One pot sets another boiling: A case of social learning perspective about leader self-serving behaviour and followers self-serving counterproductive work behaviour

Abstract

Self-Serving leadership is a global phenomenon and requires both literary and practical attention to understand how it unfolds and impacts organizations. More specifically the investigation of this underexplored dark side of leadership in Pakistani service sector organizations has its unique significance. So, in this regard, the current study took the initiative to investigate the relationship between a Leader's self-serving behaviour and a follower's self-serving counterproductive work behaviour. Moreover, the underlying mechanism of self-serving cognitive distortions was proposed, with followers' Machivellianism strengthening the indirect relationship between leaders' self-serving behaviour with self-serving counterproductive work behaviour through the self-serving cognitive distortions. The proposed theoretical framework was explained by the Social Learning theory. This study adopted a survey method with the collection of data by utilizing the convenience sampling method, in three-time waves with peer-reported self-serving counterproductive work behaviours. The data was analyzed by utilizing confirmatory factor analysis to establish discriminant and convergent validity. Moreover, the hypotheses testing was done utilizing Hayes Process Macro 4 (Mediation) and 7(Moderated Mediation). The results proved that the self-serving cognitive distortions mediated the relationship between the leader's self-serving behaviour and the follower's self-serving counterproductive work behaviours. Moreover, it was established that the High Mach tendencies strengthed the indirect positive relationship between a leader's self-serving behaviour with self-serving counterproductive work behaviour through the self-serving cognitive distortions. It is important to note that the current study provides a view to the practitioners that formulation of effective policies and systems for identifying and discouraging the tendencies of Leaders' self-serving behaviour and employing people with low Mach Tendencies can avoid the self-serving counterproductive work behaviours harming the overall welfare of the organization.