Why employees endorse abusive leaders: the role of trust

Samian,; Riantoputra, Corina D.; Budihardjo, Andreas

doi:10.1080/13678868.2020.1810475

Cited by 12 publications

(15 citation statements)

References 60 publications

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“…Moreover, NVT members high in affective trust tend to believe that they are in a sufficiently safe environment and have the freedom to try out different types of behavior (Schaubroeck et al, 2011). When perceiving high levels of affective trust, an NVT member does not expect penalties or punishments to arise from his or her behavior because affective trust is connected to forgiveness (Samian et al, 2021).…”

Section: Nvt Members' Trust In Their Teams As a Contingency Factor In...mentioning

confidence: 99%

“…NVT members who perceive higher levels of affective trust in their teammates are likely to feel accepted by them (Zhu & Akhtar, 2014). Specifically, when affective trust is high, team members tend to interpret their teammates’ behavior in a positive way and reframe potentially negative behavior as constructive and helpful (Samian et al, 2021). Thus, team members high in affective trust may believe that their teammates generally judge them and their activities in a favorable way (De Jong et al, 2016; Schaubroeck et al, 2011).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Second, we add to the literature on trust in the NVT context (e.g., Chen & Wang, 2008), which has pointed to the important role of trust for enhancing a team's ability to overcome liabilities of novelty (Blatt, 2009), increasing team member commitment (Wang & Wu, 2012), and improving venture performance (De Jong et al, 2016). By documenting the differential moderating effects of affective and cognitive trust (e.g., Holste & Fields, 2010;Samian, Riantoputra, & Budihardjo, 2021) on the relationship between NVT members' greed and their UPB, our study indicates that the predominant unidimensional conceptualization of trust in NVT research may be insufficient to capture how trust in their teammates influences entrepreneurs' decisions and behavior.…”

mentioning

confidence: 98%

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When Do Greedy Entrepreneurs Exhibit Unethical Pro-Organizational Behavior? The Role of New Venture Team Trust

Tacke

Knockaert

Patzelt

et al. 2022

Journal of Management

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Greed is an excessive form of self-interest that leads individuals to pursue material wealth and immaterial desires with little or no concern for the well-being of others. While the literature suggests that greed results in managers acting unethically, a situational strength perspective suggests that this may not always be the case. Therefore, this paper aims at understanding how the new venture context, particularly the role of a team member's affective and cognitive trust in the new venture team, shapes the manifestation of greed in entrepreneurs’ unethical pro-organizational behavior—behavior that allows new venture team members to advance their ventures despite the violation of social norms. Consistent with our theorizing, we find that new venture team members’ affective and cognitive trust in their teams shape the relationship between greed and unethical pro-organizational behavior in opposing ways. Particularly, higher levels of greed are more likely to be connected to unethical pro-organizational behavior when a member's affective trust in the team is high and cognitive trust in the team is low. Our study offers implications for the entrepreneurship and management literatures, alongside implications for practice.

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Section: Nvt Members' Trust In Their Teams As a Contingency Factor In...mentioning

confidence: 99%

Section: Theory and Hypothesesmentioning

confidence: 99%

mentioning

confidence: 98%

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When Do Greedy Entrepreneurs Exhibit Unethical Pro-Organizational Behavior? The Role of New Venture Team Trust

Tacke

Knockaert

Patzelt

et al. 2022

Journal of Management

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show abstract

“…(2021), bahwa rasa percaya karyawan pada pemimpin dapat mempengaruhi akuntabilitas karyawan. Trust in supervisor adalah keadaan psikologis yang dapat dilihat melalui kerelaan subordinat mengambil resiko berdasarkan harapan positif terhadap intensi supervisor (Samian, Riantoputra, & Budihardjo, 2020). Penelitian ini akan berfokus pada rasa percaya secara afektif pada atasan.…”

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Hubungan Kepemimpinan Etis, Budaya Organisasi, dan Kepercayaan Afektif dalam Membentuk Akuntabilitas Karyawan

Pinintasih

Salendu

2022

psidim

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Akuntabilitas merupakan hal yang penting dan lumrah dituntut oleh organisasi pada karyawannya, karena membuat karyawan bertanggung jawab pada pekerjaannya. Akuntabilitas penting agar karyawan mengerjakan tugasnya dengan optimal, namun masih minim penelitian anteseden organisasional akuntabilitas karyawan (Pearson & Sutherland, 2017), terutama anteseden budaya organisasi dan kepercayaan. Studi ini bertujuan untuk mengetahui peran budaya kolaboratif dan kepercayaan afektif dalam menjelaskan hubungan kepemimpinan etis dan akuntabilitas karyawan. Alat ukur penelitian ini adalah skala kepemimpinan etis (2005), skala budaya kolaboratif ( 2004), skala kepercayaan afektif (2010), dan skala akuntabilitas karyawan (2003). Responden penelitian ini adalah 107 karyawan dari suatu organisasi pendidikan di Sumatera Utara. Pengolahan data dilakukan dengan SPSS PROCESS Hayes model 5. Hasil menunjukkan bahwa budaya kolaboratif dapat memediasi secara penuh hubungan kepemimpinan etis dan akuntabilitas karyawan. Selain itu kepercayaan afektif dapat menjadi moderator antara kepemimpinan etis dan akuntabilitas karyawan. Sebagai implikasi organisasi perusahaan baiknya menguatkan kualitas pemimpin etis, pemimpin memperkuat penerapan budaya kolaboratif dan membangun kepercayaan afektif dengan karyawannya, sehingga dapat membentuk rasa akuntabilitas karyawan dengan optimal. Kata kunci: budaya kolaboratif, akuntabilitas karyawan, kepemimpinan etis, kepercayaan afektif

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“…To provide a more complete explanation of the relationship between perceived leader narcissism and voice behavior, the present study, based on the social exchange theory (Cropanzano et al, 2017), proposes that when employees trust their leaders, their sense of reciprocity norm being violated is likely to be weakened. Trust makes employees more vulnerable to the leader's behavior because they believe that the rights are not abused by the leader (Boies, Fiset, & Gill, 2015; Samian, Riantoputra, & Budihardjo, 2020). Employees who trust in leaders have a strong emotional bond with their leaders (McAllister, 1995).…”

mentioning

confidence: 99%

How and when perceived leader narcissism impacts employee voice behavior: a social exchange perspective

Zhang

Lou

Guan

2021

Journal of Management & Organization

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Drawing from social exchange theory, this study proposes the effects of perceived leader narcissism on employees' voice behaviors (promotive voice and prohibitive voice) via organizational justice depending on the conditions of employees' trust in leader. Through investigating 257 employees and conducting a scenario study in China, this research shows that perceived leader narcissism is negatively related to prohibitive voice. The relationships between perceived leader narcissism and voice behaviors are moderated by trust in leader, and perceived leader narcissism is positively related to employees' voice behaviors when trust in leader is low. Results also show that organizational justice mediates the relationships between perceived leader narcissism and voice behaviors. The indirect effect of perceived leader narcissism on voice behaviors via organizational justice is moderated by trust in leader. This study has important implications for explaining the relationships between perceived leader narcissism and employees' voice behaviors and contributes to the social exchange theory by illustrating trust in the partner in exchange relationship as a boundary condition of norm reciprocity violation.

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Why employees endorse abusive leaders: the role of trust

Cited by 12 publications

References 60 publications

When Do Greedy Entrepreneurs Exhibit Unethical Pro-Organizational Behavior? The Role of New Venture Team Trust

When Do Greedy Entrepreneurs Exhibit Unethical Pro-Organizational Behavior? The Role of New Venture Team Trust

Hubungan Kepemimpinan Etis, Budaya Organisasi, dan Kepercayaan Afektif dalam Membentuk Akuntabilitas Karyawan

How and when perceived leader narcissism impacts employee voice behavior: a social exchange perspective

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