The paradox of paradoxical leadership: A multi-level conceptualization

Batool, Uzma; Raziq, Muhammad Mustafa; Sarwar, Naukhez

doi:10.1016/j.hrmr.2023.100983

Cited by 14 publications

(6 citation statements)

References 105 publications

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“…Furthermore, while existing research has primarily emphasized the positive effects of PL and confirmed its ability to effectively enhance EC (Yang et al. , 2023), the latest literature also introduces a multilevel conceptualization (Batool et al. , 2023a), reminding researchers to pay attention to the negative effects of PL.…”

Section: Discussionmentioning

confidence: 99%

“…This study specifically focused on the collective impacts of PL behaviors. Furthermore, while existing research has primarily emphasized the positive effects of PL and confirmed its ability to effectively enhance EC (Yang et al, 2023), the latest literature also introduces a multilevel conceptualization (Batool et al, 2023a), reminding researchers to pay Leadership & Organization Development Journal attention to the negative effects of PL. Future research should comprehensively explore the dual impact of PL (Shao et al, 2019;Batool et al, 2023a) and how its various dimensions influence employees' behaviors.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

“…Furthermore, while existing research has primarily emphasized the positive effects of PL and confirmed its ability to effectively enhance EC (Yang et al, 2023), the latest literature also introduces a multilevel conceptualization (Batool et al, 2023a), reminding researchers to pay Leadership & Organization Development Journal attention to the negative effects of PL. Future research should comprehensively explore the dual impact of PL (Shao et al, 2019;Batool et al, 2023a) and how its various dimensions influence employees' behaviors. In addition to employees' characteristics, future research should also consider the role of objective environmental factors, such as the cooperative climate (Ho et al, 2018) and organizational support (Zheng et al, 2021), to further enhance the study of the PL mechanism.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

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Paradoxical leadership and employee creativity: the roles of harmonious work passion and proactive personality

Lin,

Zhou,

Hou

2024

LODJ

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PurposeThe process of fostering and enhancing employee creativity (EC) is multifaceted and involves various challenges and contradictions, with paradoxical leadership (PL) playing a crucial role. However, previous research has neglected the importance of employee emotions, resulting in an incomplete understanding of the underlying mechanisms. To address this gap, this study draws upon the triadic reciprocal determinism of social cognitive theory to construct a moderated mediation model. The objective is to investigate the mediating role of harmonious work passion (HP) in the relationship between PL and EC. Furthermore, the study aims to explore the moderating effect of proactive personality (PP).Design/methodology/approachTwo surveys were carried out in eight enterprises situated in China. A total of 337 employees took part in the questionnaire survey to explore the correlation between PL, PP and HP. Additionally, 42 supervisors participated in evaluating the creativity of their subordinates. To test the proposed hypotheses, this study utilized hierarchical regression analysis on a sample of supervisor-subordinate pairs.FindingsParadoxical leadership is positively correlated with employee harmonious work passion. Harmonious work passion is positively correlated with employee creativity. Harmonious work passion plays a mediating role between paradoxical leadership and employee creativity. Proactive personality moderates the relationship between paradoxical leadership and harmonious work passion. Proactive personality moderates the indirect effect of harmonious work passion on the relationship between paradoxical leadership and employee creativity.Practical implicationsThe results of this study provide practical suggestions for improving EC. For example, organizations can select supervisors who exhibit PL qualities and enhance the training programs for leaders in the domain of paradoxical thinking. Furthermore, it is crucial for leaders to prioritize the development of employees' HP and to be attentive to the distinct individual variations present within their workforce.Originality/valueThis study enriches the research on the mediating and moderating mechanism between PL and EC and opens the black box from the perspective of emotion. Moreover, this research examines the boundary condition under which PL functions. The study reveals the interaction of environment, personality, cognition and emotion on creativity and provides a new perspective and empirical support for future research.

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Section: Discussionmentioning

confidence: 99%

Section: Limitations and Future Researchmentioning

confidence: 99%

Section: Limitations and Future Researchmentioning

confidence: 99%

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Paradoxical leadership and employee creativity: the roles of harmonious work passion and proactive personality

Lin,

Zhou,

Hou

2024

LODJ

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“…This independence can lead to inconsistencies in the definition and timing requirements of similar goals. The symbiotic relationship between competition and cooperation may trigger conflicting goals ( Chatterjee et al, 2023 ; Zhang et al, 2023 ), necessitating effective management to maintain equilibrium among the hub firm and new ventures ( Batool et al, 2023 ; Xie et al, 2023 ). The conflict goals management capabilities of ecosystem entrepreneurs are crucial for identifying opportunities for innovation and growth both within and outside the ecosystem, ultimately facilitating entrepreneurial success ( Nambisan and Baron, 2013 ).…”

Section: Literature Review and Research Frameworkmentioning

confidence: 99%

Self-regulation and conflict goals management capabilities of ecosystem entrepreneurs: a case study of Haier ecosystem

Qin,

Zhang,

2024

Front. Psychol.

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The inherent dual roles of “follower” and “leader” among ecosystem entrepreneurs inevitably introduce challenges in managing conflicting dependent and independent goals. Ecosystem entrepreneurs’ capabilities in conflict goals management directly influence new venture survival and development. This single-case qualitative study explores how ecosystem entrepreneurs develop conflict goals management capabilities through self-regulation, which is not only a unique practical challenge in ecosystem entrepreneurship, but also a cutting-edge topic in current theoretical research. Through research of entrepreneurs in Haier Entrepreneurship Ecosystem, the paper finds: (1) strategic corresponding and mechanism adapting emerge as the two trigger factors enabling ecosystem entrepreneurs to recognize the equilibrium or disequilibrium between conflicting goals; (2) by leveraging self-control, grit, and metacognition, ecosystem entrepreneurs construct decoupling mechanisms for antagonistic goal recognition and coupling mechanisms for synergistic goal recognition; (3) ecosystem entrepreneurs enhance their conflict goals management capabilities by developing both segregative and synergistic management capabilities. Furthermore, this research explores the self-regulation process underlying ecosystem entrepreneurs’ conflict goals management behaviors, including environmental interaction perception, conflict goals analysis, and delineation of goal relationships. Findings provide insights for ecosystem entrepreneurs on improving their conflict goals management capabilities through self-assessment and skill development.

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“…Later, research has focused on the macro aspects; however, the micro-level paradoxes and their influences are still overlooked, especially in hos-pitality and in relation to employees. Recent studies are examining the positive impact of PL behaviour on followers, not considering how this behaviour will have negative effects at the same time on different levels (Batool et al, 2023). Therefore, our study will contribute to the existing literature by investigating the impact of both positive and negative employee outcomes of PL in the hospitality industry, specifically, in restaurants in the United States.…”

Section: Background Of the Studymentioning

confidence: 99%

Can Paradoxical Leadership Be the Game Changer in Driving Organisations against Negative Practices?

Alola,

Alafeshat,

Tarkang

et al. 2023

European Journal of Tourism, Hospitality and Recreation

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Employees have suffered as a result of bad organisational practices, and they now perceive the workplace as unfriendly. In recent years, there has been an upsurge in the search for a remedy for this. This study looks at the impact of paradoxical leadership, which is beneficial when it takes a two-way approach to leadership. This study investigated the link that exists between paradoxical leadership styles and workers using the Theory of Social Exchange. In California, USA, 200 surveys were collected from restaurant staff. We examined the data using structural equation modeling to hypothesise linkages. It was shown that paradoxical leadership had a negative association with job insecurity, amotivation, and organisational tolerance for workplace incivility, while having a favorable relationship with employee psychological safety. Job insecurity, on the other hand, partially and fully mediates the link. The findings have implications for managers and the organisation overall. This is the first study that tries to investigate this relationship in the restaurant industry using paradoxical leadership and incivility.

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The paradox of paradoxical leadership: A multi-level conceptualization

Cited by 14 publications

References 105 publications

Paradoxical leadership and employee creativity: the roles of harmonious work passion and proactive personality

Paradoxical leadership and employee creativity: the roles of harmonious work passion and proactive personality

Self-regulation and conflict goals management capabilities of ecosystem entrepreneurs: a case study of Haier ecosystem

Can Paradoxical Leadership Be the Game Changer in Driving Organisations against Negative Practices?

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