Université de Moncton (Canada).
Université de Montréal (Canada).
Span J Psychol. 2022 Mar 9;25:e11. doi: 10.1017/SJP.2022.8.
We examine the relationship between transformational leadership and job improvement behaviors by considering the moderating effect of leader extraversion and the mediating role of employee vitality. Multi-level path analysis on data from 101 leaders and 619 subordinates provided support to the moderating effect of leader extraversion, such that the relationship between transformational leadership and employee vitality is stronger when the level of leader extraversion is high. Moreover, a moderated mediation procedure showed that the indirect effect of transformational leadership on job improvement via employee vitality was conditional to the level of leader extraversion. We highlight the original contributions of these findings by discussing the moderating role of leader extraversion as an understudied theoretical alternative to its already well-explored role as an antecedent to leadership behaviors. On a practical level, our results indicate that organizations should consider not only what leaders do (transformational leadership behaviors) but also how these behaviors are contextualized by leaders' typical approach (extraversion) to instill a maximum of positive emotion such as vitality in employees.
我们通过考虑领导外倾性的调节作用以及员工活力的中介作用，考察了变革型领导与工作改进行为之间的关系。对来自 101 名领导和 619 名下属的数据进行多层次路径分析，为领导外倾性的调节作用提供了支持，即当领导外倾性水平较高时，变革型领导与员工活力之间的关系更强。此外，调节中介程序表明，变革型领导通过员工活力对工作改进的间接影响取决于领导外倾性的水平。我们通过讨论领导外倾性的调节作用，突出了这些发现的原创性贡献，将其作为领导力行为已有充分研究的理论替代选择，而不是其作为领导行为前因的作用。在实践层面上，我们的研究结果表明，组织不仅应该考虑领导者的行为（变革型领导行为），还应该考虑领导者典型方法（外倾性）如何将这些行为背景化，以在员工中激发最大的积极情绪，如活力。
