Exploring the effects of despotic leadership on employee engagement, employee trust and task performance

Jabeen, Riffut; Rahim, Nazahah Abd

doi:10.5267/j.msl.2020.8.012

Cited by 21 publications

(36 citation statements)

References 1 publication

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“…project efficiency) (Al-Hawari et al. , 2020; Jabeen and Rahim, 2020a, b; Liu et al. , 2012; Tao et al.…”

Section: Discussionmentioning

confidence: 99%

“…Despotic leadership is the most prominent leadership style affecting employees (Schyns and Schilling, 2013). Evidently, despotic leadership acts as a social stressor, with harmful effects on employees' behaviors (Jabeen and Rahim, 2020a, b; Römer et al. , 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

“…However, there is still a scarcity of studies examining the nature and effect of negative leadership styles, especially despotic leadership. Exposure to destructive leadership styles creates job stress among employees (Jabeen and Rahim, 2020a, b) and depletes employees' resources to complete different organizational tasks. According to the conservation of resources theory, employees' beliefs are related to their desire to avoid the loss of personal resources (Hobfoll, 1989, 2001).…”

Section: Literature Reviewmentioning

confidence: 99%

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Despotic leadership and IT project efficiency: the role of resilience

Khan

Mubarak

Khattak

et al. 2022

IJMPB

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PurposeBased on conservation of resources theory, the present study aims to investigate the negative leadership style (i.e. despotic leadership) and its influence on a key dimension of project success (i.e. project efficiency) directly and indirectly via employees’ job stress. Moreover, this study also aims to investigate the moderating role of resilience on the relationship between despotic leadership and employees’ job stress.Design/methodology/approachThis study used a time-lagged design and collected data via purposive sampling technique from 342 information technology project employees. Data were analyzed using SPSS 25 and AMOS 24.FindingsThe findings are in line with the proposed relationship, as despotic leadership negatively influences project efficiency via employees’ job stress and resilience plays a vital role in mitigating the effects of despotic leadership on employees' job stress.Practical implicationsThe findings of this study provide direction to information technology firms to develop strategies to decrease employees’ stress and increase project efficiency.Originality/valueThis study extends the literature on leadership and information technology projects by examining how despotic leadership influences project efficiency via employees’ job stress. Negative leadership exists in organizations but has not yet been empirically explored; this study finds that it increases subordinates’ stress level and ultimately influences project efficiency.

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“…project efficiency) (Al-Hawari et al. , 2020; Jabeen and Rahim, 2020a, b; Liu et al. , 2012; Tao et al.…”

Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Despotic leadership and IT project efficiency: the role of resilience

Khan

Mubarak

Khattak

et al. 2022

IJMPB

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“…However, resource losses are more evident than resource gains, and any reduction in energy resources may result in additional resource losses [41]. As a result, employees whose primary energy resources are depleted at work, mainly because of self-serving and unethical leadership behavior, will not demonstrate higher performance and will show decreased work engagement [21]. To conclude, despotic leaders deplete resources and increase threats, resulting in immediate negative outcomes, such as decreased employee engagement.…”

Section: Despotic Leadership and Employee Engagementmentioning

confidence: 99%

Linking Transformational and Despotic Leadership to Employee Engagement: Unfolding the Role of Psychological Distress as a Mediator

et al. 2022

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This research investigates the antecedents of employee engagement in Pakistan’s banks to conceptualize the idea of employee engagement. For this, the study examines the relationship between transformational leadership (TL), despotic leadership (DL), and the mediation of psychological distress (PD) with an outcome variable, employee engagement (EE). The study focused on first-line bank managers based in Punjab province using a cluster sampling technique. A questionnaire survey was used, and 341 respondents were selected for analysis using PLS-SEM. The study’s findings confirmed that all seven hypotheses tested were statistically significant. The results revealed that the transforming role of transformational leadership is more effective than despotic leadership in promoting employee engagement. The indirect link of psychological distress between transformational leadership, despotic leadership, and employee engagement also acts vice versa. The current study findings have implications for advancing our understanding of the effects of transformational leadership because of their positivity, which can reduce psychological distress and increase employee engagement in the service sector. In contrast, despotic leadership undermines employees’ abilities by increasing psychological distress and disengagement among employees. Our findings will help the banking industry understand how despotic and transformational leadership can negatively and positively affect employee outcomes.

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“…Many scholars are prone to considering leadership from their own unique perspectives, making it difficult to come up with a universal definition. The ability to build and maintain a group that performs well relative to its competition (Jabeen & Rahim, 2021…”

Section: The Concept Of Leadershipmentioning

confidence: 99%

The influence of Perceived Leadership Styles on Employee Commitment: The Mediating Role of Conflict Management

Hussein

Ibrahim²,

Ismael³

2022

JHED

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The aim of this study is to identify the relationship between leadership styles and employee commitment among employees working in the pharmaceutical industry, mediated by conflict management. The study adopted quantitative research method to examine the current study, a sample size of 110 employees was selected from the pharmaceutical companies in Kurdistan. Junior employees who had worked in the interested organizations for the past 10 years and deemed to have substantial dealing with supervisors and managers were purposively selected. Findings revealed that; the first research hypothesis is supported which stated that leadership styles will positively and significantly influence employee commitment at pharmaceutical companies in Kurdistan. Moreover, as for the conflict management as the mediation role between each leadership style (transactional, transformational, and charismatic) and employee commitment, the findings revealed that; conflict management has a positive and significant mediation role between all mentioned leadership styles and employee commitment, moreover the findings showed that the highest value was the mediation role of conflict management between transactional leadership and employee commitment, on the other hand the lowest value was the mediation role of conflict management between transformational leadership and employee commitment.

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Exploring the effects of despotic leadership on employee engagement, employee trust and task performance

Cited by 21 publications

References 1 publication

Despotic leadership and IT project efficiency: the role of resilience

Despotic leadership and IT project efficiency: the role of resilience

Linking Transformational and Despotic Leadership to Employee Engagement: Unfolding the Role of Psychological Distress as a Mediator

The influence of Perceived Leadership Styles on Employee Commitment: The Mediating Role of Conflict Management

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