Integrating the bright and dark sides of leadership: An investigation of the intragroup and intergroup effects of leader group prototypicality

Liang, Yongyi; Yan, Ming; Law, Kenneth S.; Wang, Haibo; Chen, Yuanyi

doi:10.1016/j.jbusres.2021.04.062

Cited by 8 publications

(6 citation statements)

References 55 publications

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“…Fourth, a leader–employee relationship does not form within a vacuum; the larger team context matters a lot as well (see e.g., Liang et al, 2021 ). 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.…”

Section: Discussionmentioning

confidence: 99%

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

2022

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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.

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Section: Discussionmentioning

confidence: 99%

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

2022

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“…Research on personality in an institutional sense is mainly carried out on the bright side of personality. Especially since 2010, the dark triad has begun to be intensively researched in the international literature (Koopman et al, 2016;Volmer et al, 2016;Walsh & Arnold, 2020;Liang et al, 2021). However, the number of studies on this subject in the national literature is quite limited (Kanten et al, 2015;Aydoğan & Serbest, 2016;Özer et al, 2016;Özsoy & Ardıç, 2017;Serbest, 2018;Güler & Kerse, 2019;Güllü & Yıldız, 2019;Özsoy, 2019;Özsoy & Ardıç, 2020;Serbest, 2022;Sökmen & Serbest, 2022;Ayata, 2022;Özgan, 2022).…”

Section: Extended Summarymentioning

confidence: 99%

Karanlık üçlünün iş tatmini ve işten ayrılma niyeti üzerine etkisinde psikolojik sağlamlılığın aracılık rolü

Serbest,

Sökmen

2024

KOCATEPEİİBFD

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Bu çalışmada, ilk olarak son yirmi yılda karanlık üçlü (KÜ) olarak popülerlik kazanan üç kişilik özelliğine (yani subklinik narsisizm, subklinik psikopati ve Makyavelizm) kısaca değinilmiştir. Bu özellikler, kişiliğin karanlık yönlerindeki bireysel farklılıkları daha tam olarak yakaladıkları için, Beş Büyük özellik gibi kişilik üzerine yapılan araştırmaları genişletmek için faydalıdır. Kurumsal alanda çalışanların farklılıkların rolünün daha iyi anlaşılması için karanlık üçlünün araştırılması önemlilik arz etmektedir. Bu nedenle ulusal alan yazında karanlık üçlü özellikle kurumsal anlamda araştırılmalıdır. Böylece kişilik özelliklerinin kurumsal belirtilerinin anlaşılmasına katkı sunulması amaçlanmaktadır. Çalışma COVID-19 salgını döneminde gerçekleştirilmiştir. Çalışmanın evreni Ankara ilinde faaliyet gösteren kamu hastanelerinde görev yapan çalışanlardan meydana gelmektedir. Çalışmanın örneklemi ise Ankara ilinde faaliyet gösteren kamu hastanelerinde görev yapan sağlık çalışanlarından meydana gelmektedir. Çalışmada ilişkisel ve kesitsel saptama metotlarından yararlanılmıştır. Bu çalışmada, anket metodu tatbik edilmiştir. Çalışmada data toplama araçları örneklem içinde yer alan çalışanlara kolayda örnekleme metoduyla erişilen online yöntem ile elden anket dağıtma olarak tatbik edilmiştir. Toplam katılımcı adedi 440 olarak gerçekleşmiştir. KÜ’nün iş tatmini (İŞT) üzerinde anlamlı ancak negatif bir tesirinin var olduğu anlaşılmaktadır. KÜ’nün işten ayrılma niyeti (İAN) üzerinde ise, pozitif ve anlamlı bir tesiri bulunmaktadır. Ancak KÜ’nün PS üzerinde anlamlı bir tesiri saptanamamıştır. KÜ ile İŞT ve KÜ ile İAN arasındaki ilişkilerde PS’nin aracı tesiri bulunmamaktadır.

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“…Beyond this, being prototypical of a group impacts a leader's cognition and behavior. When leaders are more prototypical, they identify more with a team (Liang et al., 2021) and feel more self‐efficacy in that domain (Vardaman et al., 2012). In the face of financial insecurity, this makes prototypical leaders more likely to seek compensatory control by taking action in the team domain that they embody because it is a defining piece of who they are (Caprar et al., 2022) and efforts to establish hierarchy are perceived to be less risky (Friesen et al., 2014).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

The cost of leader personal financial insecurity: implications for adaptive team performance

Spoelma

2023

Personnel Psychology

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In light of a global pandemic, rising inflation, and stock market uncertainty, many across the globe are experiencing financial insecurity. We build on an emerging line of research to explore the mechanisms through which leaders’ personal financial insecurity impacts the teams they lead. We draw on compensatory control theory to theorize that leaders’ personal financial insecurity has a negative indirect effect on adaptive team performance because more insecurity is associated with less perceived personal control, to which leaders respond by implementing a more hierarchical decision‐making authority structure in their teams. Integrating the social identity theory of leadership, we theorize that this effect is stronger when the leaders are more prototypical of their team. Evidence from three multi‐wave, multi‐source field studies including leaders and their teams and an online experiment supports our model. By uncovering how a leader's perceived financial state impacts those they lead, our work adds to the growing bottom‐line case for why organizations should care about supporting their employees’ financial health.

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Integrating the bright and dark sides of leadership: An investigation of the intragroup and intergroup effects of leader group prototypicality

Cited by 8 publications

References 55 publications

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

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

Karanlık üçlünün iş tatmini ve işten ayrılma niyeti üzerine etkisinde psikolojik sağlamlılığın aracılık rolü

The cost of leader personal financial insecurity: implications for adaptive team performance

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