Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate

Haq, Inam Ul; Raja, Usman; Alam, Imtiaz; Clercq, Dirk De; Saleem, Sharjeel

doi:10.1108/pr-04-2019-0172

Cited by 17 publications

(20 citation statements)

References 127 publications

(177 reference statements)

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“…Our study contributes to the literature by following the recommendations suggested by Borst et al ( 2020) and Haq et al (2021). The findings indent leaders boost the feelings of employees, and thus, the result can be more engaged.…”

Section: Theoretical Contributionsupporting

confidence: 77%

“…Confidence in leaders as moderating variables lacks research (Ötken and Cenkci, 2012 ; Gul et al, 2021a , b , c ) and requires further empirical research. Haq et al ( 2021 ) also called for further research on individual outcomes and the moderating role of management confidence in work engagement. In addition, Borst et al ( 2020 ) suggested that research was conducted primarily in developed countries, with significantly less in developing countries, and further research was recommended in developing countries (Middle East, Africa, and South Asia).…”

Section: Introductionmentioning

confidence: 99%

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Does Servant Leadership Stimulate Work Engagement? The Moderating Role of Trust in the Leader

2022

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A positive leadership style can promote work engagement. Using social exchange theory, this study examines the impact of employee leadership styles on work engagement. In addition, the link also considered the mitigating role of trust in leaders. Preliminary data were collected from the educational and non-educational staff of the Business Management Sciences and Education Department at different universities. We collected responses from 242 employees from selected universities using the purposive sampling technique. We tested the proposed hypothesis using linear regression. Research has shown that there is a positive link between employee leadership and work engagement. When trust in leaders as facilitators was introduced, the relationship between leadership and work engagement was relaxed to increase trust in leaders. Practical and theoretical contributions to the study were provided with recommendations for further study.

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Section: Theoretical Contributionsupporting

confidence: 77%

Section: Introductionmentioning

confidence: 99%

Does Servant Leadership Stimulate Work Engagement? The Moderating Role of Trust in the Leader

2022

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“…They found a significant correlation between workplace mistreatment and organizational outcomes, such as mistreatment reduction effort strains, job attitudes, and mistreatment exposure. Haq et al (2021) measured that workplace mistreatment results are highly stable at the employee level. The findings of this study reflect that if organization policies, processes, and procedures reduce the mistreatment working environment, employees are less intended to have turnover intention.…”

Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China

Chaudhary

Yao

et al. 2022

Front. Psychol.

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This study aimed to analyze the effect of deviant workplace behaviors, such as mistreatment, bullying, and incivility on employee turnover intention and identify the transformational leadership role as a moderator. The data was collected through a survey questionnaire with the help of a purposive sampling technique. A total of 318 respondents’ data was gathered from university academic and general staff in China. The results were analyzed through SPSS and structural equation modeling structural equation modeling (SEM) software. The findings indicate that deviant workplace behavior, i.e., mistreatment, bullying, and incivility, significantly affect employee turnover intention. Moreover, a result shows that transformational leadership has a significant moderating role on the relationship between turnover intention and workplace bullying and incivility but was insignificant between turnover intention and workplace mistreatment. Lastly, implications and limitations were also discussed in this article.

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“…Finally, although we only examined one team-level variable in this study, the findings suggest that team climates and emergent states may play an important role in how individuals cope with workplace aggression. We therefore encourage researchers to examine other team-level variables such as team servant leadership [ 40 ], which may buffer the negative impact of workplace mistreatment.…”

Section: Limitations Future Directions and Conclusionmentioning

confidence: 99%

Coping with Workplace Incivility in Hospital Teams: How Does Team Mindfulness Influence Prevention- and Promotion-Focused Emotional Coping?

Farley

Song

et al. 2022

IJERPH

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Incivility is a growing concern for researchers and practitioners alike, yet we know little about how the team context is related to the way that employees respond to it. In this study, we examined the role of team mindfulness and its direct and buffering effects on individual-level promotion- and prevention-focused emotional coping. We also examined how these forms of coping were related to individual work engagement. In a temporally lagged study of 73 hospital teams (involving 440 team members), multi-level analyses showed that team mindfulness was directly negatively associated with individual-level prevention-focused emotional coping (behavioral disengagement, denial, and venting); however, it was not positively related to individual-level promotion-focused forms of coping (positive reframing and acceptance). In addition, a cross-level interaction effect was identified whereby team mindfulness reduced the positive relationship between incivility and venting, meaning there was less individual-level venting following incivility in the context of higher team mindfulness. These findings may have implications for work engagement, which was shown to be negatively related to venting and behavioral disengagement. Our findings are useful for managers of teams that regularly experience customer incivility as it uncovers how they can develop a team context that discourages ineffective coping responses.

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Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate

Cited by 17 publications

References 127 publications

Does Servant Leadership Stimulate Work Engagement? The Moderating Role of Trust in the Leader

Does Servant Leadership Stimulate Work Engagement? The Moderating Role of Trust in the Leader

The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China

Coping with Workplace Incivility in Hospital Teams: How Does Team Mindfulness Influence Prevention- and Promotion-Focused Emotional Coping?

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