Zhang Yajun, Peng Shuai, Wang Jinsong, Akhtar Muhammad Naseer, Wang Yongqi
School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China.
Royal Docks School of Business and Law, University of East London, London, United Kingdom.
Front Psychol. 2023 Jan 26;13:1008071. doi: 10.3389/fpsyg.2022.1008071. eCollection 2022.
Self-serving leaders satisfy their self-interests at the cost of both employees and organizations, leading to declining organizational competitive advantage and performance. Drawing upon the affective events theory (AET), we constructed and examined a theoretical model of self-serving leadership influencing counterproductive work behavior (CWB), where traditionality plays a significant moderating role through the lens of anger as a mediator. Data were collected in three waves using a survey questionnaire distributed in three industries located in the Southwest district of China. Hierarchical regression analyses were conducted on a sample of 316 employees to test the hypothesized research model. The results showed that self-serving leadership triggers employee anger, which in turn causes CWB. Furthermore, traditionality plays a significant moderating role, in which employees with higher levels of traditionality feel less anger and show less CWB. Overall, research findings have clarified how and why self-serving leadership affects employees' emotions (such as anger) and behavior (such as CWB), bringing new insights into the self-serving leadership and employee behavior literature. Research implications on the management of self-serving leadership, limitations, and future recommendations of research are also discussed.
自利型领导者以牺牲员工和组织为代价来满足自身利益，导致组织竞争优势和绩效下降。基于情感事件理论（AET），我们构建并检验了一个自利型领导影响反生产工作行为（CWB）的理论模型，其中传统性通过愤怒这一中介变量发挥显著的调节作用。我们采用调查问卷的方式，分三个阶段在中国西南地区的三个行业收集数据。对316名员工的样本进行了分层回归分析，以检验所提出的研究模型。结果表明，自利型领导引发员工愤怒，进而导致反生产工作行为。此外，传统性发挥了显著的调节作用，传统性水平较高的员工愤怒感较低，反生产工作行为也较少。总体而言，研究结果阐明了自利型领导如何以及为何影响员工的情绪（如愤怒）和行为（如反生产工作行为），为自利型领导和员工行为的文献带来了新的见解。同时，还讨论了关于自利型领导管理的研究启示、局限性以及未来研究建议。
