The Effects of Perceived Leader Narcissism on Employee Proactive Behavior: Examining the Moderating Roles of LMX Quality and Leader Identification
Abstract
1. Introduction
2. Theoretical Background
3. Method
3.1. Sample and Procedure
3.2. Measures
4. Results
5. Discussion
6. Conclusions
7. Limitation and Future Directions
Author Contributions
Funding
Conflicts of Interest
References
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Model | CMIN | DF | RMSEA | CFI | IFI | TLI | CMIN/DF |
---|---|---|---|---|---|---|---|
One factor model: Perceived leader nar+LMX+Leader identification+Proactive behavior | 1907.889 | 275 | 0.135 | 0.572 | 0.574 | 0.533 | 6.93 |
Two factor model: Perceived leader nar+LMX+Leader identification, Proactive behavior | 1306.683 | 274 | 0.108 | 0.729 | 0.731 | 0.703 | 4.76 |
Three factor model: Perceived leader nar+LMX, Leader identification, Proactive behavior | 1134.526 | 272 | 0.099 | 0.774 | 0.775 | 0.750 | 4.17 |
Four factor model: Perceived leader nar, LMX, Leader identification, Proactive behavior | 706.512 | 269 | 0.071 | 0.885 | 0.886 | 0.872 | 2.62 |
Variable | Mean | s.d. | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
---|---|---|---|---|---|---|---|---|---|---|---|
1. Age | 28.8 | 6.162 | 1 | ||||||||
2. Gender | 1.525 | 1.448 | −0.269 ** | 1 | |||||||
3. Education level | 2.04 | 0.858 | −0.126 * | −0.012 | 1 | ||||||
4. Length of employment | 7.025 | 2.831 | −0.821 ** | −0.071 | −0.238 ** | 1 | |||||
5. Tenure in current company | 3.867 | 3.148 | −0.663 ** | −0.062 | −0.064 | 0.718 ** | 1 | ||||
6. Perceived leader narcissism | 2.135 | 1.195 | −0.011 | −0.004 | −0.020 | −0.066 | −0.018 | α = 0.825 | |||
7. LMX | 5.074 | 1.099 | 0.034 | −0.079 | 0.302 ** | −0.020 | 0.003 | −0.262 ** | α = 0.838 | ||
8. Leader identification | 5.100 | 1.113 | −0.086 | 0.004 | 0.230 ** | −0.073 | −0.061 | −0.274 ** | 0.695 ** | α = 0.870 | |
9. Proactive behavior | 7.846 | 0.986 | −0.030 | −0.003 | 0.020 | 0.010 | 0.120 * | −0.135 * | 0.184 ** | 0.173 ** | α = 0.873 |
Proactive Behavior | |||||
---|---|---|---|---|---|
Variable | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
Control Variables | |||||
Age | −0.206 | −0.187 | −0.161 | −0.192 | −0.201 |
Gender | −0.043 | −0.040 | −0.027 | −0.037 | −0.045 |
Education level | 0.008 | 0.001 | −0.053 | −0.053 | −0.057 |
Length of Employment | −0.010 | −0.041 | −0.064 | −0.049 | −0.047 |
Tenure in Current Company | 0.261 ** | 0.268 ** | 0.270 ** | 0.275 ** | 0.274 ** |
Predictor | |||||
PLN | −0.135 ** | −0.085 | −0.092 | −0.006 | |
Moderator | |||||
LID | 0.084 | 0.060 | 0.024 | ||
LMX | 0.109 | 0.110 | 0.115 | ||
Interaction | |||||
PLN × LMX | −0.090 | −0.061 | |||
PLN × LID | 0.063 | −0.058 | |||
LMX × LID | −0.048 | −0.058 | |||
3-way Interaction | |||||
PLN × LMX × LID | −0.205 ** | ||||
ΔR2 | 0.038 | 0.018 | 0.026 | 0.007 | 0.019 |
R2 | 0.038 | 0.056 | 0.082 | 0.088 | 0.108 |
Adjusted R2 | 0.023 | 0.038 | 0.059 | 0.057 | 0.074 |
F | 2.505 ** | 3.128 *** | 3.533 *** | 2.770 *** | 3.153 *** |
Proactive Behavior | ||||||
---|---|---|---|---|---|---|
Predictor | B | SE | 95% CI (LL, UL) | |||
PLN | −0.0061 | 0.0653 | −0.1347, 0.1224 | |||
Leader identification | 0.0245 | 0.0795 | −0.1319, 0.1809 | |||
LMX | 0.1149 | 0.0776 | −0.0377, 0.2676 | |||
Interaction | ||||||
PLN × LMX | −0.0535 | 0.0644 | −0.1802, 0.0731 | |||
PLN × LID | −0.0528 | 0.0814 | −0.2129, 0.1074 | |||
LMX × LID | −0.0455 | 0.0477 | −0.1393, 0.0483 | |||
3-way Interaction | ||||||
PLN × LMX × LID | −0.1105 ** | 0.0424 | −0.1939, −0.0271 | |||
Control variables | ||||||
Gender | −0.0308 | 0.0405 | −0.1105, 0.0489 | |||
Age | −0.0326 | 0.0172 | −0.0664, 0.0013 | |||
Education | −0.0662 | 0.0692 | −0.2023, 0.0699 | |||
Length of Employment | −0.0082 | 0.0192 | −0.0460, 0.0296 | |||
Tenure in Current Company | 0.0659 *** | 0.0190 | 0.0285, 0.1033 | |||
Constant | 0.9360 * | 0.4413 | 0.0677, 1.8043 | |||
Overall Model Summary | R2 = 0.1078, F = 3.153, df1 = 12, df2 = 313, p < 0.001 | |||||
△R2 due to 3-way interaction | △R2 = 0.0194, F (1, df2) = 6.8, df2 = 313, p < 0.01 | |||||
Conditional effect of X on Y at values of the moderator(s): | ||||||
LMX | LID | Effect | SE | T | P | 95% CI (LL, UL) |
High | High | −0.2229 | 0.0921 | −2.4218 | 0.0160 | −0.4041, −0.0418 |
Conditional effect of X*M interaction at values of W: | ||||||
LID value | Effect | SE | T | P | 95% CI (LL, UL) | |
−1.0000 | 0.0570 | 0.0822 | 0.6935 | 0.4885 | −0.1047, 0.2187 | |
0.0000 | −0.0535 | 0.0644 | −0.8317 | 0.4062 | −0.1802, 0.0731 | |
1.0000 | −0.1641 | 0.0716 | −2.2910 | 0.0226 | −0.3050, −0.0232 |
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Liao, S.; Van der Heijden, B.; Liu, Y.; Zhou, X.; Guo, Z. The Effects of Perceived Leader Narcissism on Employee Proactive Behavior: Examining the Moderating Roles of LMX Quality and Leader Identification. Sustainability 2019, 11, 6597. https://doi.org/10.3390/su11236597
Liao S, Van der Heijden B, Liu Y, Zhou X, Guo Z. The Effects of Perceived Leader Narcissism on Employee Proactive Behavior: Examining the Moderating Roles of LMX Quality and Leader Identification. Sustainability. 2019; 11(23):6597. https://doi.org/10.3390/su11236597
Chicago/Turabian StyleLiao, Shudi, Beatrice Van der Heijden, Yuhao Liu, Xingchi Zhou, and Zhiwen Guo. 2019. "The Effects of Perceived Leader Narcissism on Employee Proactive Behavior: Examining the Moderating Roles of LMX Quality and Leader Identification" Sustainability 11, no. 23: 6597. https://doi.org/10.3390/su11236597
APA StyleLiao, S., Van der Heijden, B., Liu, Y., Zhou, X., & Guo, Z. (2019). The Effects of Perceived Leader Narcissism on Employee Proactive Behavior: Examining the Moderating Roles of LMX Quality and Leader Identification. Sustainability, 11(23), 6597. https://doi.org/10.3390/su11236597