Effect of despotic leadership on counterproductive behavior: the role of reduced organization-based self-esteem and emotional stability

Abstract

The aim of this paper was to examine the effect of despotic leadership behavior on followers' counterproductive behavior. It was also hypothesized that the effect would be mediated by reduced organization-based self-esteem (ROBSE) and moderated by employee emotional stability. We draw upon the conservation of resources perspective and social exchange theory. Theoretical framework:We draw upon social exchange theory.Design/methodology/approach: The setting of the study was SMEs (small and medium enterprises) in the Gujranwala Division of Pakistan. Time-lagged data were collected from 227 supervisor-subordinate dyads. Structural equation modeling was applied to test the direct and mediating effects. Interaction moderation was performed using Hayes' PROCESS macro in SPSS. Findings:The findings suggest that despotic leadership has a positive effect on counterproductive behavior. Reduced organization-based self-esteem partially mediates the influence of despotic leadership on counterproductive behavior. Similarly, emotional stability moderates the impact of despotic leadership on counterproductive behavior.

Unravelling the mechanism between despotic leadership and psychological distress: the roles of bullying behavior and hostile attribution bias

“…Statistics show that 95% of nurses face unfavorable leadership behaviors (Syed et al, 2020), and despotic leadership is one of those inadequate nursing leadership behaviors. Despotic leadership is focused on gaining dominance and supremacy over workers in a self-interested way (Anwar ul Haq et al, 2021). Despotic leadership not only harms the organizational overall performance but also affects workers' health which leads to psychological distress (Raja et al, 2020).…”

“…, 2020), and despotic leadership is one of those inadequate nursing leadership behaviors. Despotic leadership is focused on gaining dominance and supremacy over workers in a self-interested way (Anwar ul Haq et al. , 2021).…”