Joint Decision-Making and Team Outcomes: Examining Cross-Lagged Relationships and the Roles of Psychological Safety and Participative Leadership

Kundi, Yasir Mansoor; Shahid, Subhan

doi:10.1080/08959285.2023.2208362

Cited by 7 publications

(3 citation statements)

References 83 publications

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“…However, for employees to exhibit discretionary behaviors, they need a social and motivational climate under which they feel safe (Edmondson, 1999;Lee et al, 2018). This is because psychological safety fosters employees to be proactive, innovative, and learning and change-oriented (Kundi and Shahid, 2023;Lee et al, 2018).…”

Section: Source(s): Authors' Own Workmentioning

confidence: 99%

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Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety

Dar,

Kundi,

Umrani

2024

LODJ

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PurposeThis study examines the relationship between leader–member exchange (LMX) and employee discretionary work behaviors in terms of job crafting, innovative work behavior and knowledge-sharing behavior by focusing on the mediating role of psychological safety.Design/methodology/approachMulti-source and multi-wave data were collected from 284 employees in the banking sector of Pakistan.FindingsThe findings reveal a positive relationship between LMX and psychological safety. Psychological safety, in turn, is positively related to discretionary work behaviors (i.e. job crafting, innovative work behavior and knowledge-sharing behavior). Moreover, psychological safety fully mediates the relationship between LMX and discretionary work behaviors.Originality/valueDrawing upon the conservation of resources (COR) theory, this study introduces psychological safety as a mediating mechanism in the relationship between LMX and three important discretionary work behaviors.

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Section: Source(s): Authors' Own Workmentioning

confidence: 99%

“…, 2018). This is because psychological safety fosters employees to be proactive, innovative, and learning and change-oriented (Kundi and Shahid, 2023; Lee et al. , 2018).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety

Dar,

Kundi,

Umrani

2024

LODJ

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“…In our study, the highest number of arrows pointing to the HAW was seven (including control variables), resulting in a required sample size of 70. Kundi and Shahid (2023) adopted this same approach. To further evaluate the adequacy of our sample size, a post hoc power analysis was conducted (Cohen, 1988) in GPower software with a p-value of 0.05, seven predictors and effect size (f 2 ) of 3.18.…”

Section: Power Analysismentioning

confidence: 99%

Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work

Hamid,

Kundi

2024

EBHRM

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PurposeThis paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW) and HAW.Design/methodology/approachA three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n = 361), and hypotheses were tested using the PROCESS macro for SPSS .FindingsThe results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation of POS and MOW in the relationship between discretionary HR practices and HAW.Practical implicationsThis research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.Originality/valueThe findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.

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The impact of leaders’ self-serving and ethical behaviors on employee thriving: The mediating role of interpersonal justice perception

2024

Curr Psychol

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Joint Decision-Making and Team Outcomes: Examining Cross-Lagged Relationships and the Roles of Psychological Safety and Participative Leadership

Cited by 7 publications

References 83 publications

Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety

Leader-member exchange and discretionary work behaviors: the mediating role of perceived psychological safety

Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work

The impact of leaders’ self-serving and ethical behaviors on employee thriving: The mediating role of interpersonal justice perception

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