Authoritarian-Benevolent Leadership and Employee Behaviors: An Examination of the Role of LMX Ambivalence

Linking public leadership with project management effectiveness: Mediating role of goal clarity and moderating role of top management support

“…Based on Social learning theory (SLT), public leadership can significantly impact project management's effectiveness. Effective public leaders can inspire their team members and stakeholders, promote accountability and transparency, and foster a culture of collaboration and innovation [ 27 ]. “People are social beings and want interaction, and social learning is the primary form of learning, just as word of mouth advertising is the highest form of advertising [ 28 ].” …”

What happens when leader is ambivalent and employee is indifferent? A moderated mediation model of LMX ambivalence and employee creativity

“…More specifically, LMX ambivalence disrupts the need for consistency in the leader-employee relationship, leading to feelings of dissonance and discomfort (Dechawatanapaisal, 2020;Han, 2020). These aversive feelings divert psychological and attentional resources toward coping with this discomfort (Ashforth et al, 2014), which distracts from the energy resources necessary for the development of self-efficacy (Chen and Weng, 2022). Meanwhile, these ambivalence-induced aversive feelings, which are more likely to follow from substantive (i.e.…”

“…Following this reasoning, we argue that high-cynical employees, as compared with their low-cynical counterparts, are more likely to make sense of LMX ambivalence, given that this would be consistent with their cynical attitudes or belief that others lack integrity and sincerity (Dean et al, 1998). Consequently, they might be more like to self-explain this situation without diverting psychological and attentional resources toward coping with dissonance or discomfort (Ashforth et al, 2014;Han, 2020), thus less decreasing the potential energy resources necessary for the development of self-efficacy (Bandura, 1989;Chen and Weng, 2022). Therefore, we suggest that the detrimental effects of LMX ambivalence on employee self-efficacy may be reduced for employees with high cynicism who think they are expected.…”

“…Unlike the fruit studies on the effects of LMX quality, LMX ambivalence has not yet been explored in relation to several work outcomes (Chen and Weng, 2022; Lee et al , 2019). Individuals can hold coexisting positive and negative thoughts toward their relationships with their employers, coworkers and leaders (Lee et al , 2015).…”

“…“high-quality” or “low-quality”), rather, LMX relationships can also be bivalent, in which a dyad member may simultaneously hold positive and negative views regarding their relationships with their leader, referring to the concept of LMX ambivalence. Unlike the fruit research on LMX quality and employees’ work-related performance and well beings, there is little research on LMX ambivalence and its effects (Ashforth et al , 2014), which needs more work to enrich our understanding of the effect of LMX ambivalence in the workplace (Chen and Weng, 2022; Lee et al , 2019).…”