Authentic leadership and employee job behaviors: The mediating role of relational and organizational identification and the moderating role of LMX

Niu, Wanjie; Yuan, Qinghong; Liu, Zhaoyan

doi:10.1007/s12144-018-9937-0

Cited by 54 publications

(56 citation statements)

References 51 publications

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“…We examined the mediating role of OI between LMX and citizenship behavior as a starting point. Previous research has investigated leadership and OI as possible antecedents of outcomes (Ilies, Nahrgang, & Morgeson, 2007;Niu, Yuan, Qian, & Liu, 2018). This study goes beyond the examination of direct relationships and is perhaps the first-ever effort to investigate conditional indirect effects of IWE on LMX and citizenship behavior through OI.…”

Section: Discussionmentioning

confidence: 99%

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Hussain¹,

Shahzad²,

Khan³

et al. 2018

J. Islam. bus. manag.

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The present study aims to investigate the indirect relationship of Leader-Member Exchange (LMX) and followers' citizenship behavior through Organizational Identification (OI) for the first time using Social Identity Theory (STI), and to widen the scope of research by explaining differences in LMX-citizenship behavior relationship through OI arising from a moderating role of Islamic Work Ethics (IWE). The questionnaire comprising supervisor and subordinate-rated measures and a time-lagged data collection design has been used for data collection. Based on a convenience sample of 408 subordinates who were attached with 142 supervisors from developing country like Pakistan, mediation and moderated-mediation was tested using PROCESS. Results supported the mediating role of OI between LMX and follower citizenship behavior. Moderated mediation analysis confirmed the conditional effect of IWE on the indirect relationship between LMX and citizenship behavior through OI.

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Section: Discussionmentioning

confidence: 99%

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Hussain¹,

Shahzad²,

Khan³

et al. 2018

J. Islam. bus. manag.

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show abstract

“…Individuals who have a sense of favorable position in a group or organization identify themselves with the group or organization. This creates a sense of oneness with group or organization and therefore, these individuals are more likely to contribute towards organizational expectations (Haslam, Van Knippenberg, Platow, & Ellemers, 2014;Niu, Yuan, Qian, & Liu, 2018). SIT suggest that perceptions of oneness create a feeling of shared fate, obligation, and urge to reciprocate in organizational favor.…”

Section: Organizational Identification and Creativitymentioning

confidence: 99%

The Effects of Supervisor’s Organizational Embodiment and Organizational Identification on the LMX-Creativity Relationship

Hussain¹,

Shahzad²

2019

SAJMS

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At the intersection between psychology and human resources management, this study is conducted to attain two objectives. First, it aims at investigating the indirect relationship of leader-member exchange (LMX) relationships and creativity via organizational identification. Second, differences in LMX-creativity relationship via organizational identification are explored from a trajectory that highlights the moderating role of supervisor's organizational embodiment. This study adopts a time-lagged data collection design. Participants, enrolled in the sample, are 411 subordinates, who are attached with 142 supervisors from Pakistan. Mediating role of organizational identification (OI) between LMX and creativity was confirmed by results. Results also confirmed the moderating effect of the supervisor's organizational embodiment (SOE) on the indirect relationship between LMX and creativity via organizational identification.

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“…When it comes to the management of employees, leaders must be involved. A good entrepreneur’s psychological capital can not only improve the leader’s self-consciousness, self-adjustment, and self-development ability but also have a trickle-down effect on the subordinate’s psychological state, and enhance the subordinate’s psychological capital ( Niu et al, 2018 ; Shen et al, 2019 ; Wu and Wu, 2019 ). Psychological capital is a concept proposed and extended to the field of human resources by Luthans, a famous American scholar, in 2004.…”

Section: Introductionmentioning

confidence: 99%

Analysis of the Influence of Entrepreneur’s Psychological Capital on Employee’s Innovation Behavior Under Leader-Member Exchange Relationship

Liang

Zhou

et al. 2020

Front. Psychol.

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How to make use of leaders' psychological capital to improve the innovation behavior of employees has become an important issue for the talent management of enterprises today, and it is also the goal that enterprises must pursue if they want to stand out in fierce competition. Therefore, a total of 154 enterprises in a high-tech area were selected for questionnaire survey in this study. The correlation between leadermember exchange (LMX) relationship (emotion, loyalty, contribution, and professional respect), leaders' psychological capital (confidence, hope, optimism, and tenacity), and employees' innovation behaviors were analyzed based on multivariate regression. Hierarchical regression method was used to examine the mediating effect of the LMX. It was found that confidence, toughness, and contribution were significantly positively correlated with employee innovation behavior (p < 0.001). The positive correlation between hope, optimism, emotion, and loyalty with employees' innovation behavior was significant (p < 0.05). Besides, emotion, loyalty, and contribution had mediating effects on the leaders' psychological capital and the innovation behavior of employees. In conclusion, leaders' psychological capital can have a significant positive effect on the innovation behavior of employees directly, and it can also have an indirect positive effect on the innovation behavior of employees by maintaining high quality LMX.

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Authentic leadership and employee job behaviors: The mediating role of relational and organizational identification and the moderating role of LMX

Cited by 54 publications

References 51 publications

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

The Effects of Supervisor’s Organizational Embodiment and Organizational Identification on the LMX-Creativity Relationship

Analysis of the Influence of Entrepreneur’s Psychological Capital on Employee’s Innovation Behavior Under Leader-Member Exchange Relationship

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