A Study on the Relationship between Benevolent Leadership and Nonfamily Employees’ Voice Behavior in Family Businesses-a Mediated Moderation Model
博士 === 國立中山大學 === 人力資源管理研究所 === 102 === By integrating social exchange theory with social identity theory, the present study proposes that LMX (leader-member-exchange) differentiation is an important contextual variable for improving the effect of benevolent leadership on supervisor-subordinate guan...
| Main Authors: | , |
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| Other Authors: | |
| Format: | Others |
| Language: | en_US |
| Published: |
2013
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| Online Access: | http://ndltd.ncl.edu.tw/handle/4dzbrw |
| Summary: | 博士 === 國立中山大學 === 人力資源管理研究所 === 102 === By integrating social exchange theory with social identity theory, the present study proposes that LMX (leader-member-exchange) differentiation is an important contextual variable for improving the effect of benevolent leadership on supervisor-subordinate guanxi and consequently impact employees’ voice behavior. Using a sample of 368 nonfamliy employees from 50 family businesses, this study discovered that when subordinates perceive their owners’ expressed high-level of LMX differentiation among the organization, then such perception may augment the effect of benevolent leadership. More specifically, this effect is revealed through an improvement in their quality of supervisor-subordinate guanxi and ultimately will promote their willingness to voice constructively. The implications for theory and practice are discussed.
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