Does Servant Leadership Control Psychological Distress in Crisis? Moderation and Mediation Mechanism

Unveiling the nexus between perceived overqualification and knowledge hiding: Moderated mediation analysis of job crafting and job boredom

Purpose

Grounding on relative deprivation theory, this study aimed to investigate the relationship between perceived overqualification (POQ) and knowledge hiding. Furthermore, this study investigated the mediating role of job boredom and the moderating effect of job crafting.

Design

/Methodology/Approach: This study employs Hayes' PROCESS model to analyze data obtained from 374 employees working in the hospitality and tourism industry.

Findings

The results indicate a positive relationship between POQ, job boredom, and knowledge hiding. These findings suggest that job boredom mediates the relationship between POQ and knowledge hiding. Furthermore, the study showed a moderated mediation path wherein the interaction effect of POQ and job crafting on knowledge hiding was mediated by job boredom.

Research limitations/implications

Data were collected from the hospitality and tourism industry, limiting the generalizability of the findings to other sectors. Additionally, the study relied on self-reported measures, which may have resulted in a bias.

Practical implications

Conduct thorough job fit assessments during the hiring process to ensure that candidates' qualifications align closely with job requirements. By matching employees' skills and experiences to their job, organizations can reduce perceived overqualification, which may lower job boredom and knowledge hiding tendencies.

Originality/value

This study's focus on person-job misfits adds a new layer of insight into employee experiences in the workplace. By examining how mismatches between individuals and their roles contribute to job boredom and knowledge hiding, this study highlights the importance of aligning job responsibilities with employee skills, qualifications, and preferences.

Servant leadership, brand love, and work ethic: important predictors of general health in workers in the education sector

Background

Building a path aimed at the wellbeing of workers in the education sector is the fundamental basis to encourage quality education. To fill the gap in knowledge and address this aspect by understanding the behavior of the study population, it was proposed as with the objective of determining if servant leadership, brand love and work ethic predict the general health in workers.

Methods

A non-probability sampling was applied for convenience. For this purpose, a sample of 509 workers from Peru was submitted to study, who completed a questionnaire consisting of: scale of servant leadership, work ethic, GHQ-12 and brand love. By applying a quantitative method using a structural equation modeling partial least squares approach.

Results

The present study demonstrated that the three constructs (servant leadership, brand love, and work ethic) predict the general health of workers in a positive and significant way, in a sample of Peruvian workers in the education sector. Furthermore, the results suggest that these factors can be used to improve the health of employees in educational institutions in Peru and possibly in other contexts as well.

Conclusion

Given these results and after knowing the solidity of the predictions, the importance of promoting general health in workers in the education sector.

The Influence of Authoritarian-Benevolent Leadership on Subordinates' Work Engagement: A Social Information Processing Perspective

Purpose

The dynamic and complex external environment calls for leaders to be both benevolent and authoritarian to cope with the mutually exclusive demands in the management process. But few research paid attention to the dark side of leaders' inconsistent behaviors on employees' work outcomes. Based on social information processing theory, this study investigated the impact of authoritarian-benevolent leadership on subordinates' work engagement and explored the mediating role of leader-member exchange ambivalence and the moderating role of trait mindfulness.

Methods

A two-wave time-lagged survey approach was employed and data from 309 employees from three Chinese companies were collected. R 4.2.1 and SPSS 26.0 were used to test our hypotheses.

Results

The findings demonstrated how subordinates were influenced in their work engagement by authoritarian-benevolent leadership and leader-member exchange ambivalence and emphasized the value of maintaining a high level of trait mindfulness. This study indicated that (1) authoritarian-benevolent leadership was negatively associated with work engagement, which was mediated by leader-member exchange ambivalence; (2) subordinates' trait mindfulness moderated the relationship between leader-member exchange ambivalence and work engagement; (3) the indirect effect of authoritarian-benevolent leadership on subordinates' work engagement through leader-member exchange ambivalence was moderated by subordinates' trait mindfulness.

Conclusion

This study reveals the dark side of authoritarian-benevolent leadership and deepens our understanding of the mechanism underlying the effect of authoritarian-benevolent leadership on subordinates' work engagement from a new theoretical perspective. Practical implications are provided for managers to effectively develop authoritarian-benevolent leadership skills and improve subordinates' work engagement.

Leveraging Empowering Leadership to Improve Employees' Improvisational Behavior: The Role of Promotion Focus and Willingness to Take Risks

Improvisational behavior is an individual's spontaneous and creative behavior in the face of emergencies, using existing material and emotional resources to respond quickly and effectively to uncertain situations. Despite increasing interest in this behavior, its antecedents remain unclear, with particular ambiguity regarding the relationship between empowering leadership and employee improvisational behavior. The present article addresses this ambiguity with the theory of reasoned action to examine whether the impact of empowering leadership on employees' improvisational behavior is determined by employees' attitudes toward such behavior. In this study, a multi-source design was adopted, and data (339 valid samples) were collected from five Internet companies in China's Jiangsu and Zhejiang provinces. Hierarchical regression and bootstrapping methods were used to test the hypotheses. The results reveal that (1) employees' promotion focus moderates the relationship between empowering leadership and improvisational behavior and (2) employees' willingness to take risks mediates the moderating effect of promotion focus. Our findings demonstrate employees' attitudinal utility in explaining when improvisational behavior is most likely to occur under empowering leadership.

Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator

Purpose

Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee's in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior.

Methods

The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees.

Results

The findings indicate that green HRM practices have a positive effect on employees' in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment).

Discussion

The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly.

Under the mask: The double-edged sword effect of leader self-sacrifice on employee work outcomes

Building on attribution theory, this study applied regression analysis and explored the double-edged sword effect of leader self-sacrifice behavior on employee work outcomes, thus revealing the potential negative impacts of such behavior. Specifically, when leadership self-sacrifice was met with low employee authenticity attribution, we found that employees tended to perceive leadership as hypocritical, thus reducing their organizational citizenship behavior. By contrast, when leaders' self-sacrifice behavior was met with high employee authenticity attribution, employees tended to trust the leader and improve their task performance. Given these findings, we challenge the general scholarly consensus on leadership self-sacrifice behavior, enrich the current literature on leadership self-sacrifice, and emphasize the important role of employee attribution in the relevant leadership process.

How and When Perpetrators Reflect on and Respond to Their Workplace Ostracism Behavior: A Moral Cleansing Lens

Purpose

This study investigates the association between the previous workplace ostracism of employees and their subsequent helping behavior by drawing on moral cleansing theory in the Chinese context, exploring the mediating roles of employees' guilt and perceived loss of moral credit and the moderating role of their moral identity symbolization.

Sample and Method

The data were collected from a two-stage time-lagged survey of 284 Chinese employees. Regression analysis and the bootstrapping method are used in this article to examine the theoretical hypotheses.

Results

The results indicate that employees' previous ostracism behaviors positively affected their guilt experience and perceived loss of moral credit. Subsequently, the relationship between employees' workplace ostracism and their helping behavior is mediated by guilt experience and perceived loss of moral credit. Furthermore, moral identity symbolization positively moderated the indirect "workplace ostracism-helping behavior" linkage via guilt and perceived loss of moral credits; in other words, for employees who have a higher degree of moral identity symbolization, the mediating effect is more significant, and vice versa.

Conclusion

This study does not merely clarify the theoretical relationship between perpetrators' workplace ostracism and their helping behavior, which enriches the explanatory logic of related research on workplace ostracism and the cause of helping behavior, but also expand the application scope of moral cleansing theory. Further, we aim practically to bring enlightenment to human resource management reform, corporate culture construction, and positive behavior management.

How does leaders' information-sharing behavior affect subordinates' taking charge behavior in public sector? A moderated mediation effect

Introduction

Taking charge behavior (TCB) of civil servants is an important part of individual innovation performance, which is not only a key step for innovation in the public but also a real need for high-quality cadres construction in the public sector in the new era. Therefore, it is necessary to carry out an in-depth discussion on civil servants' taking charge behavior. Based on the theory of planned behavior, this paper constructs the framework of"cognition-motivation-behavior" to deeply explore the relationship between public sector leaders' information-sharing behavior and subordinates' taking charge behavior, as well as the mediating and moderating effects of subordinates' public service motivation and emotional trust.

Method

This study collected 200 civil servants' questionnaires by online survey, and conducted regression analysis through SPSS/AMOS/PROCESS.

Result and discussion

The empirical study finds that the information-sharing behavior of leaders in the public sector can significantly affect the TCB of subordinates; the public service motivation partially mediates the relationship between them; emotional trust positively moderates the mediation effect of public service motivation in the relationship between leaders' information-sharing behavior and subordinates' TCB in the public. This study not only enriches the research on civil servants' TCB theoretically but also provides meaningful enlightenment for promoting civil servants' taking charge behavior.

Servant Leadership and Authentic Leadership as Job Resources for Achieving Workers' Subjective Well-Being Among Organizations Based on Values

Introduction

Empirical evidence shows that leadership style is a job resource that promotes employee subjective well-being among workers of value-based organizations. These organizations try to create cultures with strong values to which employees adhere, increasing their subjective well-being and transmitting the identity values. Concretely, religious organizations are characterized by transmitting their values while they perform their services. The value-based management model of religious entities is an appropriate setting for studying the effects that this style based on values has on subjective well-being.

Purpose

In organizations with strong value-based cultures, the most appropriate styles are moral leadership and, among them, servant and authentic leadership; thus, this research contributes from the theoretical framework of job demands-resources (JD-R) model to the open debate on leadership as job resource to promote subjective well-being and the common characteristics of these leadership styles.

Patients and Methods

To reach the aim of this research, a sample of workers in Catholic organizations located in Spain was used. The data was processed using partial least squares (PLS) technique.

Results

The results show that while authentic leadership is a job resource to achieving greater well-being among workers of value-based organizations, servant leadership is merely a resource in the presence of a perceived authentic leadership. In other words, authentic leadership exerts a total mediation in the relationship between servant leadership and subjective well-being.

Conclusion

The main contribution of this research lies in demonstrating that servant and authentic leadership are job resources that together promote subjective well-being among workers of religious organizations. This result rejects the previous theory that defend the redundant outcomes of these leadership styles, what undoubtedly constitutes an interesting finding for the academy. These findings also complement the social identity theory, as the identity of a service entity could justify that servant leadership generates higher levels of perceived authentic leadership.

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Purpose

One of the most exciting aspects of organisational psychology is the study of shame and the factors that lead up to it. The purpose of this study was to examine the relation between supervisor negative feedback and task performance. Further, we examined the mediating role of shame between supervisor negative feedback and task performance and the moderating role of self-esteem.

Methods

Employees working full-time in educational institutions across Pakistan were selected to collect data from the respondents. By using a convenience sampling technique, 258 employees participated in the study. The data were collected in three phases to reduce the problem of the common variance bias. Direct paths were tested by using simple linear regression (SPSS V.25). Hayes (2017) PROCESS macro model 4 was used for mediation and model 1 for moderation.

Results

The findings revealed that negative feedback from supervisors is linked positively with employees' task performance. Further, shame partially mediates the relation between supervisor negative feedback and tas performance. When self-esteem is high, negative feedback and task performance were more strongly associated than low.

Discussion

This study has theoretical and practical implications and is based on the well-known theory of psychology ie affective events theory (AET), which states that workplace events cause emotions, influencing work attitudes and actions. This study fills the gap which is unknown to the scholars and practitioners in understanding that supervisor negative feedback is helpful to enhance employee task performance via feeling shame.

The link between English foreign language teacher's professional identity and their critical thinking that leads to teacher's success in the Chinese context: Leaders motivational language as a moderator

The purpose of this study is to examine the link between English foreign language teacher's professional identity and employee success via mediating role of critical thinking. Further, we examined the moderating role of leader motivational language between employee professional identity and critical thing and also indirect effect on employee success via critical thinking. We collected data from Chinese MNC's school by using time lagged study design. We used hierarchical linear regression for direct hypotheses and Hayes PROCESS model's for mediation, moderation, and mediation moderation analysis. The results show that there is positive relation between employee's professional identity and teacher's success. Further, critical thinking mediates the link between professional identity and employee success. The results of the moderated mediation analysis show that critical thinking mediated the interaction of employee's professional identity and leader's motivational language on teacher's success.

The Relationship Between Exercise Intention and Exercise Behavior of Junior School Students: An Analysis of Chain Mediating Effect

Objective

This study explores the relationship between exercise intention and exercise behavior and constructs a chain mediating model through the mediating effect of implementation intention and self-identity.

Method

Through the stratified cluster sampling method, 1,573 junior school students (with an average age of 13.71 ± 0.891 years) were evaluated by the exercise intention scale, the implementation intention scale, the self-identity scale, and the physical exercise grade scale. For data analysis, the common method deviation test, Pearson correlation analysis, and Model 6 in the SPSS macro program compiled by Hayes for the chain mediating test were conducted.

Results

(1) There is a marked correlation between positive exercise intention and exercise behavior (r = 0.345, p < 0.01), and exercise intention has a significant effect on the direct path of exercise behavior (β = 0.162, t = 12.355, p < 0.01). (2) Exercise intention can positively predict implementation intention (β = 0.219, t = 10.006, p < 0.01) and self-identity (β = 0.160, t = 16.159, p < 0.01); implementation intention can significantly and positively predict exercise behavior (β = 0.230, t = 12.742, p < 0.01),and self-identity can significantly and positively predict exercise behavior (β = 0.273, t = 7.911, p < 0.01). (3) Implementation intention and self-identity play a significant mediating role between exercise intention and exercise behavior. The mediating effect consists of three indirect effects: exercise intention → implementation intention → exercise behavior (the mediating effect value is 0.050), exercise intention → self-identity → exercise behavior (the mediating effect value is 0.044), and exercise intention →implementation intention → self-identity → exercise behavior (the mediating effect value is 0.017).

Conclusion

(1) Exercise intention can significantly and positively predict exercise behavior. (2) Implementation intention and self-identity exert a significant mediating effect between exercise intention and exercise behavior, including the separate mediating effect of implementation intention and self-identity, as well as the chain mediating effect of implementation intention and self-identity.

Spiritual Leadership, Autonomous Motivation and Employee Craftsmanship Spirit: The Cross-Level Moderating Effect of Caring Ethical Climate

Purpose

Whether in traditional manufacturing or modern intelligent manufacturing, craftsmen have always been the backbone of China’s manufacturing industry. Cultivating employee craftsmanship spirit has become one of the top tasks of human resource management in China’s manufacturing industry. The question is what kind of leadership style will promote employee craftsmanship spirit and how can it be promoted? To answer this question, based on self-determination theory and social exchange theory, this study focuses on the influence of spiritual leadership on employee craftsmanship spirit, as well as the moderating effect of having a caring ethical climate and the mediating effect of autonomous motivation between spiritual leadership and employee craftsmanship spirit.

Methods

The leaders and employees of 103 work teams from Chinese manufacturing enterprises were investigated, and 434 paired data points were obtained. Data analysis and hypothesis testing were conducted using data analysis software, such as HLM, SPSS, and AMOS.

Results

The results reveal that spiritual leadership can significantly positively predict employee craftsmanship spirit. Employee autonomous motivation plays a partial mediating role in the positive correlation between spiritual leadership and craftsmanship spirit. Additionally, caring ethical climate positively moderates the correlation between spiritual leadership and the autonomous motivation of employees. The greater the caring ethical climate of teams is, the stronger the positive correlation between spiritual leadership and the autonomous motivation of employees.

Conclusion

Leadership plays an important role in the process of employees improving their skills, acquiring the status of craftsmen, and developing craftsmanship beliefs. Therefore, it is of great significance to understand how spiritual leadership style can effectively promote craftsmanship spirit among employees for high-quality development of the manufacturing industry. This study reveals the ways that spiritual leadership influences employee craftsmanship spirit from a new perspective and confirms the mediating effect of autonomous motivation as well as the moderating effect of caring ethical climate. The research conclusions can provide practical solutions for cultivating employee craftsmanship spirit.

Negative Work Attitudes and Task Performance: Mediating Role of Knowledge Hiding and Moderating Role of Servant Leadership

The COVID-19 pandemic has caused a global crisis that particularly hit employment globally. Due to the economic crisis, many small businesses attempted to minimise their expenses by either closing or downsizing. During such organisational situations, the employees face negative workplace attitudes that lead to knowledge hiding and affect team performance. This study examines negative attitudes and their effect on team performance. Further, this study examines the mediating effect of knowledge hiding and moderating the role of servant leadership. Through a multi-time data collection approach, the authors obtained 363 responses from the education sector in China during the COVID-19 pandemic. PROCESS Hayes model 1 and 4 were used for mediation and moderation analysis. Results show that job insecurity, cynicism, and role stress are significant forces behind knowledge-hiding behaviour. Furthermore, the knowledge hiding behaviour adversely affects task performance. Servant leadership shows a buffering effect on knowledge hiding behaviour caused by negative workplace attitudes. This is one of the first studies in the South Asian environment to examine the association between employees’ negative attitudes and task performance using knowledge hiding as a mediator and servant leadership as a moderator in the COVID-19 scenario. Lastly, the paper concludes with a consideration of its theoretical, practical implication and future direction.

Person–Job Misfit: Perceived Overqualification and Counterproductive Work Behavior

Grounding on person–job fit theory, we examined perceived overqualification relation with counterproductive work behavior (CWB) by identifying job boredom as a mediator and job crafting as a moderator. Hierarchical linear regression and Hayes’ PROCESS macro-method were used to assess hypotheses in a three-wave survey of 317 textile sector employees. The findings show that perceived overqualification is positively related with CWBs. This study further examined the mediating function of job boredom and the moderating impact of job crafting in the association between perceived overqualification and CWB. The findings suggest that job crafting moderates the positive relation between perceived overqualification and job boredom and the indirect connection between perceived overqualification and CWB via job boredom. The model was tested using 3-wave data; however, since the data were attained from a single source, questions of common method bias cannot be ruled out. Managers should look for changes in employee attitudes and promptly modify employees’ positions when they indicate that they have more experience, abilities, and talents required for their roles in their organizations.

How Does Self-Sacrificial Leadership Foster Knowledge Sharing Behavior in Employees? Moral Ownership, Felt Obligation and Supervisor-Subordinate Guanxi

Recent trends in the academic literature indicate growing interest in leadership for fostering employees' knowledge sharing. In this research, we integrate social cognitive theory and social exchange theory to explain how and when self-sacrificial leaders promote employee knowledge sharing. It is found that self-sacrificial leaders influences employees' knowledge sharing by nurturing employee moral ownership and a sense of obligation to the organization. We also found the moderating effect of supervisor-subordinate guanxi on the self-sacrificial leadership—employees' knowledge sharing link. We discuss the implications of these findings for understanding and promoting self-sacrificial leaders and employees' knowledge sharing behaviors in the workplace.

How Does Servant Leadership Influences Creativity? Enhancing Employee Creativity via Creative Process Engagement and Knowledge Sharing

Grounding on social exchange theory and using the creative process engagement as a lens, this article study investigates the influence of servant leadership on employee creativity. In addition, the research examines the role of knowledge sharing in the link between servant leadership and employee creativity. Time lag method was used to collect the data from 242 employees and 57 managers employed in Chinese publicly listed companies. The data collection was divided into two parts. The subordinates were asked to rate servant leadership, their creative process engagement behavior, and knowledge sharing. The supervisors were asked to rate their associates regarding employee creativity. According to the results, employees creative process engagement behaviors mediated servant leadership and employees’ creativity. In addition, the link between servant leadership and employees’ creativity was strengthened by knowledge sharing. A detailed model is also provided, highlighting the significance of leadership, work engagement, knowledge sharing in fostering employee creativity in the Asian environment.

Gastronomic Tourism and Tourist Motivation: Exploring Northern Areas of Pakistan

Gastronomic tourism is becoming an essential consideration among tourists when choosing a tourist destination. One of the main reasons for visiting a specific destination for almost 15% of tourists is “gastronomy”. This has led to the development of a new kind of tourism called “Gastronomic Tourism”. However, there has been minimal research on gastronomy tourism, specifically in Pakistan. The primary purpose of this study is to measure the level of satisfaction in a tourist destination and furthermore consider gastronomy as a component of visitor motivation. A survey of 307 tourists who had recently visited Pakistan’s northern areas was undertaken to conduct the study. This has enabled us to better understand the variables that influence the behaviors and attitudes of tourists toward this popular tourist attraction. Gastronomy motivation impacts tourism location selection, and gastronomic experience influences satisfaction, according to the research. Specifically, tourists show a keen interest in gastronomic experiences after feeling satisfied with the destination and local foods, developing loyalty toward the destination.

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

Purpose

This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way.

Design/methodology/approach

The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector.

Findings

The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations.

Research limitations/implications

The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management.

Originality/value

The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.

The Impact of Customer Experience and Customer Engagement on Behavioral Intentions: Does Competitive Choices Matters?

The study aims to analyze behavioral intentions influenced by customer engagement, experience, and identification moderated by competitive choices in the granite sector of Pakistan. The study has been carried out through primary data analysis of cross-sectional approach in the transition to a sustainable economy. In total, 400 questionnaires were distributed, for which only 216 were filled and usable with a response rate of 54%—collected data from the production managers and units. In contrast, missed mine holders and labor analyzed the data in SPSS and AMOS to run various tests, i.e., reliability, correlation analysis, regression, moderation regression, and confirmatory factor analysis. The study findings indicate a positive and significant relationship and effect among the variables. The reviews might contain some biases. Therefore, this study recommended adopting a probability sampling technique for future studies. The study results in a positive manner indicating customer service involvement as a significant factor in behavioral intention despite competitive options.

Servant Leadership Behavior at Workplace and Knowledge Hoarding: A Moderation Mediation Examination

Servant leadership practice honesty, stewardship, and high moral standards while prioritizing the needs of subordinates. The moral concern of a servant leadership is to support others and put the needs of others first. We investigated the relationship between servant leadership, psychological safety, and knowledge hoarding in accordance with social learning theory in a survey of 347 workers across 56 teams. The results of this study illustrate that servant leadership is negatively associated with knowledge hoarding and positively associated with psychological safety. We also found that a mastery climate moderated the relationship between servant leadership and knowledge hoarding. This study highlights the theoretical and practical implications that contribute to the body of knowledge. It helps organizations that the presence of servant leadership may discourage knowledge hoarding by providing a psychologically safe mastery climate.