Transformational Leadership and Voice: When Does Felt Obligation to the Leader Matter?

被引：19

作者：

Duan, Jinyun ^{[1
]}

Wang, Xiao-Hua ^{[2
]}

Janssen, Onne ^{[3
]}

Farh, Jiing-Lih ^{[4
]}

机构：

[1] East China Normal Univ, Sch Psychol & Cognit Sci, Shanghai Key Lab Mental Hlth & Psychol Crisis Int, Shanghai, Peoples R China

[2] Beijing Normal Univ, Beijing Key Lab Appl Expt Psychol, Natl Demonstrat Ctr Expt Psychol Educ, Fac Psychol, 19 XinJieKouWai St, Beijing 100875, Peoples R China

[3] Univ Groningen, Fac Econ & Business, Dept Human Resource Management & Org Behav, Groningen, Netherlands

[4] China Europe Int Business Sch CEIBS, Dept Org Behav & Human Resource Management, Shanghai, Peoples R China

来源：

JOURNAL OF BUSINESS AND PSYCHOLOGY | 2022年 / 37卷 / 03期

基金：

中国国家自然科学基金;

关键词：

Transformational leadership; Voice; Obligation; Power distance; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; MEMBER EXCHANGE; POWER DISTANCE; EMPLOYEE VOICE; MODERATED MEDIATION; ABUSIVE SUPERVISION; MULTILEVEL MODELS; CULTURAL-VALUES; PERFORMANCE; WORK;

D O I：

10.1007/s10869-021-09758-z

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Drawing on the notion that felt obligation is an important motivation variable that drives employees' behavior, this study examines how leaders can evoke felt obligation in followers and to what extent such obligation can subsequently promote follower voice behavior. Using data from 384 Chinese employees and their 130 managers, we find that followers' felt obligation to the leader (FOTL) serves as a mediator in the relationship between transformational leadership and employee voice behavior and that the mediation effect of FOTL is moderated by followers' power distance orientation (PDO), such that the mediation effect is significant only for employees with low PDO. The theoretical and practical implications of these findings are discussed.

引用

页码：543 / 555

页数：13

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