Purpose

The purpose of the study is to explore the relationship between leader bottom-line mentality (BLM) and employee social cyberloafing behavior. Based on social exchange theory, the authors propose that leader BLM will promote employee social cyberloafing behavior via psychological contract breach, especially when employee needs for relatedness is high.

Design/methodology/approach

To test the hypotheses, the authors conducted a multi-wave, multi-source field study with 185 paired employee–leader dyads at three time points. The hypotheses were tested by Mplus with a bootstrap approach to obtain confidence intervals.

Findings

The results show that leader BLM has a positive impact on employee social cyberloafing behavior, which is mediated by psychological contract breach. In addition, employee needs for relatedness moderates this process. Specifically, when employees pertain high needs for relatedness, the influence of leader BLM will be stronger.

Practical implications

This research paper highlights the detrimental influence of leader BLM and provide directions for preventing employee cyberloafing behavior.

Originality/value

Previous studies have drawn inconsistent conclusions on the effectiveness of leader BLM, such as enhancing task performance and eliciting social undermining. This study further explores the underlying mechanism linking leader BLM to employee social cyberloafing behavior and the boundary conditions. This has subsequently provided practitioners with new perspectives regarding why employees engage in counter-productive social cyberloafing.

中文翻译：

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欲速则不达：领导者的底线心态和员工适得其反的社交网络闲逛

目的

该研究的目的是探讨领导者底线心态（BLM）与员工社交网络闲散行为之间的关系。基于社会交换理论，作者提出领导者 BLM 将通过心理契约违背促进员工的社交网络闲散行为，尤其是当员工对关联性的需求很高时。

设计/方法论/途径

为了检验这些假设，作者在三个时间点对 185 名员工-领导者配对进行了多波次、多来源的实地研究。Mplus 使用引导程序方法对假设进行了测试，以获得置信区间。

发现

结果表明，领导者 BLM 对员工社交网络闲散行为有正向影响，这种影响是通过心理契约违背来调节的。此外，员工对关联性的需求也调节了这一过程。具体来说，当员工对关联性的需求较高时，领导者 BLM 的影响力会更强。

实际影响

本研究论文强调了领导者 BLM 的有害影响，并为防止员工网络闲散行为提供了方向。

原创性/价值

先前的研究对领导者 BLM 的有效性得出了不一致的结论，例如提高任务绩效和引发社会破坏。本研究进一步探讨了领导者 BLM 与员工社交网络闲散行为之间的联系机制和边界条件。这随后为从业者提供了关于员工为何进行适得其反的社交网络闲逛的新视角。