Supportive leadership and job performance: Contributions of supportive climate, team-member exchange (TMX), and group-mean TMX

Kim, Kyoung Yong; Atwater, Leanne; Jolly, Phillip M.; Ugwuanyi, Ijeoma; Baik, Kibok; Yu, Jia

doi:10.1016/j.jbusres.2021.06.011

Cited by 27 publications

(37 citation statements)

References 68 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Thus, grit can be an important factor for organizations for personnel selection and development (Jordan et al, 2019 ; Luthans et al, 2019 ). Second, as gritty employees contribute to the organization, the HR department can create a supportive climate through policies and practices to increase the employees' effectiveness (Collins and Smith, 2006 ; Kim et al, 2021 ). Furthermore, TL characteristics, such as idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration (Bass and Avolio, 2000 ), should be demonstrated by leaders to enhance organizational performance (Bakker et al, 2022 ).…”

Section: Discussionmentioning

confidence: 99%

“…Research shows that a positive organizational climate is associated with higher performance (Gardner III and Schermerhorn, 1992 ; Ferris et al, 1998 ; Gardner and Schermerhorn, 2004 ). A supportive climate is defined as how members trust, care for, and collaborate with one another, and it is an important type of psychological climate in the organization (Kim et al, 2021 ). The study created a supportive climate by focusing on desirable outcomes, such as performance, job satisfaction, and commitment, and demonstrating construct validity (Rogg et al, 2001 ; Tripathi and Tripathi, 2022 ).…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

See 1 more Smart Citation

The Role of Grit in Organizational Performance During a Pandemic

Lee

2022

Front. Psychol.

View full text Add to dashboard Cite

In the context of the organizational crisis caused by COVID-19, scholars and professionals have focused on factors that help employees stay at their jobs and perform well. In an uncertain era, grit is a significant employee and organizational sustainability trait. Using 890 responses, this study determined how grit affects organizational performance and used contingencies including supportive climate and transformational leadership as moderators. The hypotheses were tested by examining the relationship between grit and organizational performance and the moderating effects of supportive climate and transformational leadership. Further, these hypotheses were supported by confirmatory factor analysis, PROCESS macro analysis, and bootstrapping. Grit was found to be positively associated with organizational performance; meanwhile, supportive climate and transformational leadership strengthen the relationship between grit and performance. Both theoretical and practical implications of the findings are discussed. This study makes a theoretical contribution through its assessment of the impact of grit on organizational performance. Trait activation theory can explain how grit can be expressed through organizational climate and leadership. With regard to practice, grit can be used as a vital factor for personnel selection and a supportive climate should be provided to ensure a desirable organizational climate.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

The Role of Grit in Organizational Performance During a Pandemic

Lee

2022

Front. Psychol.

View full text Add to dashboard Cite

show abstract

“…One can argue that a leader may also influence positive emotions or more general mood in the work team; and the team members will also influence each other. Research has, for example, shown that supportive leadership fosters team-member exchange (TMX) ( Kim et al, 2021 ); for example, through supporting a general collegial atmosphere, or through providing all the resources that teams need. In addition, we would expect that TMX may be a more proximal influence than LMX in contexts where leaders have a higher SPOC and employees have more contact with team members.…”

Section: Discussionmentioning

confidence: 99%

Leader Psychological Need Satisfaction Trickles Down: The Role of Leader-Member Exchange

2022

View full text Add to dashboard Cite

This article addresses the impact of leader psychological need satisfaction on employees. We draw on the self-determination theory (SDT) and leader-member exchange (LMX) theory to investigate if and how leader psychological need satisfaction trickles down to employee psychological need satisfaction. Adopting a multi-actor, multilevel design, results from 1036 leader–employee dyads indicate that employee-rated LMX mediates the trickle-down effect of leader psychological need satisfaction. Additional analyses of leader psychological needs show that leader competence is the main psychological need that underlying this relationship. We also found an unexpected negative association between leader autonomy need satisfaction and employee competence need satisfaction. Overall, this study shows the importance of both (1) leaders’ psychological need satisfaction and (2) employee perceptions of the relationship quality for employee psychological need satisfaction.

show abstract

“…Third, leaders should treat their people properly by taking into account their needs and sharing benefits. Furthermore, the impacts of SL are represented in an individual's positivity level, which has a large and favorable influence on workers' job adaptability, performance, and engagement [30,53]. According to studies, SL more effectively reduces workers' desire to resign; as a result, this study posits that SL characterized by healthy leader-employee interactions may have a considerable and favorable influence on CS.…”

Section: Supportive Leadership and Career Sustainabilitymentioning

confidence: 98%

“…SL is interpreted as a leader's "behavior oriented to meet the needs and preferences of subordinates, such as caring for the welfare of subordinates and creating a friendly and psychologically supportive working environment" [28,29]. It is one of the most commonly discussed factors in the literature [5,30,31].…”

Section: Supportive Leadership and Innovation Behaviormentioning

confidence: 99%

How Supportive Leadership Promotes Employee Innovation under Uncertainty: Evidence from Chinese E-Commerce Industry

et al. 2022

View full text Add to dashboard Cite

Innovative behavior (IB) is an important issue in academic and other sectors. The increasing uncertainty caused by COVID-19 has resulted in rising job insecurity for employees in the e-commerce industry. This has jeopardized career sustainability (CS). Numerous studies have explored the influence of supportive leadership (SL) on IB, but so far there is still a dearth of research investigating the role of CS. In addition, CS must be considered because the perceived sustainability of a career has an impact on individual innovation. Therefore, based on job demands-resources (JDR) theory, we analyzed the effects of SL on IB as well as the roles of CS in IB. The mediating role of employee’s perceived occupational sustainability was explored. This study investigates the associations between supportive leadership style (job resource) and employee innovative behavior (job demand). In total, 308 valid samples were collected from China. Structural equation modeling examines the construct validity and path relationships. The results show that in China’s e-commerce industry, under the uncertainty brought about by the COVID-19 pandemic, only when employees perceive CS can SL promote the transformation of job resources into workplace IB. That is, CS completely mediates SL and IB. This provides new information for the management of employee behavior in the current special period. The result revealed that SL improves IB through CS. Theoretically, this study fills the gap and establishes a theoretical framework for SL and IB. Practically, we offer guidance for enterprises and managers in that they should provide their employees with work resources which are good for employee CS so as to promote employees’ IB.

show abstract

Supportive leadership and job performance: Contributions of supportive climate, team-member exchange (TMX), and group-mean TMX

Cited by 27 publications

References 68 publications

The Role of Grit in Organizational Performance During a Pandemic

The Role of Grit in Organizational Performance During a Pandemic

Leader Psychological Need Satisfaction Trickles Down: The Role of Leader-Member Exchange

How Supportive Leadership Promotes Employee Innovation under Uncertainty: Evidence from Chinese E-Commerce Industry

Contact Info

Product

Resources

About