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Two combined studies of 64 leaders and 224 employees across various industries in China examined how paradoxical leadership behavior (PLB) affects employee adaptive performance. Both studies revealed that (1) PLB is positively associated with employee adaptive performance; (2) employee paradox mindset and role stress partly mediated the relationship between PLB and employee adaptive performance, and (3) the indirect effects of PLB on employee adaptive performance through employee paradox mindset and role stress are moderated by employee gender-role identity (GRI).
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