Duan, Jinyun and Li, Chenwei and Xu, Yue and Wu, Chia-huei (2017) 'Transformational leadership and employee voice behavior : a Pygmalion mechanism.', Journal of organizational behavior., 38 (5). pp. 650-670.
We theorized and examined a Pygmalion perspective beyond those proposed in past studies in the relationship between transformational leadership and employee voice behavior. Specifically, we proposed that transformational leadership influences employee voice through leaders' voice expectation and employees' voice role perception (i.e., Pygmalion mechanism). We also theorized that personal identification with transformational leaders influences the extent to which employees internalize leaders' external voice expectation as their own voice role perception. In a time‐lagged field study, we found that leaders' voice expectation and employees' voice role perception (i.e., the Pygmalion process) mediate the relationship between transformational leadership and voice behavior. In addition, we found transformational leadership strengthens employees' personal identification with the leader, which in turn, as a moderator, amplifies the proposed Pygmalion process. Theoretical and practical implications are discussed.
|Full text:||(AM) Accepted Manuscript|
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|Publisher Web site:||https://doi.org/10.1002/job.2157|
|Publisher statement:||This is the accepted version of the following article: Duan, Jinyun, Li, Chenwei, Xu, Yue & Wu, Chia-huei (2017). Transformational leadership and employee voice behavior: A Pygmalion mechanism. Journal of Organizational Behavior 38(5): 650-670, which has been published in final form at https://doi.org/10.1002/job.2157. This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.|
|Date accepted:||06 October 2016|
|Date deposited:||16 July 2018|
|Date of first online publication:||07 November 2016|
|Date first made open access:||07 November 2018|
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