ABSTRACT While literature on leader humility has been increasing rapidly, there is a lack of consensus about how it relates to key outcomes. In this study, we use both bivariate meta-analysis and meta-analytic structural equation modeling (MASEM) to synthesize the results for 188 independent correlation effect sizes from 113 studies (N = 56,691). The analyses reveal that leader humility is beneficial by increasing positive outcomes for employees (e.g., psychological states and performance). In addition, we propose and test a mediation model by positioning leader–member exchange and work engagement as mediators. By using meta-data from the current and previous research, we find support for our theoretical model. Overall, our analyses reveal that leader humility results in positive attitudinal and behavioral outcomes for subordinates, and these effects are most likely to happen through two key mechanisms: leader–member exchange and work engagement.
