Niu Chenchen, Meng Xiangxiang, Xiang Fei
School of Management, Qilu University of Technology, Jinan, People's Republic of China.
Department of Business Management, Shandong University of Finance and Economics, Jinan, 250353, People's Republic of China.
Psychol Res Behav Manag. 2022 Sep 10;15:2513-2527. doi: 10.2147/PRBM.S380383. eCollection 2022.
Drawing on social exchange theory and attribution theory, this study aims to explore the influencing mechanism of paradoxical leadership on organizational citizenship behavior.
According to the research purpose, this study selects enterprises in the manufacturing, financial and high-tech industries in Shandong Province as the research objects, and collects data on the leaders and employees of the human resources departments and marketing departments in the enterprises. Data were collected from 77 leaders and 473 employees in China by a two-wave questionnaire survey. Hierarchical regression analysis and structural equation model approach were employed to test hypotheses.
This study found that perceived insider status and psychological entitlement play mediating roles about paradoxical leadership and organizational citizenship behavior; Collectivism moderates the relationship between paradoxical leadership and perceived insider status, and moderates the positive mediating role played by perceived insider status in the relationship of paradoxical leadership and organizational citizenship behavior; Leader-member exchange differentiation moderates the relationship about paradoxical leadership and psychological entitlement, and moderates negative mediating role played by psychological entitlement in the relationship of paradoxical leadership's and organizational citizenship behavior.
The findings of this study offer guidance for managers to better undermine the negative effects of paradoxical leadership, and improve organizational citizenship behavior.
First, this study extends the literature on paradoxical leadership by verifying the double-edged sword effect of paradoxical leadership to organizational citizenship behavior. Second, this study enriches one's understanding of the "black box" underlying the link between paradoxical leadership and its consequences by demonstrating the mediating roles of perceived insider status and psychological entitlement. Third, by verifying the moderating roles of collectivism and leader-member exchange differentiation, this study provides insights into the boundary conditions of the impact of paradoxical leadership.
本研究借鉴社会交换理论和归因理论，旨在探讨矛盾型领导对组织公民行为的影响机制。
根据研究目的，本研究选取山东省制造业、金融业和高科技行业的企业作为研究对象，收集企业人力资源部门和营销部门领导及员工的数据。通过两阶段问卷调查收集了来自中国77位领导和473位员工的数据。采用层次回归分析和结构方程模型方法来检验假设。
本研究发现，感知到的内部人身份和心理特权在矛盾型领导与组织公民行为之间起中介作用；集体主义调节矛盾型领导与感知到的内部人身份之间的关系，并调节感知到的内部人身份在矛盾型领导与组织公民行为关系中所起的正向中介作用；领导-成员交换差异调节矛盾型领导与心理特权之间的关系，并调节心理特权在矛盾型领导与组织公民行为关系中所起的负向中介作用。
本研究结果为管理者更好地消除矛盾型领导的负面影响、提高组织公民行为提供了指导。
第一，本研究通过验证矛盾型领导对组织公民行为的双刃剑效应，扩展了关于矛盾型领导的文献。第二，本研究通过证明感知到的内部人身份和心理特权的中介作用，丰富了对矛盾型领导与其后果之间联系背后“黑箱”的理解。第三，通过验证集体主义和领导-成员交换差异的调节作用，本研究为矛盾型领导影响的边界条件提供了见解。
