Li Xiyuan, Xue Ying, Liang Hao, Yan Dong
Economics and Management School of Wuhan University, Wuhan University, Wuhan, China.
Front Psychol. 2020 Sep 24;11:537756. doi: 10.3389/fpsyg.2020.537756. eCollection 2020.
Paradoxical leadership is associated with positive behavioral outcomes. However, the link between paradoxical leadership and voice behavior is not comprehensively studied in extant literature. This paper builds a theoretical model to reveal how paradoxical leadership facilitates promotive and prohibitive voice behavior of employees, drawing upon social cognitive theory and regulatory focus theory. We proposed a moderated mediation model that employees' voice behavior is related to paradoxical leadership through self-efficacy and psychological safety. With data from 268 leader - employee pairs of questionnaires, this study conducted a structural equation model to test the conceptual framework. The results show that (a) leader's paradoxical leadership related to employee's promotive and prohibitive voice behaviors positively; (b) employee's self-efficacy and psychological safety mediate the extent of effect the superior's paradoxical leadership has on subordinate's voice behavior; (c) the more obvious the subordinate's promotion focus orientation, the stronger the mediating effect of self-efficacy; and (d) the more obvious the subordinate's prevention focus orientation, the weaker the mediating effect of psychological safety. These conclusions reveal the influencing mechanism of a superior's paradoxical leadership on a subordinate's voice behavior. It expands paradoxical leadership-related studies, enriches studies related to the field of "leader - employee voice behavior," and highlights the relationship between the duality of paradoxical leadership behavior on employees with different regulatory focus orientation with a new perspective.
矛盾式领导与积极的行为结果相关。然而，现有文献中对矛盾式领导与建言行为之间的联系尚未进行全面研究。本文借鉴社会认知理论和调节焦点理论，构建了一个理论模型，以揭示矛盾式领导如何促进员工的促进性建言行为和禁止性建言行为。我们提出了一个有调节的中介模型，即员工的建言行为通过自我效能感和心理安全感与矛盾式领导相关。本研究利用来自268对领导-员工问卷的数据，进行了结构方程模型检验该概念框架。结果表明：（a）领导的矛盾式领导与员工的促进性建言行为和禁止性建言行为呈正相关；（b）员工的自我效能感和心理安全感中介了上级的矛盾式领导对下属建言行为的影响程度；（c）下属的促进焦点导向越明显，自我效能感的中介作用越强；（d）下属的预防焦点导向越明显，心理安全感的中介作用越弱。这些结论揭示了上级的矛盾式领导对下属建言行为的影响机制。它拓展了矛盾式领导相关研究，丰富了“领导-员工建言行为”领域的研究，并以新的视角突出了矛盾式领导行为的二元性与不同调节焦点导向员工之间的关系。
