The Influence of Leader Bottom-Line Mentality on Miners’ Safety Behavior: A Moderated Parallel Mediation Model Based on the Dual-System Theory

Abstract

As a high-risk industry that is always struggling with unsafe factors, coal mine enterprises must prioritize safety in their operation and management, but there are still some short-sighted coal mine managers who choose to leave safety behind in the desperate pursuit of financial benefits, resulting in coal mine accidents from time to time. Unfortunately, this leadership style, known as leader bottom-line mentality, has not yet received sufficient attention in the safety field. Based on dual-system theory, this study aimed to explore the mediating role of emotional exhaustion and safety consciousness between leader bottom-line mentality and miners’ safety behavior, as well as the moderating role of Chinese traditionality. Using a sample of 422 frontline miners in China, the results of the data analysis showed that emotional exhaustion and safety consciousness played parallel mediating roles between leader bottom-line mentality and miners’ safety behavior, and Chinese traditionality moderated the effect of leader bottom-line mentality: the higher the Chinese traditionality, the weaker the mediating effect of emotional exhaustion and the stronger the mediating effect of safety consciousness. Present research explains the mechanisms and boundaries of the influence of leader bottom-line mentality on miners’ safety behavior, contributing to the emerging literature on safety management and bottom-line mentality.

Job Stress can be a Great Hurdle in Goal-Focused Leader Behavior with the Mediating Role of the Bottom-Line Mentality of Leaders

“…By adopting a one-dimensional viewpoint that focuses on bottom-line results, individuals are only a short step away from helping others by putting them at risk, they fail and refuse to provide information, or making them look bad, as Wolfe (1988) noted. It is therefore risky for supervisors to pursue bottom-line results solely for their own benefit (Niu et al, 2022).…”