Related Experiment Video
Updated: May 12, 2025
03:56
Assessing Dominant-Submissive Behavior in Adult Rats Following Traumatic Brain Injury
Published on: December 16, 2022
1.4K
How exploitative leadership undermines subordinates' taking charge behavior? A moderated mediation model
Lingnan Kong1, Sha Liu1, Lu Liu2
1School of Economics and Management, North China Electric Power University, No. 2, Bei Nong Road, Changping District, Beijing, 102206, China.
BMC Psychology
|May 6, 2025
Summary
Exploitative leadership harms employee initiative, but organizational identification can mediate this effect. High traditionality may buffer negative impacts, protecting proactive behaviors.
Area of Science:
- Organizational Behavior
- Leadership Studies
- Social Psychology
Background:
- Negative leadership, particularly exploitative leadership, significantly impacts employee behaviors.
- Employee proactive behaviors are crucial for organizational innovation and growth.
- Understanding the effects of exploitative leadership on these behaviors is essential.
Purpose of the Study:
- To investigate the impact of exploitative leadership on subordinates' taking charge behavior.
- To examine the mediating role of organizational identification.
- To explore the moderating role of traditionality in this relationship.
Main Methods:
- A two-phase survey was conducted with 348 employees across various industries in China.
- Cross-sectional data were collected.
- A structural equation model with latent variables was employed to test hypotheses.
Main Results:
- Exploitative leadership negatively impacts taking charge behavior.
- Organizational identification mediates the relationship between exploitative leadership and taking charge behavior.
- Traditionality moderates these relationships, weakening the negative effects of exploitative leadership.
Conclusions:
- Exploitative leadership undermines employee initiative, with organizational identification playing a key mediating role.
- Traditionality can mitigate the adverse effects of exploitative leadership by reinforcing adherence to authority.
- Findings offer practical insights for managing exploitative leadership and fostering proactive employee behaviors.
Related Concept Videos
01:37Social Loafing
34.4K
Another way in which a group presence can affect performance is social loafing—the exertion of less effort by a person working together with a group. Social loafing occurs when our individual performance cannot be evaluated separately from the group. Thus, group performance declines on easy tasks (Karau & Williams, 1993). Essentially individual group members loaf and let other group members pick up the slack. Because each individual’s efforts cannot be evaluated,...
34.4K
01:27Parenting Styles
45
Diana Baumrind's four parenting styles — authoritarian, authoritative, neglectful, and permissive — each influence children's socio-emotional development differently.
Authoritarian Parenting
This style is strict and controlling, with little room for open dialogue. Authoritarian parents demand obedience and often enforce rules with minimal warmth. Children raised this way may lack social skills and initiative, usually comparing themselves to others unfavorably.
Authoritative...
Authoritarian Parenting
This style is strict and controlling, with little room for open dialogue. Authoritarian parents demand obedience and often enforce rules with minimal warmth. Children raised this way may lack social skills and initiative, usually comparing themselves to others unfavorably.
Authoritative...
45
01:14Fundamental Attribution Error
12.8K
According to some social psychologists, people tend to overemphasize internal factors as explanations—or attributions—for the behavior of other people. They tend to assume that the behavior of another person is a trait of that person, and to underestimate the power of the situation on the behavior of others. They tend to fail to recognize when the behavior of another is due to situational variables, and thus to the person’s state. This erroneous assumption is...
12.8K
01:34Groupthink
43.9K
When in group settings, we are often influenced by the thoughts, feelings, and behaviors around us. Groupthink is another phenomenon of conformity where modification of the opinions of members in a group aligns with what they believe is the group consensus (Janis, 1972). In such situations, the group often takes action that individuals would not perform outside the group setting because groups make more extreme decisions than individuals do. Moreover, groupthink can hinder opposing trains of...
43.9K
01:08Obedience
32.5K
According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation,...
32.5K
02:05Self-Presentation: Self-Monitoring and Self-Handicapping
38.6K
People can go to great lengths to protect their self-image and present themselves in ways that they want others to see them. Sociologist Erving Goffman presented the idea that a person is like an actor on a stage. Calling his theory dramaturgy, Goffman believed that we use “impression management” to present ourselves to others as we hope to be perceived. Each situation is a new scene, and individuals perform different roles depending on who is present (Goffman, 1959). Think about...
38.6K