Distributed Leadership, Career Progression and Social Mobility in China’s Underdeveloped Regions

G. B. Yestekova, Aisulu Moldabekova

Qainar Journal of Social Science, 2026

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DOI 10.58732/2958-7212-2026-2-106-122
Data confidence 85 high
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Abstract

Despite the growing interest in the problems of leadership, career development and social mobility of knowledge workers, the mechanisms of the influence of distributed (collective) leadership on professional advancement in underdeveloped regions remain insufficiently studied. The aim of the study is to assess the impact of distributed leadership on the career development and social mobility of knowledge workers in underdeveloped regions of China, as well as to determine the mediating role of self-efficacy and a collaborative climate. The study used quantitative analysis methods and partial least squares structural equation modeling (PLS-SEM) using SmartPLS 4.0 software. The empirical basis was the data from a questionnaire survey of 150 knowledge workers employed in the fields of management, education, technology and healthcare in the provinces of Guangxi and Guizhou (China). According to the results of the study, distributed leadership is a significant factor in the career development and social mobility of knowledge workers in underdeveloped regions of China. It has been revealed that distributed leadership has a direct positive impact on the career development of knowledge workers (β = 0.326; p < 0.001), as well as an indirect impact through the mechanisms of self-efficacy and collaborative climate. The high value of the coefficient of determination (R2 = 0.593) indicates the significant explanatory power of the proposed model and confirms the importance of leadership and organizational factors for professional development in conditions of resource constraints. The results obtained emphasize the need to implement distributed leadership practices, support professional independence of employees, and foster a culture of collaboration.