Entrepreneurial leadership and team creativity: the roles of team psychological safety and knowledge sharing

Khan

et al. 2022

INTR

Self Cite

PurposeWhile the rapid adoption of information communication technologies (ICT) in organizations has been linked with a higher risk of cyberbullying, research on the influence of cyberbullying on interpersonal behaviors in the workplace remains limited. By drawing on the ego-depletion theory and the leader-member exchange (LMX) theory, this research investigates how, why and when workplace cyberbullying may trigger interpersonal aggression through ICT.Design/methodology/approachThe authors collected data from 259 employees and 62 supervisors working in large ICT organizations in China through a multi-wave survey. The authors performed multilevel analysis and used hierarchical linear modeling to test the proposed moderated mediation model.FindingsThe results revealed that workplace cyberbullying has a significant and positive influence on interpersonal aggression in the workplace via ego depletion. The authors found that differentiation in LMX processes at group level moderates the indirect relationship between workplace cyberbullying and interpersonal aggression (via ego depletion). Furthermore, the positive indirect effect of workplace cyberbullying was found to be stronger in the presence of a high LMX differentiation condition in comparison to a low LMX differentiation condition.Research limitations/implicationsThe data were collected from Chinese ICT organizations, which may limit the generalization of this study’s findings to other cultural and sectoral contexts.Originality/valueThis paper provides the first step in understanding how, why and when workplace cyberbullying triggers interpersonal aggression by investigating the role of ego depletion as a mediator and LMX differentiation as a boundary condition. This is the first study to empirically examine the relationships between workplace cyberbullying, ego depletion, LMX differentiation and interpersonal aggression in ICT organizations using multi-level modeling.

Section: Ego Depletion As a Proposed Mediatormentioning

confidence: 99%

A contemporary view of interpersonal aggression and cyberbullying through ICT: multilevel insights from LMX differentiation

Khan

et al. 2022

INTR

Self Cite

“…Therefore, an increasing number of scholars are calling for exploration on influencing factors of team innovation performance. 15–18 …”

Section: Introductionmentioning

confidence: 99%

Relationships Between Temporal Leadership, Transactive Memory Systems and Team Innovation Performance

Lyu¹,

Li²,

Yang³

2022

PRBM

Background In recent years, temporal leadership has gradually attracted academic attention. Purpose This paper discussed the impact of temporal leadership on team innovation performance. Methodology Through the sample analysis of 385 team members in 98 teams. The measurements of temporal leadership, team innovation performance, transactive memory system, and team reflection were used to measure the relationships between temporal leadership, transactive memory systems and team innovation performance. Findings/Results It is found that temporal leadership has a positive impact on team innovation performance, which is transmitted through the credibility dimension and coordination dimension of transactive memory systems. Positive team reflection regulates the relationship between temporal leadership and transactive memory systems. Value This paper reveals the specific impact mechanism of temporal leadership on team innovation performance and provides a new perspective on how to improve team innovation performance in limited time resources.

“…Employee motivation is one of the essential qualities of effective leadership (e.g., transformational leadership, Hamstra et al, 2014 ; entrepreneurial leadership, Mehmood et al, 2021 ). Employee motivation can help employees not only mobilize their efforts, transcend their interests, and work together for organizational goals, but it can also provide them with more security, reduce the stress and pressure brought on by unpredictable internal and external situations, assist them in coping with setbacks, and improve their resilience ( Han et al, 2016 ).…”

Section: Introductionmentioning

confidence: 99%

Linking emotion regulation strategies to employee motivation: The mediating role of guanxi harmony in the Chinese context

et al. 2022

This study examined the mediating role of guanxi harmony, a concept of interpersonal relationships specific to the Chinese context, between leaders’ emotion regulation strategies and employee motivation. Data were drawn from 489 on-the-job MBA students with enough management experience from thirteen different types of cities in China. The study tested the model using hierarchical regression. The results showed that the reappraisal strategy was positively related to employee motivation and the suppression strategy was negatively related to employee motivation in the Chinese context. Guanxi harmony played a partially mediating role between reappraisal and employee motivation, and played a fully mediating role between suppression and employee motivation. These findings suggest that in the Chinese context, guanxi harmony between leaders and employees has a positive effect on employee motivation, and when leaders apply appropriate emotion regulation strategies, they can achieve guanxi harmony and promote employee motivation.