Liu Haiou, Ahmed Syed Jameel, Kakar Abdul Samad, Durrani Dilawar Khan
School of Economics and Management, Yanshan University, Qinhuangdao 066004, China.
Department of Management sciences, University of Loralai, Loralai 84800, Pakistan.
Behav Sci (Basel). 2023 Jun 7;13(6):483. doi: 10.3390/bs13060483.
This study developed and tested a moderated mediation model by examining the relationships between humble leadership (HL), emotional intelligence, employee conflict (EC), and creative performance (CP), using resource-based theory as the theoretical foundation. We conducted a cross-sectional survey of 322 employees and their immediate supervisors ( = 53) from the telecom sector in Pakistan. The data was analyzed using AMOS 21 and SPSS 26. The results demonstrate that HL has a positive effect on creative performance and a negative relationship with employee conflict. Furthermore, employee conflict has a negative impact on CP and mediates the impact of HL on CP. Moreover, a leader's emotional intelligence moderates the negative relationship between HL and EC. Finally, this study reveals that EI moderates the indirect effects of HL on CP. The conclusions and implications are discussed at the end of this paper.
本研究以资源基础理论为理论基础，通过考察谦逊领导（HL）、情商、员工冲突（EC）和创新绩效（CP）之间的关系，构建并检验了一个有调节的中介模型。我们对巴基斯坦电信行业的322名员工及其直属上级（n = 53）进行了横断面调查。使用AMOS 21和SPSS 26对数据进行了分析。结果表明，谦逊领导对创新绩效有积极影响，与员工冲突呈负相关。此外，员工冲突对创新绩效有负面影响，并在谦逊领导对创新绩效的影响中起中介作用。此外，领导者的情商会调节谦逊领导与员工冲突之间的负相关关系。最后，本研究表明，情商调节了谦逊领导对创新绩效的间接影响。本文结尾讨论了研究结论及启示。
