Une analyse du leadership laissez-faire dans les organisations: le rôle des orientations d’objectifs des employe´ s

Véronique Robert and Christian Vandenberghe
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Véronique Robert: TSM - Toulouse School of Management Research - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - CNRS - Centre National de la Recherche Scientifique - TSM - Toulouse School of Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse

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Abstract: Research on the impact of supervisors' laissez-faire leadership, a frequent form of passive leadership, is still in its infancy. In the present study, we explore the possibility that laissez-faire leadership by supervisors engenders a feeling of threat among employees regarding their organizational identity. In other words, the lack of attention given to employees by supervisors would create the feeling among employees that their identity as members of the organization is devalued. This perceived identity threat would result in reduced affective, normative, and continuance commitment. We examined these hypotheses in a study using three measurement times, with a time interval of three months. Based on a final sample of 300 participants and latent variable structural equation modeling analyses, the results indicate that supervisors' laissez-faire leadership engenders a perceived identity threat among employees, which then contributes to reduce affective, normative, and continuance commitment. Finally, laissez-faire leadership was also directly and negatively related to continuance commitment. We discuss how these findings contribute to enhance our understanding of the effects of laissez-faire practices by supervisors.

Keywords: Laissez-faire leadership; Organizational identity threat; Affective commitment; Normative commitment; Continuance commitment; Leadership laissez-faire; Menace identitaire perçue; Engagement affectif; Engagement normatif; Engagement de continuité (search for similar items in EconPapers)
Date: 2022-09
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Published in Psychologie du travail et des organisations, 2022, vol.28 (n°3), pp.197-210. ⟨10.1016/j.pto.2022.03.006⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-03781193

DOI: 10.1016/j.pto.2022.03.006

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