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Related Experiment Video

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Investigating Leader Role Congruity and Counterproductive Work Behavior.

Benjamin Biermeier-Hanson1, Patrick Coyle2

  • 1Radford University.

The Journal of Psychology
|June 15, 2019
PubMed
Summary

Fulfilled expectations about leaders positively impact leader-member exchange (LMX). Mismatched expectations increase work-family conflict (WFC) and counterproductive work behaviors (CWB).

Keywords:
Counter-productive work behavior (CWB)engagementimplicit leadership theories (ILT’s)leader-member exchange (LMX)personnelpolynomial regressionwork-family conflict (WFC)work-life balance

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Area of Science:

  • Organizational Psychology
  • Social Psychology

Background:

  • Implicit leadership theories (ILTs) shape perceptions of leaders.
  • Congruence between ILTs and recognized supervisor characteristics influences workplace outcomes.
  • Understanding fulfilled vs. unfulfilled expectations is crucial for employee well-being and organizational effectiveness.

Purpose of the Study:

  • To investigate how congruence and incongruence between ILTs and supervisor characteristics affect leader-member exchange (LMX), work-family conflict (WFC), and counterproductive work behavior (CWB).
  • To examine these relationships across typical, ideal, and effective leader categories.
  • To explore the mediating role of WFC in the relationship between ILT congruence and CWB.

Main Methods:

  • Polynomial regression and response surface modeling were employed to analyze the data.
  • The study examined the interplay between implicit leadership theories (ILTs) and supervisor recognition.
  • Key variables included leader-member exchange (LMX), work-family conflict (WFC), and counterproductive work behavior (CWB).

Main Results:

  • Congruence between ILTs and supervisor recognition significantly impacted LMX quality.
  • Incongruity between ILTs of ideal leaders and supervisor recognition also affected LMX.
  • Incongruity between ILTs of typical and ideal leaders and supervisor recognition was linked to higher WFC, which indirectly influenced CWB.

Conclusions:

  • Congruent implicit leadership theories enhance leader-member exchange.
  • Mismatched expectations regarding leaders contribute to work-family conflict and counterproductive work behaviors.
  • The study provides novel insights into the outcomes of congruent implicit theories across multiple leader categories.