationship between dyad contact and supervisor-rated job performance, with individual work values moderating this effect. Originality/value The current study offers several contributions to the literature on LMX and job performance. First, in this study’s dyadic leader–follower sample, the authors extend propositions made by social identity theory around value congruence and LMX by offering support for a multi-dimensional and multi-target approach to questions of values and LMX. Second, within this study’s larger non-dyadic sample, the authors offer insights into previous conflicting findings around dyad contact and LMX, by offering support for the indirect effect of dyad contact on supervisor-rated performance via LMX. Third, within this second sample, the authors also extend the literature on values and LMX to show that the process through which LMX influences job performance is dependent on follower values.

Relationship between social support and social support in favorable interactions with the general depression,feel anxiety and lack of arousal

2011 ◽  
Vol 26 (S2) ◽  
pp. 176-176
Author(s):  
S. Shabani ◽  
T. Ahmadi Gatab ◽  
A. Delavar ◽  
K. Saleh Ahangar
Keyword(s):  
Social Support ◽  
Emotional Support ◽  
Social Protection ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
The Social ◽  
The Status ◽  
Self Worth ◽  
Significant Regression ◽  
The Relationship

IntroductionThe theory of social support can influence the overall broad range of social networks on people to create positive experiences that people bring, the experience can feel the predictability and stability in situations of life and enhance self-worth is effective.ObjectivesThis study reviews the relationship between social support and social support optimal interactions with general depression, lack of arousal and anxiety felt among the students was fun.MethodsThe study sample of 293 students are Tabatabai University.ResultsThe status of students in the social protection component interactions in daily emotional support, emotional support and protect significant issue oriented issue is above average and good social support in daily emotional support component, useful daily support and protection issue higher orbit are average. Pearson correlation results show that social support and favorable interactions with the general depression, anxiety and lack of arousal feel in 0 / 05 and 0 / 01 is significant and negative relationship with one another are significant. Regression analysis showed that the spatial step feel and lack of arousal component of anxiety in social support interactions to predict depression and components of general social support will predict the optimum.ConclusionsThe results of this study also shows that the highest correlation between social support and lack of interaction feel is the highest correlation between social support and depression in general is good.

Abusive supervision and employees' job performance: A multiple mediation model

2017 ◽  
Vol 45 (5) ◽  
pp. 845-858 ◽  
Author(s):  
Zhi-xia Chen ◽  
Hong-yan Wang
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Multiple Mediation ◽  
Private Companies ◽  
Public And Private ◽  
Member Exchange ◽  
The Relationship

We explored the relationship between abusive supervision (AS) and employee job performance (EJP) by conducting a survey of a group of employees (N = 630) of Chinese public and private companies. We investigated possible mediation in the relationship by leadership justice, supervisory trust, and self-efficacy from three perspectives, namely, self-concept and individual socialization, organizational justice, and leader–member exchange. The results showed that there was a negative relationship between AS and EJP that was mediated by leadership justice, supervisory trust, and self-efficacy. We also found that the negative relationship between AS and EJP was affected by the joint mediating effect of leadership justice and supervisory trust. Implications for academicians and practitioners are discussed.

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