Ethical leadership, frustration, and humor: a moderated-mediation model
| Autor: | Matthew Valle, Martha C. Andrews, Micki Kacmar |
|---|---|
| Rok vydání: | 2018 |
| Předmět: |
Value (ethics)
Organizational Behavior and Human Resource Management media_common.quotation_subject 05 social sciences Frustration 050109 social psychology Organizational commitment Moderation Ethical leadership Mood Moderated mediation 0502 economics and business Business Management and Accounting (miscellaneous) 0501 psychology and cognitive sciences Common-method variance Psychology Social psychology 050203 business & management media_common |
| Zdroj: | Leadership & Organization Development Journal. 39:665-678 |
| ISSN: | 0143-7739 |
| DOI: | 10.1108/lodj-02-2018-0083 |
| Popis: | Purpose The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain. Design/methodology/approach Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model. Findings Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger. Research limitations/implications Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership. Originality/value This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship. |
| Databáze: | OpenAIRE |
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