| Autor: |
Muhammad Umer Azeem, Dirk De Clercq, Inam Ul Haq |
| Rok vydání: |
2022 |
| Předmět: |
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| Zdroj: |
Management Decision. 61:1395-1412 |
| ISSN: |
0025-1747 |
| DOI: |
10.1108/md-03-2022-0307 |
| Popis: |
PurposeThis study investigates how and when employees' exposure to organizational leaders who propose major changes might direct those employees toward efforts to mobilize support for innovative ideas. It specifically theorizes a mediating role of performance pressure beliefs and a moderating role of perceived organizational underperformance in this process.Design/methodology/approachThree-wave, multi-rater survey data were collected among employees and their supervisors across various industries.FindingsA critical explanatory mechanism that links change-oriented leadership with enhanced championing efforts is that employees experience performance-related hardships. The extent to which employees perceive that their organization is unable to meet its own performance targets triggers this process.Practical implicationsFor organizational decision makers, the findings identify results-driven pressures as key mechanisms by which employees' exposures to change-oriented leadership can be leveraged to promote novel ideas. This translation is more likely among employees who are convinced that there is significant room for organizational improvement.Originality/valueThis study unravels the previously unexplored link between change-oriented leadership and idea championing, pinpointing the influences of two performance-related aspects: beliefs about strenuous organization-induced performance expectations and perceptions of an underperforming employer. |
| Databáze: |
OpenAIRE |
| Externí odkaz: |
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