The Effect of Secure-base Leadership on Work-related Flow: A Moderated Mediation Model
DOI:
https://doi.org/10.54097/7c76x911Keywords:
Secure-base Leadership, Perceived Stress, Work-related Flow, Emotional IntelligenceAbstract
Secure-base leadership encourages employees to take risks and challenges and highly cares for them, which can improve employees' psychology, attitudes, and behaviors, and is beneficial for organizations to cope with the uncertainty of future development. Based on the cognitive appraisal theory of stress, which incorporates perceived stress and emotional intelligence, this study collected data from 568 questionnaires, and used hierarchical regression to explore the mechanism of action of safe-base leadership on employees' work immersion and the moderating role of emotional intelligence. The study showed that secure-base leadership significantly and positively affects work-related flow; secure-base leadership promotes work-related flow by decreasing employees' perceived stress; emotional intelligence negatively moderates the relationship between perceived stress and work-related flow, and further moderates the mediating role of perceived stress in the relationship between secure-base leadership and employees' work-related flow. The results of this study confirmed the intrinsic mechanism and boundary conditions between secure-base leadership and employee work-related flow, and provided worthwhile lessons and guidance for leaders to effectively promote employee work-related flow.
Downloads
References
[1] ZHENG Y T. Issues, features, and motivations: eurasian think tanks’cognitions of the international responsibilities of china in the changing world order [J]. Teaching and Research, 2023(01), 89-99.
[2] CHEN X H, YANG N Y, ZHOU Y J, et al. AIGC affecting education and employment in era of digital economy — Take ChatGPT as an example [J]. Systems Engineering — Theory & Practice, 2024, 44(1): 260–271.
[3] Wang T, ZHAN X J, Y W. A literature review and prospects of resilient leadership in the vuca era [J]. Foreign Economics & Management, 2023, 45(2): 3-21.
[4] GU Q X, LIU M L, XU M X. The effectiveness of shared leadership competency: roles of shared leadership and team participatory safety[J]. Chinese Journal of Management, 2020, 17(12): 1786-1794.
[5] LI H, ZHANG Y. How does secure-base leadership affect employees' taking-charge behavior: the role of psychological availability and independent self-construal [J]. Behavioral Sciences, 2023, 13(10):853.
[6] KOHLRIESER G, GOLDSWORTHY S, COOMBE D. Care to dare: unleashing astonishing potential through secure base leadership [M]. John Wiley & Sons, 2012.
[7] WU C-H, PARKER S K. The role of leader support in facilitating proactive work behavior: a perspective from attachment theory [J]. Journal of Management, 2017, 43(4): 1025-1049.
[8] CUI Z S, WANG H Y, LI M R. Secure-base leadership and employee innovative behavior [J]. Foreign Economics & Management, 2021, 43(1): 108-120+135.
[9] HOU Z H, SONG H Y, TAN L. The mechanism of secure-base leadership on employee’s creativity [J]. Chinese Journal Of Management, 2022, 19(8): 1143-1151.
[10] TAN C P, WU, J. A study on the impact of secure-base leadership on employees' helping behavior [J]. China Human Resources Development of China, 2022, 39(09), 54-67.
[11] TONG Z P, GUI Y. Influence mechanism of charismatic leadership on employees' work-related flow [J]. Science and Management, 2023, 43(05): 41-50.
[12] SCHERMULY C C, MEYER B. Transformational leadership, psychological empowerment, and flow at work [J]. European Journal of Work and Organizational Psychology, 2020, 29(5): 740-752.
[13] DAI B, LUO R. Review of domestic research on flow at work:concept, antecedents and consequences [J]. Psychology: Techniques and Application, 2019, 7(5): 313-320.
[14] LV F, LIU Z, ZHANG X T. The influence mechanism of servant leadership on employees’ work-related flow from the perspective of conflict management: the moderating role of differentiated servant leadership [J]. Nankai Business Review, 2021, 24(06): 72-83.
[15] XIO NG L, LIU B, ZHAN X J, et al. How does platform leadership enable knowledge employees to beadaptive? a serial mediation model based on flow theory [J]. Journal of Management World, 2023, 39(02): 124-140+223+141.
[16] CSIKSZENTMIHALYI M. Beyond boredom and anxiety [M]. Jossey-bass, 2000.
[17] PEIFER C, WOLTERS G. Flow in the context of work [M]//PEIFER C, ENGESER S. Advances in flow research. Cham; Springer International Publishing. 2021: 287-321.
[18] LEPINE M A, ZHANG Y, CRAWFORD E R, et al. Turning their pain to gain: charismatic leader influence on follower stress appraisal and job performance [J]. Academy of management journal, 2016, 59(3): 1036-1059.
[19] JIANG F B, WANG Z. Applications of cognitive appraisal theory of stress in managerial psychology research: Scenes, methods, and myths [J]. Advances in Psychological Science, 2022, 30(12): 2825-2845.
[20] LV G, LI J, XU Q, et al. The influence of firefighters' perceived stress on job burnout: a moderated mediation model [J]. Current Psychology, 2023, 43 (10): 8874–8884.
[21] ZHANG J, NAN X Y, NI D. Research on influence mechanism of employee trait mindfulness on proactive behavior from the pespective of conservation of resources theory [J]. Chinese Journal of Management, 2023, 20(06): 846-855.
[22] XU Q, GAO D X, KANG K, et al. Influence of leader-member exchange on contextual performance of knowledge worker: mediating role of job embeddedness [J]. Journal of Technology Economics, 2018, 37(12): 45-52+60.
[23] LI Y, QU S Y, XU F. Transformational leadership and employees’ innovative behavior model: based on the mediating role of promoting orientation [J]. China Soft Science, 2019, (07): 125-133.
[24] QI M A Q, LI J Z. Dual-path influence mechanism of relationship-task conflict on psychological and behavioral resources of miners [J]. Journal of Safety Science and Technology, 2023, 19(04): 35-41.
[25] LAN J, WONG C-S, JIANG C, et al. The effect of leadership on work-related flow: a moderated mediation model [J]. Leadership & Organization Development Journal, 2017, 38(2): 210-228.
[26] Guo H F, Ma F Q, Ma Y, et al. A Study on the Impact of Implicit Knowledge Sharing on the Research Performance of Master's Students[J]. Science and Technology of Chinese Universities, 2023, (10), 54-59.
[27] COOMBE D D. Secure base leadership: a positive theory of leadership incorporating safety, exploration and positive action [D]; Case Western Reserve University, 2010.
[28] ZHU L L,CHEN Z X. Review and prospect of work-related flow [J]. Science and Technology Management Research, 2012, 32(21): 151-153+158.
[29] FENG X. How job stress affect flow experience at work: the masking and mediating mffect of work-related rumination [J]. Psychological Reports, 2022, 127(2):912-935.
[30] DEMEROUTI E, BAKKER A B, SONNENTAG S, et al. Work‐related flow and energy at work and at home: a study on the role of daily recovery [J]. Journal of Organizational Behavior, 2012, 33(2): 276-295.
[31] LI Y Z, LIN Y. The impact of empowering leadership on employee craftsmanship spirit--the roles of [J]. China Business and Market, 2023, 37(12): 90-99.
[32] [LIU S Z, YE L, GUO M. How does job insecurity become the driving force of innovative behavior? based on the transactional theory of stress [J]. Business and Management Journal, 2019, 41(11): 126-140.
[33] Chen X D, Wang Y, Luo W C, et al. How does differential leadership promote career growth?the moderating effect of career calling [J]. Journal of Technology Economics, 2021, 40(12): 127-138.
[34] WANG Z C.The impact of inclusive leadership style on the performance of grassroots civil servantsv--unveiling a chained mediation mode [J]. Administration and Law, 2023, (06): 57-72.
[35] CAO P, ZHAO R X, YOU Y. The influence of work resources on the creative territory behavior of chinese new generation knowledgeable employees:research based on SEM and FSQCA [J]. Science of Science and Management of S.& T., 2023, 44(05): 161-180.
[36] YE P, XU Y, LI C P. The cross-level impact of servant leadership on thriving at work--the role of relational energy and learning goal orientation [J]. Management Review, 2022, 34(07): 224-235.
[37] YANG J, WU M J, HUANG Y. The inverted u-shaped relationship between fun activities and employees’ innovative behavior--based on the role of work engagement and job autonomy [J]. Management Review, 2023, 35(08): 255-267.
[38] ZHU Y Y, MA Y, OUYANG C H, et al. Paternalistic leadership and craftsmanship of manufacturing employees: influence of job involvement and team positive emotional climate [J]. Journal of Systems & Management, 2022, 31(01): 89-103.
[39] CHCEN B M, QIAN C, CHAO G.Situations and function of love: a theoretical framework for the study of compassionate love behaviors in organizations under different scenarios [J]. Human Resources Development of China, 2024, 41(02): 92-111.
[40] YI L F, LIN Q, CAO Y Q. How can entrepreneurial leadership promote employee knowledge sharing: a study based on the mediating role of challenge-hindrance stress [J]. Journal of Xiamen University(Arts & Social Sciences), 2022, 72(03): 59-70.
[41] LI Z D, SHANG T M. The impact of leadership empowerment on employee innovation performance: a dual-adjustment model based on occupational resilience and error management climate [J]. Science and Management,2024, 44 (04): 68-75+94.
[42] LI X Y, XIA Y X. The double-edged sword effect of paradoxical leadership on employee adaptive performance--the role of vigor at work and role pressure [J]. Soft Science, 2022, 36(02): 104-109.
[43] LIAO G L, LI Y, YIN J L. Exploring the social interactive antecedents of work passion and its influences on self-interested behavior: theoretical model [J]. Human Resources Development of China, 2022, 39(06): 105-118.
[44] ZHOU W W,GU Q Q ,LI W L, et al. Why can job crafting be a strategy for employees to copy with abusive supervision? based on the transactional theory of stress [J]. Human Resources Development of China, 2023, 40(04): 21-34.
[45] ZHANG Y J. The influence of challenge-hindrance stressors on employees' creativity: test the moderating effect of perceived supervisor support [J]. Science and Technology Management Research, 2015, 35(10): 192-197.
[46] ZHU X M, WANG S, HE Q. Impact of skill requirements on employees’thriving at work: from the perspective of artificial intelligence embedding[J]. Foreign Economics & Management, 2021, 43(11): 15-25.
[47] PEIFER C, SYREK C, OSTWALD V, et al. Thieves of flow: how unfinished tasks at work are related to flow experience and wellbeing [J]. Journal of Happiness Studies, 2020, 21(5): 1641-1660.
[48] YUAN Y, WU Z M, XIE Q S. The effect of time pressure on individual work outcomes: A meta-analytic review [J]. Advances in Psychological Science, 2024, 32(03): 465-485.
[49] CUI G D, ZHANG J, LI J J. A review on the Mechanisms of Employee's Early Retirement [J]. Human Resources Development of China, 2018, 35(10): 158-167.
[50] CASPER A, WEHRT W. The role of recovery for morning cognitive appraisal of work demands: a diary study [J]. Journal of Occupational Health Psychology, 2022, 27(2): 207-222.
[51] CHEN Y, ZHOU M Y, WANG M F. A study on the influential mechanism of time pressure on work withdrawal behavior [J]. Chinese Journal of Management, 2024, 21(02): 212-222.
[52] GUO Y R, SONG J W, ZHU L. An investigation of the mechanism and theoretical basis between leadership and creativity [J]. Human Resources Development of China, 2018, 35(08): 135-150.
[53] QIANG W, HE X. The impact of employee role stress on job embeddedness [J]. Contemporary Manager, 2023, (02): 12-23.
[54] HOU M, ZHANG P Y, WANG Q N. The influence of empowering leadership on employee innovative performance--the role of tacit knowledge sharing and emotional intelligence [J]. Soft Science, 2021, 35(12): 113-118.
[55] SHAN H M, JIN L L. The Effect of Enterprise-union Relationship on Employee Innovation Behavior: on the Role of Psychological Capital and Emotional Intelligence [J]. Journal of Management, 2022, 35(03): 88-102.
[56] XIAO F, XIONG L J. Research progress on emotional intelligence of nursing staff based on perspective of management [J]. Chinese Nursing Research, 2019, 33(02): 265-268.
[57] HOU X F, SHAO X Y. Structure of emotional intelligence of millennial and mechanism of its impact on work behavior--based on the grounded analysis of network review [J]. Science & Technology Progress and Policy, 2017, 34(10): 111-117.
[58] FTEIHA M, AWWAD N. Emotional intelligence and its relationship with stress coping style [J]. Health Psychology Open, 2020, 7(2): 1-9.
[59] COHEN S, KAMARCK T, MERMELSTEIN R. A global measure of perceived stress [J]. J Health Soc Behav, 1983, 24(4): 385-396.
[60] LAW K S, WONG C S, SONG L J. The construct and criterion validity of emotional intelligence and its potential utility for management studies [J]. Journal of Applied Psychology, 2004, 89(3): 483-496.
[61] BAKKER A B. The work-related flow inventory: construction and initial validation of the WOLF [J]. Journal of vocational behavior, 2008, 72(3): 400-414.
[62] Song C Y, Dong X Y. The impact of secure base leadership on employees' voice behavior: a moderated mediation model [J]. Leadership Science, 2023. (02), 53-58.
[63] Fang S J, Wu L H, Wu X Y, et al.. The Mediating Effect of Social Connection on the Perceived Stress and Work Engagement of Clinical Nurses in Traditional Chinese Medicine Hospitals [J]. Journal of Nursing (China), 2024,31 (04), 70-74.
[64] ZHU Y D, SHI M, BAO Y, et al. Mediating effect of career identity among nurses in disinfection supply center between job immersion and career happiness [J]. Chinese Nursing Research, 2024, 38(03): 510-516.
[65] ZUBAIR A, KAMAL A. Perceived authentic leadership, work-related flow, and creative work behavior: moderating role of organizational structures [J]. Journal of Social Sciences, 2016, 9(2): 426-441.
[66] GOHM C L, CORSER G C, DALSKY D J. Emotional intelligence under stress: useful, unnecessary, or irrelevant? [J]. Personality and individual differences, 2005, 39(6): 1017-1028.
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Academic Journal of Management and Social Sciences
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
