The influence of responsible leadershipon expatriates’ performance: the mediating role of affective well-being atworkand the moderating role of cross-cultural adjustment

• Autor(a) principal: Branco, Melissa Marques
• Data de Publicação: 2018
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10400.8/3708
• topic: Liderança responsável; Desempenho dos expatriados; Bem-estar afetivo no trabalho; Ajustamento cultural; Teoria da identidade social; Domínio/Área Científica::Ciências Sociais::Economia e Gestão

The concept of responsible leadership is emerging in the literature to address the globalization demands. Responsible leadership is distinguished from other leadership styles by the closest relationship of the leader with all stakeholders. However, few studies in the literature had empirically examined the influence of responsible leadership on employee outcomes, considering a cross-border environment. The aim of this study is to examine the effect of responsible leadership on expatriates’ performance and affective well-being at work. At the same time, it is considered that cross-cultural adjustment should be taken into account when approaching expatriate employees. Using the Social Identity Theory, this study outlines the relation of responsible leadership on expatriates’ outcomes at work. An online questionnaire was conducted to collect data from a sample of expatriate employees, which are currently in the process of expatriation. A total of 111 valid answers were obtained and used in this study. Structural equation modeling was used to analyse the collected data. The results show that responsible leadership has a positive impact on the affective well-being at work and an indirect impact on expatriates’ performance through the mediation role of affective well-being at work. Moreover, affective well-being at work directly contributes to expatriates’ performance. The cross-cultural adjustment did not play a moderator role when assessing the direct relation between responsible leadership and expatriates’ performance. It is suggested that responsible leadership has a positive contribution when addressing employees’ outcomes in a global context.