How Role Stress Mediates the Relationship Between Destructive Leadership and Employee Silence
The Moderating Role of Job Complexity
Bibliographic Data
| ID | 15672012 |
|---|---|
| Authors | Mengying Wu (0000-0002-4007-6494, Kedge Business School, corresponding author), Zhenglong Peng (Tongji University), Christophe Estay (0000-0002-6030-5338, Kedge Business School) |
| Year | 2018 |
| Volume | 12 |
| Publication date | 2018-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Pacific Rim Psychology (JOURNAL) |
| Journal identifiers | ISSN: 1834-4909 • E-ISSN: 1834-4909 |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1017/prp.2018.7 |
| OpenAlex | W2802402117 |
| Language | EN |
| Citations received | 4 |
| References cited | 65 |
Destructive leadership and employee silence have attracted increasing attention in the academy of organisational behaviour and human resource management. However, the research on the mediating mechanism and boundary variables of their relationship has received little attention. The main purpose of our research was to explore the underlying influence of negative leadership (specifically, destructive leadership) on employee silence by developing a moderated mediation model. Drawing from conservation of resources theory, role theory, and the job characteristic model, the new theoretical model concentrates on the role of stress with three dimensions as mediators and the job complexity as a moderator. Using 318 samples collected from multiple companies in southeast China, the model was tested through confirmatory factor analysis, correlation analysis, and the PROCESS program in AMOS and SPSS environments. Results reveal that employees may resort to silence in the workplace due to their feelings of role conflict, role ambiguity, and role overload when they face destructive leadership; while the presence of high job complexity makes the adverse impact of destructive leadership even worse. Managerial and practical implications, limitations, and research directions in future are discussed and offered
Ambiguity · Confirmatory factor analysis · Human resource management · Knowledge management · Mediation · Moderated mediation · Moderation · Role conflict · Sociology · Structural equation modeling · Computer Science · Employment and Welfare Studies · Job Satisfaction and Organizational Behavior · Personality Traits and Psychology · Psychology · Social Psychology
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| Unique citing works | 4 |
|---|---|
| Citations per year | 1 |
| Citation span | 2022 - 2026 (5) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 4 |