Effects of Organizational Justice and Supervisor Support on Motivation to Lead
Abstract
Taking on leadership responsibilities is critical for promotion in many careers and developing effective leaders is critical for organizations to maximize potential and performance. To better understand leadership development, organizations and researchers have investigated employees motivation to lead (MTL). Research has demonstrated that MTL is correlated with a variety of positive leadership behaviors (Badura et al., 2019). Given the importance of MTL, it is important to identify proximal factors that may affect employees MTL. While there is research that has related MTL with some individual difference measures (e.g., Chan and Drasgow, 2001), there is a gap in understanding how organizational factors, such as fairness or supervisor support, relate to leadership motivations. The present research investigates the relationship between perceived organizational justice (POJ) and perceived supervisor support (PSS) on employees motivation to lead (MTL). Results show that POJ was positively related to the social-normative and non-calculative dimensions of MTL, but not with affective-identity MTL whereas, PSS was associated with all three dimensions of MTL. When POJ and PSS were considered simultaneously, PSS was still related to all three dimensions of MTL, whereas POJ was only related to the social-normative dimension of MTL. Implications for future research are discussed.
Document Details
- Document Type
- Technical Report
- Publication Date
- Mar 01, 2022
- Accession Number
- AD1166164
Entities
People
- Emily Flynt
- Jessica R. Carre
- Karly M. Schleicher
- Michael Mcgraw
Organizations
- George Mason University
- U.S. Army Research Institute for the Behavioral and Social Sciences