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Can the soul survive automation? Leadership identity and robotic task replacement in hospitality.

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Title: Can the soul survive automation? Leadership identity and robotic task replacement in hospitality.
Authors: Jin, Dan
Source: Journal of Services Marketing; 2025, Vol. 39 Issue 9, p1224-1239, 16p
Abstract: Purpose: This article applies the Tin Woodman paradox to examine how leadership styles influence organizational identity and management efficacy during robotic task transitions in the hospitality industry. The purpose of this paper is to analyze whether gradual or sudden replacement disrupts organizational identity − provides a novel framework for understanding robotic change in service contexts. Design/methodology/approach: Three between-subject experimental studies were conducted with US-based hospitality professionals recruited through online research panels. Study 1 manipulated the speed of robotic task replacement (sudden versus gradual). Study 2 varied the attribution of change (internal, external, relational). Study 3 tested a three-way interaction involving leadership triads (dark, bright, light), task replacement speed and change attribution. Malevolent creativity was examined as a mediating mechanism across conditions. Findings: Bright and light triad leaders demonstrated significantly higher efficacy under both gradual transitions and internal or relational attributions. In contrast, dark triad leaders were associated with reduced adaptability and increased reliance on malevolent creativity, particularly in sudden change scenarios. Malevolent creativity mediated the relationship between leadership traits and efficacy, amplifying risk in low-consensus attribution contexts. Originality/value: To the best of the authors' knowledge, this research is among the first to integrate the Tin Woodman paradox into leadership and technology literature, offering a symbolic lens on identity continuity during robotic transformation. This study extends contingency and attribution theories by empirically demonstrating how leadership style, attribution framing and change pacing interact to shape efficacy. It also contributes practical guidance for managing robotic transitions in emotionally and relationally intensive service environments. [ABSTRACT FROM AUTHOR]
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Database: Complementary Index
Description
Abstract:Purpose: This article applies the Tin Woodman paradox to examine how leadership styles influence organizational identity and management efficacy during robotic task transitions in the hospitality industry. The purpose of this paper is to analyze whether gradual or sudden replacement disrupts organizational identity − provides a novel framework for understanding robotic change in service contexts. Design/methodology/approach: Three between-subject experimental studies were conducted with US-based hospitality professionals recruited through online research panels. Study 1 manipulated the speed of robotic task replacement (sudden versus gradual). Study 2 varied the attribution of change (internal, external, relational). Study 3 tested a three-way interaction involving leadership triads (dark, bright, light), task replacement speed and change attribution. Malevolent creativity was examined as a mediating mechanism across conditions. Findings: Bright and light triad leaders demonstrated significantly higher efficacy under both gradual transitions and internal or relational attributions. In contrast, dark triad leaders were associated with reduced adaptability and increased reliance on malevolent creativity, particularly in sudden change scenarios. Malevolent creativity mediated the relationship between leadership traits and efficacy, amplifying risk in low-consensus attribution contexts. Originality/value: To the best of the authors' knowledge, this research is among the first to integrate the Tin Woodman paradox into leadership and technology literature, offering a symbolic lens on identity continuity during robotic transformation. This study extends contingency and attribution theories by empirically demonstrating how leadership style, attribution framing and change pacing interact to shape efficacy. It also contributes practical guidance for managing robotic transitions in emotionally and relationally intensive service environments. [ABSTRACT FROM AUTHOR]
ISSN:08876045
DOI:10.1108/JSM-05-2025-0309