Self-Sacrifice : The Impact of Leader Self-Sacrifice on Teams’ Effective Work and Leaders’ Work Engagement, and Their Well Being: The Mediatory Role of Team Effective Commitment, and Leader Depletion, Complemented by Leader’s Competence

Self-sacrificing behavior is regarded as an element common to various effective leadership styles. The leader self-sacrifice literature has largely drawn on the norm of reciprocity to examine the positive impacts of leader self-sacrifice on employee attitudes and behaviors, but little attention has been paid to the potential negative impacts of leader self-sacrifice on leaders’ work outcomes. Grounded in social exchange theory and ego-depletion theory, our research focuses on why leader self-sacrifice brings about both beneficial and detrimental effects and considers how leader competence shapes these effects. For this, we proposed a theoretical framework implying that Leader Self-Sacrifice, increase the team's Effective Commitment To the leader, and decreases Leader Depletion. This would in turn increase the team's Effective Work and Leader Work Engagement. These two would result in the Leader's well Being. We also proposed that Leader Competence positively moderates the effect of leaders’ self-sacrifice on their outcome in a way a more competent leader would have a more pronounced effect of sacrifice on its outcome. A sample of 350 respondents was collected through a questionnaire on a Likert scale from 1 strongly disagree to 5 strongly agree. The data was initially analyzed on SPSS for respondents and Descriptive analysis, rest validity, reliability, and Path coefficient was analyzed on Smart PLS. The results suggested that Leader Self-Sacrifice (LSS) seems to have a significant and positive effect on both Team Effective Commitment To leader (TECL) and Leader Depletion (LD). TECL and LD in turn seem to positively affect team Effective Work (TWE.), and Leader Work Engagement (LWE). LWE and TWE would end up in increased Leader Own well Being (LOWB). LSS also seems to have a direct and positive effect on LOWB. The moderation analysis showed that Leader Competence (LC) seems to augment the effect of LSS on LD. This paper will help HR managers to decide while generating policies about team building and leadership development. Furthermore, this study is not focused on any particular industry; future research can be conducted on industries like banking, insurance sector, and hospitality sector as well