Bringing the Leader Back in: Why, How, and When Leadership Empowerment Behavior Shapes Coworker Conflict

Autor:	Jesse E. Olsen, Mladen Adamovic, Peter Gahan, Joshua Healy, Max Theilacker, Bill Harley
Rok vydání:	2020
Předmět:	Organizational Behavior and Human Resource Management business.industry media_common.quotation_subject Public relations Psychological empowerment Business economics Arts and Humanities (miscellaneous) Transformational leadership Work (electrical) Social exchange theory Sociology Intragroup conflict business Empowerment Applied Psychology media_common
Zdroj:	Group & Organization Management. 45:599-636
ISSN:	1552-3993 1059-6011
Popis:	With the diffusion of team-based work organizations and flatter organizational hierarchies, many leaders empower employees to perform their work. Empowerment creates an interesting tension regarding coworker conflict, enhancing trust and giving employees more autonomy to prevent conflict, while also increasing workload and the potential for coworker conflict. Recent conflict research has focused on how characteristics of individuals, groups, and tasks contribute to conflict among coworkers. We extend this work by exploring the role of leader empowerment behavior (LEB) in influencing coworker conflict. Our model integrates research on LEB and coworker conflict to help organizations manage coworker conflict effectively. To test our model at the workplace level, we utilize data drawn from matched surveys of leaders and employees in 317 workplaces. We find that LEB relates negatively to relationship and task conflict through affective and cognitive trust in leaders. We further find that LEB relates negatively to relationship and task conflict through reduced workload, but only when employees have a clear role description. In contrast, if employees have unclear roles, LEB has a U-curve relationship with workload: a moderate level of LEB reduces workload, but a high level of LEB increases workload, in turn increasing coworker conflict. Finally, relationship conflict has a direct negative effect on task performance, whereas task conflict has an indirect negative effect through relationship conflict.
Databáze:	OpenAIRE
Externí odkaz:	https://explore.openaire.eu/search/publication?articleId=doi_________::56f3defa5b3bf4c2208ebfba7d5b70c1 https://doi.org/10.1177/1059601120917589 Zobrazit plný text záznamu Plný text ve formátu PDF Plný text ve formátu HTML
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