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Going the Extra Mile (or Not): A Moderated Mediation Analysis of Job Resources, Abusive Leadership, Autonomous Motivation, and Extra-Role Performance

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  • Annick Parent-Lamarche

    (Department of Human Resources Management, Université du Québec à Trois-Rivières, 3225, Albert-Tessier, Trois-Rivières, QC G8Z 4M3, Canada)

  • Claude Fernet

    (Department of Human Resources Management, Université du Québec à Trois-Rivières, 3225, Albert-Tessier, Trois-Rivières, QC G8Z 4M3, Canada)

  • Stéphanie Austin

    (Department of Human Resources Management, Université du Québec à Trois-Rivières, 3225, Albert-Tessier, Trois-Rivières, QC G8Z 4M3, Canada)

Abstract

Abusive leadership is particularly prevalent in nursing and it can have multiple adverse effects on performance at work. However, little research has examined whether and under what conditions abusive leadership may be detrimental to nurses’ extra-role performance. This cross-sectional study explores whether abusive leadership intensifies the effects of emotional job resources on autonomous motivation, a psychological mechanism that could be responsible for extra-role performance. Data were collected from dyads of registered French-Canadian nurses and their immediate supervisors ( n = 99 dyads). The models were tested with path analysis using Mplus. Our results show that extra-role performance is positively associated with nurses’ job emotional resources and autonomous motivation, but negatively associated with abusive leadership. Nurses’ cynicism is also negatively associated with autonomous motivation. Importantly, the indirect relation between emotional resources and extra-role performance through autonomous motivation is moderated by abusive leadership, providing support for a moderated mediation effect. These results add to those supporting a similar moderated mediation mechanism to explain employee attitudes and demonstrate the relevance of self-determination theory in a work context. These findings reinforce the need to focus on the quality of leadership practices as well as interventions aimed at promoting the performance of nurses at work.

Suggested Citation

  • Annick Parent-Lamarche & Claude Fernet & Stéphanie Austin, 2022. "Going the Extra Mile (or Not): A Moderated Mediation Analysis of Job Resources, Abusive Leadership, Autonomous Motivation, and Extra-Role Performance," Administrative Sciences, MDPI, vol. 12(2), pages 1-12, April.
    • Handle: RePEc:gam:jadmsc:v:12:y:2022:i:2:p:54-:d:804399
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    References listed on IDEAS

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    1. Franke, Franziska & Felfe, Joerg & Pundt, Alexander, 2014. "The impact of health-oriented leadership on follower health: Development and test of a new instrument measuring health-promoting leadership," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 28(1-2), pages 139-161.
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    Cited by:

    1. Leonel Prieto & Muhammad Ruhul Amin & Arman Canatay, 2022. "Examining Social Sustainability in Organizations," Sustainability, MDPI, vol. 14(19), pages 1-43, September.

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