SavedAdd your journal

Journals / Süleyman Demirel Üniversitesi Vizyoner Dergisi / 2026 / Cilt: 16 Sayı: 46

Is Humble Leadership a Safe Port in Employee Voice and Organizational Identification? Research in the Education Sector

Çalışan Sesliliğinde ve Örgütsel Özdeşleşmesinde Mütevazı Liderlik Güvenli Bir Liman Mı? Eğitim Sektöründe Bir Araştırma

Erkan Nur(HARRAN UNIVERSITY)0000-0002-5131-4742
Gökhan Kenek(GUMUSHANE UNIVERSITY)0000-0002-5019-4099
Pages
439–458
Publication Date
2025-05-31
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Based on the findings of the study, recommendations are made for academics for future research and for managers to develop more effective strategies.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:In the study, the mediating role of organizational identification in the effect of humble leadership on teachers' voice is examined.
📊
Key Findings & Data:The study is carried out with the participation of 306 teachers working in Şanlıurfa province.
💡
Conclusion & Impact:Based on the findings of the study, recommendations are made for academics for future research and for managers to develop more effective strategies.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Liderlik · Mütevazı Liderlik · Çalışan Sesliliği

Abstract

In the study, the mediating role of organizational identification in the effect of humble leadership on teachers' voice is examined. The theoretical framework of the research is based on social identity and social change theories. The study is carried out with the participation of 306 teachers working in Şanlıurfa province. Data are collected by electronic means (survey) and snowball sampling method is used. The obtained data are analyzed with SPSS 26.0 and Mplus 7 programs. Data are evaluated with confirmatory factor analysis, correlation and bootstrap regression analyses. As a result of the analysis, it is determined that humble leadership has a statistically significant and positive effect on both employee voice and organizational identification. In addition, it is determined that organizational identification plays a partial mediating role in the relationship between humble leadership and employee voice. Based on the findings of the study, recommendations are made for academics for future research and for managers to develop more effective strategies.

Özet

Bu çalışmada, mütevazı liderliğin öğretmenlerin sesliliği üzerindeki etkisinde örgütsel özdeşleşmenin aracılık rolü incelenmiştir. Araştırmanın kuramsal çerçevesi, sosyal kimlik ve sosyal değişim teorilerine dayandırılmıştır. Araştırma, Şanlıurfa ilinde görev yapan 306 öğretmenin katılımıyla gerçekleştirilmiştir. Veriler, elektronik ortamda (survey) anket yöntemiyle toplanmış ve kartopu örnekleme yöntemi kullanılmıştır. Elde edilen veriler, SPSS 26.0 ve Mplus 7 programları ile analiz edilmiştir. Veriler doğrulayıcı faktör analizi, korelasyon ve bootstrap regresyon analizleriyle değerlendirilmiştir. Analiz sonucunda, mütevazı liderliğin hem çalışan sesliliği hem de örgütsel özdeşleşme üzerinde istatistiksel olarak anlamlı ve pozitif bir etkisinin bulunduğu tespit edilmiştir. Ayrıca, örgütsel özdeşleşmenin, mütevazı liderlik ile çalışan sesliliği arasındaki ilişkide kısmi aracılık rolü üstlendiği belirlenmiştir. Bu çalışmanın bulgularına dayanarak akademisyenlere gelecekteki araştırmalar, yöneticilere ise daha etkili stratejiler geliştirebilmeleri için öneriler sunulmuştur.

🔖

Cite This Article

Nur, E., Kenek, G. (2025). Is Humble Leadership a Safe Port in Employee Voice and Organizational Identification? Research in the Education Sector. Süleyman Demirel Üniversitesi Vizyoner Dergisi, Cilt: 16 Sayı: 46, 439–458. https://doi.org/10.21076/vizyoner.1561621

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (85)

  1. Akgündüz, Y., Alkan, C., & Gök, Ö. A. (2018). Perceived organizational support, employee creativity, and proactive personality: The mediating effect of meaning of work. Journal of Hospitality and Tourism Management, 34, 105-114. https://doi.org/10.1016/j.jhtm.2018.01.004
  2. Alimoğlu Özkan, A., Ardıç, K., & Özsoy, E. (2022). Mütevazı liderliğin yenilikçi iş davranışına etkisinde psikolojik iyi oluşun rolü. Manas Sosyal Araştırmalar Dergisi, 11(3), 1179-1191. https://doi.org/10.33206/mjss.1107468
  3. Altıntaş, M. (2024). The mediating role of employee voice and psychological ownership in the effect of transformational leadership on organizational identification. Eskişehir Osmangazi Üniversitesi İktisadi ve İdari Bilimler Dergisi, 19(3), 775–802. https://doi.org/10.17153/oguiibf.1420063
  4. Arain, G. A., Bukhari, S., Hameed, I., Lacaze, D. M., & Bukhari, Z. (2018). Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice. Personnel Review, 47(5), 1133–1151. https://doi.org/10.1108/PR-04-2016-0090
  5. Armstrong, M. (2009). Armstrong's handbook of human resource management practice (11th ed.). Kogan Page.
  6. Ashforth, B. E., Harrison, A. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3), 325-374. https://doi.org/10.1177/0149206308316059
  7. Baş, M. (2022). Mesleki özdeşleşme ve bilgi paylaşımı arasındaki ilişkide prososyal motivasyonun aracı, mütevazı liderliğin düzenleyici rolü. Elektronik Sosyal Bilimler Dergisi, 21(84), 1892-1908. https://doi.org/10.17755/esosder.1114553
  8. Baykal, E. (2018). Sosyal kimlik teorisi perspektifiyle Kraliçe Ari Sendromu. Karadeniz Teknik Üniversitesi Sosyal Bilimler Enstitüsü Sosyal Bilimler Dergisi, 8(16), 159-176.
  9. Bedeian, A. G. (2007). Even if the tower is “ivory,” it isn’t “white”: Understanding the consequences of faculty cynicism. Academy of Management Learning & Education, 6(1), 9-32. https://doi.org/10.5465/AMLE.2007.24401700
  10. Beğenirbaş, M., Gökmen, Y., & Yalçın, R. C. (2021). Mesleki özdeşleşme ve psikolojik sahiplenme çalışanların iş biçimlendirmelerine etki eder mi? Hizmet sektörü çalışanlarına yönelik bir araştırma. İşletme Araştırmaları Dergisi, 13(2), 1127-1143. https://doi.org/10.20491/isarder.2021.1188
  11. Bergami, M., & Bagozzi, R. P. (2000). Self-categorization, affective commitment, and group self-esteem as distinct aspects of social identity in the organization. British Journal of Social Psychology, 39, 555-577. https://doi.org/10.1348/014466600164633
  12. Bharanitharan, K., Chen, Z. X., Bahmannia, S., & Lowe, K. B. (2019). Is leader humility a friend or foe, or both? An attachment theory lens on leader humility and its contradictory outcomes. Journal of Business Ethics, 160, 729-743. https://doi.org/10.1007/s10551-018-3925-z
  13. Bogosian, D., & Rousseau, C. (2017). How and why millennials are shaking up organizational cultures. Rutgers Business Review, 2(3), 386-394.
  14. Carnevale, J. B., Huang, L., & Paterson, T. (2019). LMX-differentiation strengthens the prosocial consequences of leader humility: An identification and social exchange perspective. Journal of Business Research, 96, 287-296. https://doi.org/10.1016/j.jbusres.2018.11.048
  15. Chen, Y., Liu, B., Zhang, L., & Qian, S. (2018). Can leader “humility” spark employee “proactivity”? The mediating role of psychological empowerment. Leadership & Organization Development Journal, 39(3), 326-339. https://doi.org/10.1108/LODJ-10-2017-0307
  16. Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602
  17. Çetin, A., & Şentürk, M. (2016). Bilgi paylaşma davranışının planlı davranış teorisi ve sosyal değişim teorisi bağlamında incelenmesi: dermatologlar üzerine ampirik bir araştırma. Ege Akademik Bakış Dergisi, 16(2), 241-256. https://doi.org/10.21121/eab.2016216927
  18. Çetin, Ş., & Çakmakçı, C. (2012). Çalışan sesliliği ölçeğini Türkçe’ye uyarlama çalışması. Kara Harp Okulu Bilim Dergisi, 22(2), 1.
  19. Demirtaş, H. A. (2003). Sosyal kimlik kuramı, temel kavram ve varsayımlar. İletişim Araştırmaları, 1(1), 123-144. https://doi.org/10.1501/iltaras 0000000023
  20. Dutton, J. E., Roberts, L. M., & Bednar, J. (2010). Pathway for positive identity construction at work: Four types of positive identity and the building of social resources. Academy of Management Review, 35(2), 265-293. https://doi.org/10.5465/AMR.2010.48463334
  21. Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392. https://doi.org/10.1111/1467-6486.00384
  22. Erdem, A. T. (2020). Mesleki özdeşleşmenin tükenmişliğe etkisinde iş yükü algısının aracılık rolü: Hemşirelere yönelik bir araştırma. Gümüşhane Üniversitesi Sosyal Bilimler Dergisi, 11, 89-103. https://doi.org/10.36362/gumus.821979
  23. Feather, N. T., & Rauter, K. (2004). Organizational citizenship behaviors in relation to job status, job insecurity, organizational commitment and identification, job satisfaction, and work values. Journal of Occupational and Organizational Psychology, 77(1), 81-94. http://dx.doi.org/10.1348/096317904322915928
  24. Fuchs, S. (2012). Understanding psychological bonds between individuals and organizations: The coalescence model of organizational identification. Palgrave Macmillan.
  25. Fuller, J. B., Barnett, T., Hester, K., & Relyea, C. (2003). A social identity perspective on the relationship between perceived organizational support and organizational commitment. The Journal of Social Psychology, 143(6), 789–791. https://doi.org/10.1080/00224540309600432
  26. Guo, J., Qiu, Y., & Gan, Y. (2020). Workplace incivility and work engagement: The chain mediating effects of perceived insider status, affective organizational commitment and organizational identification. Current Psychology, 41, 1809-1820. https://doi.org/10.1007/s12144-020-00699-z
  27. Gül, E., & Timuroğlu, K. (2023). Mütevazı liderlik ile beyana dayalı kişisel inisiyatif ilişkisinde psikolojik güvenliğin aracı rolü. Ordu Üniversitesi Sosyal Bilimler Enstitüsü Sosyal Bilimler Araştırmaları Dergisi, 13(1), 621-638. https://doi.org/10.48146/odusobiad.1161848
  28. Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15(2), 176-190. https://doi.org/10.2307/2391488
  29. Hogg, M. A., & Vaughan, G. M. (2002). Social psychology (3rd ed.). Prentice Hall.
  30. Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55. http://dx.doi.org/10.1080/10705519909540118
  31. Humphrey, A. (2012). Transformational leadership and organizational citizenship behaviors: The role of organizational identification. The Psychologist-Manager Journal, 15(4), 247-268. https://doi.org/10.1080/10887156.2012.731831
  32. İşcan, Ö. F. (2006). Dönüştürücü/Etkileşimci liderlik algısı ve örgütsel özdeşleşme ilişkisinde bireysel farklılıkların rolü. Akdeniz İİBF Dergisi, 11(6), 160-177.
  33. Karabey, C. N., & İşcan, Ö. F. (2007). Örgütsel özdeşleşme, örgütsel imaj ve örgütsel vatandaşlık davranışı ilişkisi: Bir uygulama. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 21(2), 231-241.
  34. Kassing, J. W. (2002). Speaking up: Identifying employees upward dissent strategies. Management Communication Quarterly, 16(2), 187-209. https://doi.org/10.1177/089331802237234
  35. Kerse, G., Koçak, D., & Özdemir, Ş. (2020). Mütevazı liderlik ölçeğinin Türkçe uyarlaması ve mütevazı liderliğin seslilik davranışına etkisi: Kuşak farklılığının düzenleyici rolü. İşletme Araştırmaları Dergisi, 12(2), 1769-1787. https://doi.org/10.20491/isarder.2020.943
  36. Kerse, G., Koçak, D., & Özdemir, Ş. (2023). How humble leadership ınfluences employee voice: The roles of psychological safety and work engagement. Zeitschrift für Arbeits-und organizations psychologie A&O, 68(3), 111-123. https://doi.org/10.1026/0932-4089/a000425
  37. Kırkbeşoğlu, E., & Kalemci Tüzün, İ. (2009). Bireycilik-toplulukçuluk ikileminde mesleki özdeşleşme ve örgütsel özdeşleşme ayrımı. Organizasyon ve Yönetim Bilimleri Dergisi, 1(1), 1-8.
  38. Kline, R. B. (2015). Principles and Practice of Structural Equation Modeling. Guilford.
  39. Lee, E. S., Park, T. Y., & Koo, B. (2015). Identifying organizational identification as a basis for attitudes and behaviors: A meta-analytic review. Psychological bulletin, 141(5), 1049.
  40. LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853. https://doi.org/10.1037/0021-9010.83.6.853
  41. Lewin, D., & Sherer, P. D. (1993). Does strategic choice explain senior executives’ preference on voice and representation? In B. E. Kaufman & M. M. Kleiner (Ed.), Employee representation: Alternatives and future directions (p. 77-102). Industrial Relations Research Association.
  42. Li, J., Liang, Q. Z., & Zhang, Z. Z. (2016). The effect of humble leader behavior, leader expertise, and organizational identification on employee turnover intention. Journal of Applied Business Research, 32(4), 1145-1156. https://doi.org/10.19030/jabr.v32i4.9727
  43. Li, J., Liang, Q., Zhang, Z., & Wang, X. (2018). Leader humility and constructive voice behavior in China: a dual process model. International Journal of Manpower, 39(6), 840-854. https://doi.org/10.1108/IJM-06-2017-0137
  44. Li, X., Li, M., Fu, J., & Ullah, A. (2019). Leader humility and employee voice: The role of employees’ regulatory focus and voice-role conception. Social Behavior and Personality: An International Journal, 47(6), 1-12. https://doi.org/10.2224/sbp.7811
  45. Liu, C. (2016). Does humble leadership behavior promote employees’ voice behavior? A dual mediating model. Open Journal of Business and Management, 4(4), 731-740. https://doi.org/10.4236/ojbm.2016.44071
  46. Ma, C., Wu, C. H., Chen, Z. X., Jiang, X., & Wei, W. (2020). Why and when leader humility promotes constructive voice: A crossover of energy perspective. Personnel Review, 49(5), 1157-1175. https://doi.org/10.1108/PR-02-2019-0049
  47. Mael, F. A., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123. https://doi.org/10.1002/job.4030130202
  48. Maynes, T. D., & Podsakoff, P. M. (2014). Speaking more broadly: An examination of the nature, antecedents, and consequences of an expanded set of employee voice behaviors. Journal of Applied Psychology, 99(1), 87-112. https://doi.org/10.1037/a0034284
  49. Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. Academy of Management Annals, 5(1), 373-412. https://doi.org/10.5465/19416520.2011.574506
  50. Ng, T. W. H., & Feldman, D. C. (2012). Employee voice behavior: A meta-analytic test of the conservation of resources framework. Journal of Organizational Behavior, 33, 216-234. https://doi.org/10.1002/job.754
  51. Nur, E., & Kaya, K. (2022). Is work alienation the reason behind cyberloafing behaviors? A research in the banking sector. Journal of Current Researches on Business and Economics, 12(2), 109-132. https://doi.org/10.26579/jocrebe.12.2.3
  52. Owens, B. P., & Hekman, D. R. (2016). How does leader humility influence team performance? Exploring the mechanisms of contagion and collective promotion focus. Academy of Management Journal, 59(3), 1088-1111. https://doi.org/10.5465/amj.2013.0660
  53. Owens, B. P., Johnson, M. D., & Mitchell, T. R. (2013). Expressed humility in organizations: Implications for performance, teams, and leadership. Organization Science, 24(5), 1517–1538. https://doi.org/10.1287/orsc.1120.0795
  54. Özer, Ö., Özkan, O., Özmen, S., & Üzümcü, F. (2021). Mütevazı liderlik işten ayrılma niyetini etkiler mi? Hemşireler üzerinde bir araştırma. Bingöl Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 5(2), 455-469. https://doi.org/10.33399/biibfad.918409
  55. Özkaya, Ş., & Tayfun, A. (2023). Kurumsal sosyal sorumluluk algılamalarının örgütsel özdeşleşme ve sanal kaytarma davranışına etkisi: Otel işletmeleri üzerine bir araştırma. İşletme Araştırmaları Dergisi, 15(4), 3121-3140. https://doi.org/10.20491/isarder.2023.1770
  56. Öztürk, F., Eryürek, A., & Çiçek, H. (2024). Çalışanların örgütsel özdeşleşme ve psikolojik iyi oluş düzeylerinin işe adanmışlıklarına etkisi. Gümüşhane Üniversitesi Sosyal Bilimler Dergisi, 15(2), 412-428.
  57. Qiuyun, G., Liu, W., Zhou, K., & Mao, J. (2020). Leader humility and employee organizational deviance: the role of sense of power and organizational identification. Leadership & Organization Development Journal, 41(3), 463-479. https://doi.org/10.3389/fsoc.2022.929543
  58. Qu, Q., He, Z. C., & Mei, Z. Q. (2013). An empirical study on the impact of leader humility on leadership effectiveness and employees’ organizational identification. China Soft Science, 7, 101-109.
  59. Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358–384. https://doi.org/10.1016/j.jvb.2004.05.005
  60. Riketta, M., & Van Dick, R. (2005). Foci of attachment in organizations: A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment. Journal of Vocational Behavior, 67(3), 490–510. https://doi.org/10.1016/j.jvb.2004.06.001
  61. Ruan, R., & Chen, W. (2021). Relationship between organizational identification and employee voice: A meta-analysis. Social Behavior and Personality: An International Journal, 49(10), 1-12. https://doi.org/10.2224/sbp.10316
  62. Saa-Perez, P. D., & García-Falcón, J. M. (2002). A resource-based view of human resource management and organizational capabilities development. International Journal of Human Resource Management, 13(1), 123-140. https://doi.org/10.1080/09585190110092848
  63. Serinkan, C., & Tülü, M. (2021). Örgütsel özdeşleşme ve örgütsel sinizm ilişkisi: Pamukkale üniversitesindeki idari personele yönelik bir araştırma. İktisadi İdari ve Siyasal Araştırmalar Dergisi, 6(14), 48-70. https://doi.org/10.25204/iktisad.836186
  64. Siachou, E., Chaudhuri, R., Chatterjee, S., Vrontis, D., Kastanakis, M., & Barouta, M. (2024). Is humility in leadership a promoter of employee voice? A moderated mediation model. European Management Journal. 1-13. https://doi.org/10.1016/j.emj.2024.02.004
  65. Suifan, T. S., Diab, H., Alhyari, S., & Sweis, R. J. (2020). Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification. Journal of Human Behavior in the Social Environment, 30(4), 410-428. https://doi.org/10.1080/10911359.2019.1690611
  66. Tabachnick, B. G., & Fidell, L. S. (2007). Experimental designs using ANOVA (Vol. 724). Thomson/Brooks/Cole.
  67. Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Ed.), The social psychology of intergroup relations (p. 33-47). Monterey, Brooks/Cole.
  68. Takeuchi, R., Chen, Z., & Chen, H. (2012). Applying uncertainty management theory to employee voice behavior: An integrative investigation. Personnel Psychology, 65(2), 283-323. https://doi.org/10.1111/j.1744-6570.2012.01247.x
  69. Tokgöz, E., & Seymen, O. A. (2013). Örgütsel güven, örgütsel özdeşleşme ve örgütsel vatandaşlık davranışı arasındaki ilişki: Bir devlet hastanesinde araştırma. Öneri Dergisi, 10(39), 61-76. https://doi.org/10.14783/od.v10i39.1012000308
  70. Turner, J. C. (1982). Towards a cognitive redefinition of the social group. In H. Tajfel (Ed.), Social identity and inter-group relations (pp. 15-40). Cambridge University Press.
  71. Turunç, Ö. (2011). Örgütsel adaletin çalışanların örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: Örgütsel özdeşleşmenin aracılık rolü. ISGUC: The Journal of Industrial Relations and Human Resources, 13(1), 143-166. https://doi.org/10.4026/1303-2860.2010.169.x
  72. Turunç, Ö., & Çelik, M. (2010). Algılanan örgütsel desteğin çalışanların iş-aile, aile-iș çatışması, örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: Savunma sektöründe bir araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14(1), 209-232.
  73. Turunç, Ö., & Çelik, M. (2010). Çalışanların algıladıkları örgütsel destek ve iş stresinin örgütsel özdeşleşme ve iş performansına etkisi. Yönetim ve Ekonomi Dergisi, 17(2), 183-206.
  74. Tyler, T. R. (1999). Why people cooperate with organizations: An identity-based perspective. In R. I. Sutton and B. M. Staw (Ed.), Research in Organizational Behavior (p. 201–247). Greenwich, JAI Press.
  75. Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., Hauptmeier, M., Hield, H., Moltzen, K., & Tissington, P. A. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15(4), 351–360. https://doi.org/10.1111/j.1467-8551.2004.00424.x
  76. Van Dick, R., Grojean, M. W., Christ, O., & Wieseke, J. (2006). Identity and the extra mile: Relationships between organizational identification and organizational citizenship behaviour. British Journal of Management, 17(4), 283–301. https://doi.org/10.1111/j.1467-8551.2006.00520.x
  77. Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied Psychology, 49(3), 357–371. https://doi.org/10.1111/1464-0597.00020
  78. Vondey, M. (2010). The relationships among servant leadership, organizational citizenship behavior, person-organization fit, and organizational identification. International Journal of Leadership Studies, 6(1), 3-27.
  79. Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K., & Christensen, A. L. (2011). Linking ethical leadership to employee performance: The roles of leader-member exchange, self-efficacy, and organizational identification. Organizational Behavior and Human Decision Processes, 115(2), 204-213. https://doi.org/10.1016/j.obhdp.2010.11.002
  80. Weisman, H., Wu, C. H., Yoshikawa, K., & Lee, H. J. (2023). Antecedents of organizational identification: A review and agenda for future research. Journal of Management, 49(6), 2030-2061. https://doi.org/10.1177/01492063221140049
  81. Wilkinson, A., & Fay, C. (2011). New times for employee voice. Human Resource Management, 50(1), 65-74. https://doi.org/10.1002/hrm.20411
  82. Yalçın, R. C., & Fayganoğlu, P. (2022). Çalışan sesliliği liderden duyulan tatmin ve mesleki özdeşleşmeden etkilenir mi? Hizmet sektörü çalışanları örneği. Business and Economics Research Journal, 13(2), 329–348. https://dx.doi.org/10.20409/berj.2022.376
  83. Yuan, L., Zhang, L., & Tu, Y. (2018). When a leader is seen as too humble: A curvilinear mediation model linking leader humility to employee creative process engagement. Leadership & Organization Development Journal, 39(4), 468-481. https://doi.org/10.1108/LODJ-03-2017-0056
  84. Zheng, G., Zhou, Y., & Song, L. J. (2023). Linking leader humility with follower performance: A perspective of multi-foci relational identification. Current Psychology, 42(21), 18080-18098. https://doi.org/10.1007/s12144-022-02966-7
  85. Zhu, Y., Zhang, S., & Shen, Y. (2019). Humble leadership and employee resilience: Exploring the mediating mechanism of work-related promotion focus and perceived insider identity. Frontiers in Psychology, 10, 1-9. https://doi.org/10.3389/fpsyg.2019.00673