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- Publisher Website: 10.1037/apl0000149
- Scopus: eid_2-s2.0-84982091026
- PMID: 27537674
- WOS: WOS:000392105400007
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Article: Not even the past: The joint influence of former leader and new leader during leader successions in the midst of organizational change
Title | Not even the past: The joint influence of former leader and new leader during leader successions in the midst of organizational change |
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Authors | |
Keywords | Leader succession Organizational change Transformational leadership |
Issue Date | 2016 |
Publisher | American Psychological Association. The Journal's web site is located at http://www.apa.org/journals/apl.html |
Citation | Journal of Applied Psychology, 2016, v. 101 n. 12, p. 1730-1738 How to Cite? |
Abstract | Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders’ transformational leadership on employees’ behavioral resistance to and support for change. Based on contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organizational change, during which virtually all aspects of processes and products are changed. We collected a 2-wave multisource data from employees who had recently experienced a leader succession and their newly assigned leaders. Based on a final sample of 203 employees from 22 teams, we find empirical support for the proposed interaction effects. The conditional indirect effects were also consistent with our expectations, but the effect on behavioral resistance to change was stronger than the effect on behavioral support for change. |
Persistent Identifier | http://hdl.handle.net/10722/229655 |
ISSN | 2023 Impact Factor: 9.4 2023 SCImago Journal Rankings: 6.453 |
ISI Accession Number ID |
DC Field | Value | Language |
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dc.contributor.author | Zhao, HH | - |
dc.contributor.author | Seibert, SE | - |
dc.contributor.author | Taylor, MS | - |
dc.contributor.author | Lee, C | - |
dc.contributor.author | Lam, W | - |
dc.date.accessioned | 2016-08-23T14:12:27Z | - |
dc.date.available | 2016-08-23T14:12:27Z | - |
dc.date.issued | 2016 | - |
dc.identifier.citation | Journal of Applied Psychology, 2016, v. 101 n. 12, p. 1730-1738 | - |
dc.identifier.issn | 0021-9010 | - |
dc.identifier.uri | http://hdl.handle.net/10722/229655 | - |
dc.description.abstract | Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders’ transformational leadership on employees’ behavioral resistance to and support for change. Based on contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organizational change, during which virtually all aspects of processes and products are changed. We collected a 2-wave multisource data from employees who had recently experienced a leader succession and their newly assigned leaders. Based on a final sample of 203 employees from 22 teams, we find empirical support for the proposed interaction effects. The conditional indirect effects were also consistent with our expectations, but the effect on behavioral resistance to change was stronger than the effect on behavioral support for change. | - |
dc.language | eng | - |
dc.publisher | American Psychological Association. The Journal's web site is located at http://www.apa.org/journals/apl.html | - |
dc.relation.ispartof | Journal of Applied Psychology | - |
dc.rights | Journal of Applied Psychology. Copyright © American Psychological Association. | - |
dc.rights | This article may not exactly replicate the final version published in the APA journal. It is not the copy of record. | - |
dc.subject | Leader succession | - |
dc.subject | Organizational change | - |
dc.subject | Transformational leadership | - |
dc.title | Not even the past: The joint influence of former leader and new leader during leader successions in the midst of organizational change | - |
dc.type | Article | - |
dc.identifier.email | Zhao, HH: hhzhao@hku.hk | - |
dc.identifier.authority | Zhao, HH=rp02124 | - |
dc.description.nature | postprint | - |
dc.identifier.doi | 10.1037/apl0000149 | - |
dc.identifier.pmid | 27537674 | - |
dc.identifier.scopus | eid_2-s2.0-84982091026 | - |
dc.identifier.hkuros | 260093 | - |
dc.identifier.isi | WOS:000392105400007 | - |
dc.publisher.place | United States | - |
dc.identifier.issnl | 0021-9010 | - |