In a study, people who were ambivalent about their boss performed the worst.
shows that when people have a good relationship with their leaders, they’re more motivated, they perform better, and they’re more likely to go the extra mile to support their team. These positive effects have appeared across a wide range of jobs and cultures.
are both. Think about your love-hate relationships and your frenemies. Employees also have ambivalent relationships with their leaders, characterized by both positive and negative feelings toward them. For instance, we may think our leaders aresupportive and unsupportive, that they sometimes understand our problems, but at other times don’t., recently published in the Journal of Management, we set out to explore the effects of having an ambivalent relationship with one’s leader.
We asked them all to rate the degree to which they thought their relationship was ambivalent . We also asked them to rate the overall quality of their relationship with their manager as well as their emotional experiences at work . We later asked their leaders to provide ratings of the their performance.
Why do ambivalent leader-follower relationships have such powerful negative effects on job performance? We argue it is because of a well-known social psychological process called “,” which says that we tend to seek consistency in our thoughts and feelings and avoid inconsistency. For example, people usually feel uncomfortable when they act in a way that is not consistent with their attitudes.
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