ORIGINAL RESEARCH article
Front. Psychol.
Sec. Organizational Psychology
Volume 16 - 2025 | doi: 10.3389/fpsyg.2025.1615936
The End of Leadership? Person-Group Fit as a Moderator in the Relationship between Charismatic Leadership and Individual Outcomes
Provisionally accepted
- 1College of Business and Economics, Jeonbuk National University, Jeonju, Republic of Korea
- 2RMIT University, Melbourne, Victoria, Australia
- 3Department of Sociology, College of Social Sciences, Seoul National University, Seoul, Republic of Korea
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This study examines charismatic leadership (CL) and its boundary conditions, focusing on their impact on task performance and providing new insights into a phenomenon that has been largely neglected in leadership literature. It examines how person-group (PG) fit moderates the relationship between CL and task performance through followers' organizational citizenship behavior (OCB). Data was collected using survey methodology from two different sources (136 employees and their supervisors) at two points in time in a public-sector firm in Korea. Hypotheses were tested using hierarchical linear modeling. Results showed that CL did not affect task performance via OCB when the employees had a high PG value fit. In contrast, employees' task performance via OCB was positively related to CL when the employees had a high PG demands-abilities (DA) fit. Departing from the dominant conception of leadership and person-environment (PE) fit, we identify the mediating processes between CL and task performance. Thus, we can advance our understanding of CL's effects on task performance by observing the mediating role of OCB. This study also explores the boundary conditions (PG value and DA fit) in the relationship between CL and task performance through OCB. By examining the two-way interaction between CL and PG fit, this study provides a comprehensive analysis of CL and its boundary conditions that influence task performance.Keywords Charismatic leadership, person-group fit, value fit, DA fit, organizational citizenship behavior, task performance Article Highlights l CL does not affect task performance via OCB when employees have a high value fit. l CL affects task performance via OCB when employees have a high DA fit. l Mediating processes exist between CL and task performance. l CL and its boundary conditions lead to task performance.
Keywords: charismatic leadership, Person-group fit, Organizational citizen behavior (OCB), task performance, value fit, DA fit
Received: 23 Apr 2025; Accepted: 20 Jun 2025.
Copyright: © 2025 Seong, Yang and Hong. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Jee Young Seong, College of Business and Economics, Jeonbuk National University, Jeonju, Republic of Korea
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