Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor–Subordinate Exchange Guanxi

Wu, Mengying; Wang, Rongsong; He, Peixu; Estay, Christophe; Akram, Zubair

doi:10.3390/ijerph17155500

Cited by 14 publications

(21 citation statements)

References 87 publications

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“…According to the object of the action, WDB can be further divided into interpersonal deviance behavior (WDB-I) and organizational deviance behavior (WDB-O). Many studies have been performed to investigate the antecedents of WDB ( Pletzer et al, 2019 ; Loi et al, 2020 ; Wu et al, 2020 ; Lin et al, 2021 ). In our study, the influencing factors of WDB were divided into external factors and internal factors.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

The Effects of Insecure Attachment Style on Workplace Deviance: A Moderated Mediation Analysis

Zhao

Song

et al. 2022

Front. Psychol.

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The purpose of this study is to explore why workplace deviance behavior among employees has increased during Corona Virus Disease 2019 (COVID-19) from the perspective of insecure attachment style. Based on attachment theory, we propose and test the effect of insecure attachment style (attachment anxiety, attachment avoidance) on deviance behavior (organizational deviance behavior, interpersonal deviance behavior)viaorganization-based self-esteem using 422 data from Chinese employees. And we further examine the moderating role of leader–member exchange in reducing workplace deviance behavior. The findings show that attachment anxiety and attachment avoidance are both positively related to workplace deviance behavior. Attachment anxiety and attachment avoidance both indirectly predict organizational deviance behavior through organization-based self-esteem. Moreover, leader–member exchange can moderate the indirect effects of both attachment anxiety and attachment avoidance on organizational deviance behaviorviaorganization-based self-esteem. This research highlights the fact that employees with insecure attachment style need more care from the organization during the COVID-19 pandemic and demonstrates that one of the key ways in which insecure attachment style increases organization-based self-esteem is by facilitating the development of high-quality leader–member exchange.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

The Effects of Insecure Attachment Style on Workplace Deviance: A Moderated Mediation Analysis

Zhao

Song

et al. 2022

Front. Psychol.

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“…It is the passion, interest, and strengths that drive the choice of zeroing down a workplace. Workplace civility and FI coupled with a knowledge-sharing environment (Wu et al, 2020) make an employee take pride in one's fate of being able to make the right choice of workplace. Contrastingly, workplace incivility, missing/compromising FI, and knowledge hiding make the workplace a compulsion to fetch a mere livelihood (Oliveria et al, 2021).…”

Section: Beyond the Direct Effect Of Workplace Incivilitymentioning

confidence: 99%

How Knowledge-Hiding Behavior Among Manufacturing Professionals Influences Functional Interdependence and Turnover Intention

Jena

Swain

2021

Front. Psychol.

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Objectives: Knowledge hiding is inappropriate behavior of employees at the workplace that makes the entire organization suffer a subtle yet significant loss. Lack of sharing makes the journey of learning an arduous process. This, in turn, gives rise to a series of uncivil behaviors, hence resulting in a decrease of functional interdependence (FI). The cascading result toll is a turnover intention (TI), resting only after turnover—an actual separation from the employer. Statistical analysis of the empirical data collected depicts the intensity of influence of FI and TI as a result of the knowledge-hiding behavior.Methods: Three hundred sixty-three executives employed in three public and two private manufacturing organizations in eastern India were the respondents in our study. To analyze the difference in variables of the study, a t-test was carried out. The statistical findings suggest no significant difference among study variables. This specifies that, despite a considerable difference in levels of management, there was no significant difference in perceiving workplace incivility, knowledge-hiding behavior, FI, and TI items of our instruments.Results: Correlation findings show a negative association between workplace incivility and functional interdependence (r = −0.37 when the value of p is <0.01) and a positive association among workplace incivility and turnover intention (r = 0.32 when the value of p is <0.01). The condensed effect of workplace incivility (β = −0.59 when the value of p is <0.001) along with an important presence of knowledge-hiding behavior (β = −0.68 when the value of p is <0.01) when the dependent variable is FI indicates that knowledge-hiding behavior is mediating a partial association among workplace incivility and FI. Similarly, the effect of workplace incivility (β = 0.43 when the value of p is <0.01) is decreased when the impact of knowledge-hiding behavior (β = 0.66 when the value of p is <0.001) was sizeable with TI being the dependent variable.Conclusion: The effect of knowledge hiding is inversely proportional to FI, whereas sharing has a direct relation with TI. An exhaustive data sample and a rigorous statistical analysis may give a clear picture of the amount of impact of TI and FI due to the lack of knowledge sharing and/or knowledge hiding.

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“…Employees who rank highly in affective commitment tend to be more energetic at work, so the functioning of the organization could be improved even when faced with complications [55]. Affective commitment leads to a number of positive outcomes such as reduced withdrawal behavior (absenteeism and lateness) [56], turnover intention [57], workplace deviant behavior [58], improved performance, involvement in organizational citizenship behaviors [59], enhanced physical, as well as psychological, well-being [60], and work engagement [61]. Affective commitment helps employees to indulge in different extra-role behaviors [62].…”

Section: Affective Commitment and Voice Behaviormentioning

confidence: 99%

Impact of Compassion on Voice Behavior: A Moderated Mediation Model

Nisar

Abid

Elahi

et al. 2020

Journal of Open Innovation: Technology, Market, and Complexity

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Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

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Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor–Subordinate Exchange Guanxi

Cited by 14 publications

References 87 publications

The Effects of Insecure Attachment Style on Workplace Deviance: A Moderated Mediation Analysis

The Effects of Insecure Attachment Style on Workplace Deviance: A Moderated Mediation Analysis

How Knowledge-Hiding Behavior Among Manufacturing Professionals Influences Functional Interdependence and Turnover Intention

Impact of Compassion on Voice Behavior: A Moderated Mediation Model

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