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1 – 10 of over 5000Islam Ali Elhadidy and Yongqiang Gao
Drawing on social information processing theory (SIP), this paper examines whether and how humble leadership affects employees' service improvisation (ESI) in the hospitality…
Abstract
Purpose
Drawing on social information processing theory (SIP), this paper examines whether and how humble leadership affects employees' service improvisation (ESI) in the hospitality industry. Further, the study investigates the mediating role of psychological safety and the moderating role of creative self-efficacy (CSE).
Design/methodology/approach
To test the proposed relationships, the study adopts a cross-sectional design, administering questionnaires to 456 frontline staff in Egypt’s hospitality industry across three main sectors: restaurants, hotels and travel agencies. SPSS 27 and AMOS 22 were used for statistical analysis.
Findings
The study reveals a positive relationship between humble leadership and ESI, partially mediated by psychological safety. Furthermore, CSE not only strengthens the relationship between psychological safety and ESI but also enhances the indirect effect of humble leadership on ESI via psychological safety.
Practical implications
The study offers valuable insights for practitioners in the hospitality industry. To boost ESI, organizations can incorporate humble leadership attributes into their leadership development programs. Fostering a psychologically safe workplace would facilitate the positive impact of humble leadership on ESI. Recognizing CSE as a pivotal moderator underscores the importance of strategically selecting and developing employees with high CSE. These insights aim to cultivate a more service-oriented and effective workforce in the hospitality industry.
Originality/value
This study significantly contributes to leadership research in the hospitality industry by uncovering a previously unexplored link between humble leadership and ESI. Exploring psychological safety as a mediator and CSE as a moderator enhances our comprehension of how and when humble leadership influences ESI.
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Yong Huang, Yancui Zhang, Min Cui and Xin Peng
Drawing upon work-home resources model, this study aims to investigate how and when humble leadership influences followers’ work–family enrichment. Specifically, this study…
Abstract
Purpose
Drawing upon work-home resources model, this study aims to investigate how and when humble leadership influences followers’ work–family enrichment. Specifically, this study focuses on the mediating role of thriving at work and moderating role of promotion focus.
Design/methodology/approach
Data were collected from 292 employees of science and technology enterprises in China through a three-wave questionnaire survey. Hierarchical regression analysis and bootstrapping approach were employed to test hypotheses.
Findings
This study found that thriving at work significantly mediated the relationship between humble leadership and work–family enrichment. Promotion focus strengthened the positive relationship between humble leadership and thriving at work and the indirect effect of humble leadership on work–family enrichment through thriving at work.
Practical implications
The findings of this study offer guidance for managers to enhance thriving at work and improve employees’ work–family experiences.
Originality/value
First, this study explores the work-to family spillover effects of humble leadership by examining the family outcomes of humble leadership. Second, this study further uncovers the underlying mechanism between humble leadership and work–family enrichment by demonstrating the mediating role of thriving at work. Third, by exploring the moderating role of promotion focus, this study provides insight into the boundary conditions of the impact of humble leadership.
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The purpose of this paper is to examine the effect of humble leadership on project success. In addition, we examine the mediating effect of organisational learning on the…
Abstract
Purpose
The purpose of this paper is to examine the effect of humble leadership on project success. In addition, we examine the mediating effect of organisational learning on the relationship between humble leadership and the success of international development projects.
Design/methodology/approach
This study adopted a quantitative research methodology based on questionnaire data collected from 80 international development project managers from different sectors in Senegal (West Africa). The variance-based structural equation method, following the partial least squares approach, was used to test the research hypotheses.
Findings
The results showed that humble leadership is positively related to project success. Furthermore, organizational learning mediates the relationship between humble leadership and project success.
Research limitations/implications
This research has several limitations. The authors did not examine the role of organizational culture as a moderating variable. However, the authors believe that the cultural variable can have an impact on project success and team building, and future studies should consider this aspect as well. In the African context, each country has its own culture, which may affect the behaviour of the project manager. Also, the authors admit that the sample size is relatively small, which greatly reduces the generalizability of the results.
Practical implications
These findings have important implications. First, because a project leader’s humility enhances project success, it is critical for development projects to select leaders who demonstrate modest conduct in the workplace. The perfect selection of a humble leader depends heavily on judgements about the characteristics of a humble leader from new project manager candidates.
Originality/value
Drawing on conservation of resources theory, this study found that humble leadership is important for project success, thus extending the utility of the concept of humble leadership to the project literature.
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Hao Chen, Jianming Jiang, Liang Wang, Zihan Zhang and Jiaying Bao
The purpose of this study is to reveal the mechanism of humble leadership inducing abusive supervision from the low-status compensation perspective, examining the mediation role…
Abstract
Purpose
The purpose of this study is to reveal the mechanism of humble leadership inducing abusive supervision from the low-status compensation perspective, examining the mediation role of leader perceived thread to status. Besides, the moderation effect of regulatory focus on the mediation path is discussed.
Design/methodology/approach
This study conducted a three-wave longitudinal survey. The data was collected from 438 leaders and their employees in five Chinese enterprises. This study used Mplus 7.4 and adopted a bootstrapping technique for data analysis.
Findings
Humble leadership has a positive effect on leader perceived threat to status. Leader perceived threat to status plays a mediation role between humble leadership and leader abusive supervision. Leader regulatory focus is the “gate valve” that humble leadership fosters leader abusive supervision. That is, when the leader promotion focus is high, leader perceived threat to status bred by humble leadership is low, resulting in less abusive supervision. When the leader prevention focus is high, humble leadership brings relatively more abusive supervision through perceived threat to status.
Originality/value
This study explores why humble leadership breeds abusive supervision behaviors and reveals the mechanism behind the negative effect of humble leadership based on low-status compensation theory. This study not only promotes the continuous development of the field of humble leadership research through empirical research but also provides guidance for effectively suppressing the negative effects of humble leadership, promoting strengths and avoiding weaknesses and suppressing inappropriate management behaviors in management practice.
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Muhammad Waseem, Shahid Iqbal and Khalid Khan
This study aims to determine the effect of humble leadership on project success (PS). According to the authors, such an effect is mediated by team engagement and moderated by…
Abstract
Purpose
This study aims to determine the effect of humble leadership on project success (PS). According to the authors, such an effect is mediated by team engagement and moderated by organizational culture. The direct and indirect effects of team engagement provided helpful insights. Moreover, organizational culture did not moderate the relationship. The authors’ objective is to contribute to the literature on project management (PM) and leadership of how team engagement plays a significant role in PS.
Design/methodology/approach
Data were collected from 317 employees working in Pakistan’s telecom sector projects. Five project-related telecom companies were the target population of this study, and the reason behind choosing the telecom sector for investigation is their valuable contribution to the revenue and technology introduction in the country. A time-lagged approach was selected for data collection to avoid the common method bias, which served the purpose. SPSS v23 and AMOS v23 were used for constructing structural equation modeling and path analysis to examine direct and indirect effects.
Findings
The results revealed that humble leadership is positively related to PS. Furthermore, team engagement mediated the relationship between humble leadership and PS, while there was no interaction effect.
Originality/value
The impact of team engagement was the primary topic of interest with humble leadership in this study. To the best of the authors’ knowledge, no study has investigated team engagement in the project context. The authors tried to contribute to the PM literature.
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Nisma Naeem Mian, Muhammad Imran Malik and Saddam Hussain
The aim of the study is to investigate the relationship between humble leadership, project success, and service-oriented organizational citizenship behavior (OCB) and how task…
Abstract
Purpose
The aim of the study is to investigate the relationship between humble leadership, project success, and service-oriented organizational citizenship behavior (OCB) and how task complexity may moderate this relationship. The study aims to determine if humble leaders are more likely to promote service-oriented OCB among team members and if this behavior in turn leads to greater project success, especially in complex task environments. These relationships are examined through the lens of the conservation of resources theory.
Design/methodology/approach
The data were collected from the employees working in software companies using a closed-ended questionnaire, and a total of 214 complete questionnaires were analyzed. The research model was tested using structural equation modeling with the help of Smart PLS 3 software.
Findings
Humble leadership is positively associated with service-oriented organizational citizenship behavior (OCB), which in turn is linked to project success. Task complexity does not appear to have a significant impact on this relationship.
Practical implications
Humble leadership is positively related to IT project success through its influence on service-oriented organizational citizenship behavior and task complexity. Implications include the importance of fostering a humble leadership style to enhance IT project success, as well as the potential benefits of promoting service-oriented behavior among employees. It also highlights the need to consider task complexity when evaluating project success.
Originality/value
The research explores the relationship between “humble leadership” and project success, and how it relates to “service-oriented organizational citizenship behavior” and “task complexity”. It presents an original perspective on the role of leadership in project success and the impact of organizational culture on project outcomes through the lens of the conservation of resources theory.
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Hung-Yi Liao, Kang-Hwa Shaw and Zhi-Yi Che
Drawing on the perspective of trust and individual differences, this study developed and tested a model to identify the effect of leaders' demonstrated humility on employees'…
Abstract
Purpose
Drawing on the perspective of trust and individual differences, this study developed and tested a model to identify the effect of leaders' demonstrated humility on employees' feedback-seeking processes. Specifically, it examined the role of feedback orientation and employees' trust in supervisors in the way humble leadership affects employees' feedback-seeking behavior (FSB).
Design/methodology/approach
The moderated mediation model was tested using matched surveys from 175 Chinese employees and their direct supervisors from various organizations.
Findings
The results revealed that humble leadership could predict employees' FSB through supervisor trust. Moreover, feedback orientation not only moderated the relationship between supervisor trust and employees' FSB but also moderated the indirect effect of humble leadership on employees' FSB via supervisor trust.
Originality/value
These findings can provide guidance to corporate organizations on how to motivate employees to actively seek feedback to improve their job performance.
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Aamir Ali Chughtai and Shehla R. Arifeen
This study aims to examine the impact of humble leadership on both objective (salary) and subjective (career satisfaction) measures of career success and to investigate the…
Abstract
Purpose
This study aims to examine the impact of humble leadership on both objective (salary) and subjective (career satisfaction) measures of career success and to investigate the mediating role of innovative work behavior in this relationship. Furthermore, this study also explores the moderating role of affective commitment to the supervisor (ACS) in the relationship between humble leadership and innovative work behavior.
Design/methodology/approach
Sample for this study consisted of 220 employees who were selected from four food and beverage companies based in Pakistan. The research hypotheses were tested through multiple regression analyses, moderated regression analyses and the bootstrapping procedure.
Findings
Results showed that innovative work behavior fully mediated the effects of humble leadership on salary, while it partially mediated the effects of humble leadership on career satisfaction. In addition, it was found that ACS moderates the relationship between humble leadership and innovative work behavior such that the relationship is stronger when ACS is high. Finally, results revealed that ACS also moderates the indirect effect of humble leadership on salary and career satisfaction.
Originality/value
This is the first study, which has examined the effects of humble leadership on both objective and subjective measures of career success. In addition, by exploring the mediating role of innovative work behavior and moderating role of ACS, this research sheds light on how and when humble leadership is most effective in facilitating employees' career success.
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Wei He, Zheng Zhang and Qian Guo
Based on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and…
Abstract
Purpose
Based on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and promotion focus, and constructing a moderated mediation model aiming to reveal the influence of humble leadership on employee procrastination.
Design/methodology/approach
A total of 217 valid samples were obtained using a two-time point paired questionnaire. The proposed hypotheses were tested using hierarchical regression.
Findings
Hierarchical regression results indicated that humble leadership had a significant negative effect on employee procrastination. Career calling played a fully mediating role in humble leadership and employee procrastination. Promotion focus not only plays a positive moderating role between humble leadership and career calling but also moderates the mediating role of career calling.
Practical implications
Managers should pay attention to the cultivation of their own character of humility in the process of communicating with their subordinates, increase employees' career calling from various aspects to improve employees’ sense of meaning and value for their work and understand employees' situation for personalized management.
Originality/value
This study reveals for the first time the inhibitory effect of humble leadership on employee procrastination through the conservation of resources theory. This helps in expanding research on the antecedents of procrastination behavior and enriching research on the effects of implementing humble leadership. For this reason, the study contributes to the literature on humble leadership, employee procrastination and the conservation of resources theory.
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The concept of knowledge-hiding starkly contradicts the notions with which it is closely associated, such as knowledge-hoarding and knowledge-sharing. The understanding of the…
Abstract
Purpose
The concept of knowledge-hiding starkly contradicts the notions with which it is closely associated, such as knowledge-hoarding and knowledge-sharing. The understanding of the effect of humble leadership on follower knowledge-hiding behaviour is particularly limited, as it is significantly underdeveloped owing to its distinct nature. Ergo, this paper aims to explore the role of humble leadership and its ability to mitigate employee knowledge-hiding behaviour. Moreover, this study aims to investigate the mediating effect of employee self-efficacy and the trust that they have in their leader, based on the relationship between humble leadership behaviour and knowledge-hiding in Jordanian health-care organisations.
Design/methodology/approach
This study used a quantitative method, and 260 employees of Jordan’s health-care organisations completed an online self-report questionnaire. Further to this, structural equation modelling was used to test the hypothesised correlations.
Findings
According to the findings of this study, the leaders who exhibited humble behaviour mitigated their employees’ tendencies to engage in the two dimensions of knowledge-hiding (evasive hiding and playing dumb); however, they increased the tendency to practice rationalised hiding. Furthermore, the self-efficacy of employees and trust in their leader mediated the relationship between humble leadership and employees’ knowledge-hiding behaviour.
Originality/value
This study contributes to the literature by proposing and empirically demonstrating the impact of humble leadership across all three dimensions of knowledge-hiding behaviour, which in turn facilitates new discoveries in a developing country setting. This research expands and sheds light on the theory of humble leadership by proposing a motivational aspect in the negative relation between humble leadership and employees’ knowledge-hiding behaviour: employees’ self-efficacy and trust in their leader.
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