The leader self‐sacrifice literature has largely drawn on the norm of reciprocity to examine the positive impacts of leader self‐sacrifice on employee attitudes and behaviours, but little attention has been paid to the potential negative impacts of leader self‐sacrifice on leaders’ own work outcomes. Grounded in social exchange theory and ego depletion theory, our research focuses on why leader self‐sacrifice brings about both beneficial and detrimental effects and considers how leader competence shapes these effects. Two field studies were conducted to test our hypotheses. Study 1 explored the underlying mechanisms through which leader self‐sacrifice influences team/leader work engagement. Study 2 replicated and extended the findings of Study 1 by further testing the moderating role of leader competence. Our results indicated that team affective commitment to leaders acts as a key mediator of the positive relationship between leader self‐sacrifice and team work engagement, and that leader depletion serves as a crucial mechanism underlying the negative relationship between leader self‐sacrifice and leader work engagement. Additionally, leader competence affects how team members view self‐sacrificing leaders and the extent to which self‐sacrificing leaders consume their energy. For competent leaders, the positive influence of leader self‐sacrifice on team work engagement (via team affective commitment to leaders) is stronger, and the negative influence of leader self‐sacrifice on leader work engagement (via leader depletion) is weaker.

中文翻译：

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社会交往或枯竭？团队对领导者自我牺牲的团队和领导者工作投入的调查

领导者自我牺牲的文献在很大程度上借鉴了互惠准则，以考察领导者自我牺牲对员工态度和行为的积极影响，但很少有人关注领导者自我牺牲对领导者自身的潜在负面影响工作成果。基于社会交换理论和自我耗竭理论，我们的研究重点在于为什么领导者自我牺牲会带来有利和有害的影响，并考虑领导者能力如何塑造这些影响。进行了两次实地研究以检验我们的假设。研究1探索了领导者自我牺牲精神影响团队/领导者工作参与的潜在机制。研究2通过进一步测试领导者能力的调节作用来复制和扩展研究1的发现。我们的结果表明，团队对领导者的情感承诺是领导者自我牺牲与团队工作投入之间积极关系的关键中介，而领导者耗竭则是领导者自我牺牲与领导者工作投入之间负面关系的关键机制。 。此外，领导者能力会影响团队成员如何看待自我牺牲的领导者以及自我牺牲的领导者消耗能量的程度。对于有能力的领导者，领导者自我牺牲精神对团队工作参与的积极影响（通过对领导者的团队情感承诺）更强，而领导者自我牺牲精神对领导者工作参与的负面影响（通过领导者耗竭）则更弱。