Why Am I Willing to Speak Up? The Impact of Spiritual Leadership on Employee Voice Behavior

Yang, Xuhua; Meng, Yuchen; Qiu, Yong; Feng, Yaqian

doi:10.3389/fpsyg.2019.02718

Cited by 16 publications

(6 citation statements)

References 76 publications

(105 reference statements)

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“…Firstly, by exploring the influence of leader humor on employee innovative behavior, this study provides practical reference value for companies and enterprises to leverage leader humor better. The increasing spiritual demands mean that employees will no longer be satisfied with the boring way of working ( Yang et al, 2019 ; Chen and Li, 2020 ). To a certain extent, leaders can establish an interesting and free culture by offering humor in their organizations ( Cooper et al, 2018 ), but the full play of the role of leader humor cannot be achieved without the support of their organizations.…”

Section: Discussionmentioning

confidence: 99%

Linking Leader Humor to Employee Innovative Behavior: The Roles of Work Engagement and Supervisor’s Organizational Embodiment

Zhang

2020

Front. Psychol.

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The influence of leader humor on employee innovative behavior has been attracting increasingly more attention from various scholars and enterprises. Based on previous relevant literatures in the fields of humor, leadership, and innovation, this study proposes and verifies a model to examine the internal mechanism and boundary condition of the relationship between leader humor, work engagement, supervisor’s organizational embodiment, and employee innovative behavior. Specifically, this study introduces work engagement as a mediator in the relationship between leader humor and employee innovative behavior, and supervisor’s organizational embodiment as a moderator in the relationship between leader humor and work engagement. Then, this study conducts two separate questionnaire surveys on Chinese employees and their direct supervisors at two different times to collect the sample data. In total, 383 supervisor–subordinate dyads were collected. The results suggest that leader humor can promote employee innovative behavior. Work engagement can partly mediate the influence of leader humor on employee innovative behavior. Supervisor’s organizational embodiment of employee can positively moderate the influence of leader humor on work engagement, which in turn ultimately should account for positive increases of employee innovative behavior. The conclusions from the analyses above not only further verify and develop some previous points on leader humor and employee innovation but also derive certain management implications for promoting employee innovative behavior from the perspective of leader humor.

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Section: Discussionmentioning

confidence: 99%

Linking Leader Humor to Employee Innovative Behavior: The Roles of Work Engagement and Supervisor’s Organizational Embodiment

Zhang

2020

Front. Psychol.

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“…In addition, Yang et al. (2019a, b, c) reported the full mediating impact of career success expectation on the “SL–employee voice behavior” relationship. Along with this, studies also reported a partial mediating effect of autonomous motivation, satisfaction of basic psychological needs and individual Confucian values on relationship between SL and craftsmanship spirit (Zhu et al.…”

Section: Resultsmentioning

confidence: 99%

A systematic literature review on spiritual leadership: antecedents, mechanism, moderators and outcomes

Piwowar-Sulej,

Iqbal

2024

JOCM

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PurposeThe aim of this study is to offer evidence-based knowledge of the most popular research topics in studies on spiritual leadership (SL) and the research approaches and theories in use. Another aim is to create a comprehensive research framework covering the antecedents and outcomes of SL, as well as the underlying mechanisms and conditional factors. This study also synthesizes future research avenues presented in the literature.Design/methodology/approachThis study used a systematic literature review method. The presented analysis covered both bibliometric studies and in-depth manual content analysis. In total, 274 articles indexed in the Scopus database were analyzed, with a particular focus on 126 empirical papers.FindingsThis study shows that most of the research took place in developing countries and focused on the links between SL and workplace spirituality, employee well-being and engagement. It provides a complex research framework which orders previous variables according to their levels. Future research is required that would use a multilevel research approach and determine the impact of SL on society and the leaders themselves, as well as determining the reverse impact of organizational performance on the development of SL.Originality/valueThis study takes advantages of both bibliometric and in-depth content analysis to expand the understanding of the state of the art in SL research. It demonstrates how different factors contribute to SL and how they subsequently influence outcomes. It also offers numerous future research directions which go beyond those identified so far in the literature to further develop the theory of SL.

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“…Leadership styles influence employee voice behavior differently. For example, leadership styles such as authentic (Hsiung, 2012), ethical (Walumbwa and Schaubroeck, 2009), transformational (Liu et al , 2010), servant (Song et al , 2021) and spiritual leadership (Yang et al , 2019) do create an environment of fairness in which employees can conduct themselves ethically and also voice their opinions, suggestions and concerns freely to minimize instances of scandals, frauds and scams (Detert and Burris, 2007) but ethical leadership does also offer added advantage of moral management in line with ethical standards (Brown and Treviño, 2006; Goswami et al , 2021). Besides, an ethical leader is a caring, fair, moral and ethically driven role model who leads by his/her personal example, conducts in accordance with norms that employees imbibe and emulate and encourages them to communicate their opinions and concerns freely (Brown et al , 2005; Den Hartog, 2015).…”

Section: Introductionmentioning

confidence: 99%

Ethical leadership and its influence on employee voice behavior: role of demographic variables

Dua

Farooq

Rai

2022

IJOES

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Purpose The purpose of this paper is to examine the nature of relationship between ethical leadership and employee voice behavior. Study of employee voice behavior is important, because leaders in organizations make numerous decisions based on employees’ work-related inputs which do influence the decision quality and team performance. Design/methodology/approach Survey data were collected through structured questionnaire from Indian organizations. Data were analysed through statistical techniques such as confirmatory factor analysis and structural equation modeling. Findings The findings showed that ethical leadership did impact the employee voice in a positive and significant but moderate manner. The study also found no significant differences in ethical leadership and voice behavior across demographic variables such as gender, age, educational qualification and job level in the Indian context. Research limitations/implications The study is conducted using single cross-sectional research design, and for better causal inferences of the relationship between various variables, future research studies may be conducted with longitudinal research design, multiple data sources and variety of industries with large sample size. Practical implications With erosion of ethical values and corporate scandals, managers need to develop and display ethical leadership as employees emulate their leaders’ ethical behavior because ethical leadership, or its perception, relates positively and significantly to employee voice behavior. Originality/value There is less study to understand ethical leadership and its influence on voice behavior in developing countries, especially in India. Ethical leadership behavior encourages employees to voice their work-related constructive opinions and concerns for improved decision-making and reduced unethical practices. Also, there is scarcity of research that explores the impact of demographic variables and this study is an effort to understand this gap.

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Why Am I Willing to Speak Up? The Impact of Spiritual Leadership on Employee Voice Behavior

Cited by 16 publications

References 76 publications

Linking Leader Humor to Employee Innovative Behavior: The Roles of Work Engagement and Supervisor’s Organizational Embodiment

Linking Leader Humor to Employee Innovative Behavior: The Roles of Work Engagement and Supervisor’s Organizational Embodiment

A systematic literature review on spiritual leadership: antecedents, mechanism, moderators and outcomes

Ethical leadership and its influence on employee voice behavior: role of demographic variables

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