Purpose

This study aims to investigate the indirect relationship between exploitative leadership (EL) and psychological distress through emotional complexity. This study also predicted that belief in organizational conspiracy theories moderates the association between EL and emotional complexity. Furthermore, forgiveness climate acts as a boundary condition between emotional complexity and psychological distress.

Design/methodology/approach

The respondents of this time-lagged study (N = 325) were working in five-star and four-star hotels in three cities located in Pakistan, namely, Rawalpindi, Islamabad and Lahore. Data were collected through the questionnaire.

Findings

Results revealed that exploitative leaders cause emotional complexity among hotel employees, enhancing their psychological distress. The study further showed that hotel employees who believe in organizational conspiracy theories are more likely to experience emotional complexity under an exploitative leader. Additionally, the perceived forgiveness climate moderates the relationship between emotional complexity and psychological distress.

Practical implications

Hotel managers should avoid hiring those candidates for leadership positions who have a tendency to engage in exploitative behavior. Managers should maintain regular communication with hotel workers to minimize beliefs in organizational conspiracy theories. Managers should also develop a forgiveness climate to minimize psychological distress among hotel employees.

Originality/value

It is one of the few studies investigating the negative consequences of EL, particularly in the hospitality industry. This study has also identified the underlying causes of psychological distress among hotel workers.

中文翻译：

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酒店业剥削性领导的危害：阴谋信念和宽恕氛围的作用

目的

本研究旨在通过情绪复杂性调查剥削性领导 (EL) 与心理困扰之间的间接关系。这项研究还预测，对组织阴谋论的信仰会调节 EL 与情绪复杂性之间的关联。此外，宽恕气氛是情绪复杂性和心理困扰之间的边界条件。

设计/方法/途径

这项滞后研究的受访者 ( N = 325) 在巴基斯坦三个城市的五星级和四星级酒店工作，即拉瓦尔品第、伊斯兰堡和拉合尔。数据是通过问卷收集的。

发现

结果显示，剥削型领导会导致酒店员工的情绪复杂化，加剧他们的心理困扰。该研究进一步表明，相信组织阴谋论的酒店员工在剥削型领导下更有可能经历复杂的情绪。此外，感知到的宽恕气氛缓和了情绪复杂性和心理困扰之间的关系。

实际影响

酒店经理应避免雇用那些有剥削行为倾向的领导职位候选人。管理人员应与酒店员工保持定​​期沟通，以尽量减少对组织阴谋论的相信。管理者还应该营造一种宽容的氛围，以尽量减少酒店员工的心理困扰。

原创性/价值

这是为数不多的调查 EL 负面影响的研究之一，特别是在酒店业。这项研究还确定了酒店员工心理困扰的根本原因。