“…Previous empirical research has shown that SL behavior is positively linked to subordinates’ attitudinal outcomes, such as work engagement ( De Clercq et al, 2014 ; van Dierendonck et al, 2014 ), job satisfaction ( Mayer et al, 2008 ), and organizational commitment ( Walumbwa et al, 2018 ), and behavioral outcomes, such as organizational citizenship behavior (OCB; Walumbwa et al, 2010 ; Bavik et al, 2017 ), voice behavior ( Chughtai, 2016 ), and helping behavior ( Zou et al, 2015 ), as well as performance outcomes, such as job performance ( Schwarz et al, 2016 ) and team performance ( Hu and Liden, 2011 ). Furthermore, a recent meta-analysis based on 130 independent studies has shown that SL has incremental predictive validity over other representative leadership approaches (i.e., transformational, authentic, and ethical leadership) for performance outcomes such as individual-level task performance, team-level task performance, and OCB ( Lee et al, 2019 ).…”