Drawing from social exchange theory and conservation of resources theory, the present study examines the effects of empowering leadership on followers' innovative work behavior (IWB) and organizational deviance through two underlying psychological mechanisms: (a) by developing followers' trust in leader and (b) by lowering followers' emotional exhaustion. The model was tested using a sample of 343 full-time Indian managerial employees who completed surveys at two time points separated by an approximate 2-week interval. Results from structural equation modeling supported the hypothesized model, suggesting that empowering leadership elicited greater trust in the leader and lowered emotional exhaustion, both of which made followers engaged in more IWB and less organizational deviance. Together, these findings highlight the importance of both social exchange-based and resource-based underlying mechanisms explaining why empowering leadership promotes desirable and reduces undesirable work behaviors of followers. Theoretical and practical implications are discussed.

中文翻译：

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授权领导和追随者的好行为和坏行为：双重中介模型

本研究借鉴社会交换理论和资源守恒理论，通过两种潜在的心理机制来检验授权领导对追随者创新工作行为（IWB）和组织偏差的影响：（a）通过培养追随者对领导者的信任和（ b) 通过降低追随者的情绪疲惫。该模型使用 343 名全职印度管理员工的样本进行了测试，这些员工在两个时间点完成了调查，时间点相隔大约 2 周。结构方程模型的结果支持假设的模型，表明授权领导会引起对领导者的更大信任并降低情绪衰竭，这两者都使追随者参与更多的 IWB 和更少的组织偏差。一起，这些发现强调了基于社会交换和基于资源的基本机制的重要性，这解释了为什么赋予领导权能促进和减少追随者的不良工作行为。讨论了理论和实践意义。