Satisfied on our own, yet ready to leave together: An actor–partner interdependence mediation model on job satisfaction and turnover intentions in leader–follower dyads

Abstract

AbstractDrawing on conservation of resources theory and job embeddedness, this study aims to investigate crossovers of positivity and negativiy between leaders and their followers with respect to work‐related variables (i.e. work engagement, emotional exhaustion, job satisfaction and turnover intentions). Two waves of multisource data were collected from 244 leader–follower dyads. An actor–partner interdependence model extended to mediation (APIMeM) was used to test two mediation models and examine crossovers between leaders and their followers. Findings show that negative events are positively associated with emotional exhaustion of leaders (followers), which in turn is positively associated with leaders' (followers') own turnover intention as well as that of their followers (leaders). Positive events are positively associated with work engagement of leaders, which in turn is positively associated with leaders' own job satisfaction, but not with the job satisfaction of their followers. In other words, negative events have cross‐over effects, while positive events do not. In essence, we found evidence of a crossovered negativity bias. This study is unique in using a dyadic approach to analyse leader–follower crossovers with respect to job satisfaction and turnover intention. This study reveals the mediating and cross‐over effects of work engagement and emotional exhaustion on the links between positive (negative) events and work outcomes.