Download or read book An Investigation Into the Effects of Perceived Leader s Emotional Intelligence and Leader member Exchange on Employee Job Satisfaction In role Performance Individual Initiative Behaviour and Work engagement written by Josef Nero and published by . This book was released on 2008 with total page 124 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Work Engagement written by Arnold B. Bakker and published by Psychology Press. This book was released on 2010-04-05 with total page 218 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.

Download or read book Emotional Intelligence Leader member Exchange and Behavioral Engagement Considering Mediation and Reciprocity Effects written by Dana L. Joseph and published by . This book was released on 2011 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Leader-member exchange (LMX) is a dyadic concept that describes the content and quality of a relationship between leader and follower. In order to better understand LMX as a dyadic construct, I investigate both leader and follower contributions to the leader-member exchange relationship. The current study proposes to make four contributions to LMX research: (a) evaluating ability-based emotional intelligence (EI) as a common antecedent of follower LMX, job satisfaction, and behavioral engagement (i.e., a composite of job performance, citizenship, and withdrawal), (b) proposing LMX as a relational construct that mediates the effects of EI on job satisfaction and behavior at work, (c) evaluating the role of LMX reciprocity (i.e., the extent to which leader contributions to the LMX relationship are matched by follower LMX contributions and vice versa) in predicting follower job satisfaction and behavioral engagement, and (d) providing initial evidence for the interrelationships among both leader and follower EI, LMX perceptions, job satisfaction and behavioral engagement, within the framework of Kenny, Kashy, and Cook0́9s (2006) Actor-Partner Interdependence Model (APIM). Results from two studies suggest: (a) follower ability-based EI is a robust predictor of self-reported job satisfaction and behavioral engagement (even after controlling for cognitive ability and Big Five personality traits), (b) LMX is not an important mediator of EI effects, although it strongly and independently predicts both job satisfaction and behavioral engagement, (c) LMX reciprocity effects are inconsistent, and (d) pilot data on the APIM imply strong actor effects of LMX on behavioral engagement but more modest partner effects of LMX provisions on one0́9s partner0́9s satisfaction and behavior. Implications for incorporating both EI and LMX as independent antecedents of job satisfaction, job performance, organizational citizenship behavior, and withdrawal are discussed.

Download or read book Emotions and Leadership written by Neal M. Ashkanasy and published by Emerald Group Publishing. This book was released on 2019-08-26 with total page 288 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume of Research on Emotion in Organizations contributes to the ongoing research on emotions within organizational leadership through a three-level analysis focusing on: leadership and individual team members; leadership and its effects on the team construct; and, leadership in the overall context of organizations and culture.

Download or read book A Study of Emotional Intelligence Leader Member Dyads and Employee Outcomes in the British National Health Service written by Hannah Hesselgreaves and published by . This book was released on 2007 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study aimed to develop a model that explained the relationships between emotional intelligence (as a model of individual differences), the quality of hierarchical relationships (utilising leader-member exchange theory), and a selection of employee outcomes, of which stress was of particular interest. This model was tested using a sample of hospital staff within one national health board in Scotland. A cross sectional survey design was chosen. The sample consisted of 122 dyads from five hospitals. Each study variable was measured using previously validated measures. The key independent variables were emotional intelligence, measured using the ECI-2 (Boyatzis, Goleman, & Rhee, 1999) and leader-member exchange, using the LMX-7 (Graen & Uhl-Bien, 1995). Both were rated by supervisors and employees. The main dependent variables were stress, performance, organisational commitment, and job satisfaction. LMX was also tested for its hypothesised mediating effects on the relationship between emotional intelligence and stress, as was social support. Perceived organisational support, relationship tenure, and liking were control variables, to isolate the effects the key independent variables. Dyadic responses were matched and paired to analyse unique leader-member exchanges. Data were analysed using stepwise regresson analysis, and for the tests of mediation, 6 hierarchical regression analysis was employed. There were several main findings. Emotional intelligence (EI) was found to positively relate to the quality of leader-member exchange, suggesting that emotional intelligence may inform the development and management of hierarchical relationships. Emotional intelligence did not have a direct relationship with stress. EI also predicted performance, but not job satisfaction or organisational commitment. Percieved organisational support explained more variance in these outcomes that emotional intelligence of leader-member exchange quality. Leader-member exchange did influence the way in which stress was experienced, particularly the frequency with which employees felt job pressure. This relationship was non-linear. However, stress severity had a negative linear relationship with LMX, describing that LMX was related to lower stress intensity. LMX was positively related to performance. Finally, a hypothesised interaction between EI and LMX was not supported, suggesting that individual differences did not moderate the extent to which LMX impacted stress outcomes. It is considered that an interaction effect was not found because of the limited range in ratings of emotional intelligence and leader-member exchange. This study responds to an identified gap in the organisational behaviour literature, contributing to the exploration of how leader-member relationships are influenced by notions of individual differences such as emotional intelligence, and how outcomes at individual and organisational levels can be affected, particularly in large public sector organisations.

Download or read book Training performance and dynamic capabilities New insights from absorptive innovative adaptative and learning capacities written by Juan Moreno-Garcia and published by Frontiers Media SA. This book was released on 2023-07-04 with total page 190 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Multiple Intelligences and Leadership written by Ronald E. Riggio and published by Psychology Press. This book was released on 2001-07 with total page 281 pages. Available in PDF, EPUB and Kindle. Book excerpt: Is a high IQ a prerequisite for a leader? This volume brings together well-known researchers in the field of intelligence who are investigating the multiple domains or facets of intelligence.

Download or read book Motivationally Intelligent Leadership Emerging Research and Opportunities written by Brown Sr., Michael A. and published by IGI Global. This book was released on 2017-08-10 with total page 159 pages. Available in PDF, EPUB and Kindle. Book excerpt: Emotional intelligence serves as a valuable tool and knowledge base in the workplace. By creating empathic and trusting relationships, business environments can be not only more productive, but also positive and engaging. Motivationally Intelligent Leadership: Emerging Research and Opportunities is a valuable reference source that examines the necessary leadership traits to create positive partnerships and work ethic in business environments. Highlighting pertinent topics such as engaged interaction, team communication, and work motivation, this book is ideally designed for managers, professionals, researchers, students, and practitioners interested in the role of emotional intelligence in business leadership.

Download or read book Emotional Intelligence and Social Intelligence in Terms of Leadership Behavior and Personal Effectiveness Among 2 Level Students written by Dr. Amarnath Reddy and published by Ashok Yakkaldevi. This book was released on 2021-11-30 with total page 299 pages. Available in PDF, EPUB and Kindle. Book excerpt: Effective leadership is essential for an organization‘s success; hence, the ability to identify and define effective leadership is crucial. Technical expertise, superior performance, and established experience are no longer only criterion of effective leadership. Today effective leaders are defined by inspiring and motivating others, promoting a positive work environment, understanding and managing emotions, building bonds, communications, and influence, and so forth. Emotional Intelligence (EI) has an emerging track record of being linked to leadership performance. Emotional intelligence connects a leader‘s cognitive abilities with their emotional state. The ability for leaders to recognize the impact of their own emotions on their decision making is paramount if a leader is to make sound decisions based on the best interests of the organization. A leader must be able to read emotions in his/her peers and employees in order to be as effective as possible. Stodgily originated this notion with linkages of leader personality and control over emotions to employee perception of leader effectiveness. Due to the complexity of organizational change and the role emotions play in changes such as global expansion, job eliminations, leadership changes, as well as stressors of day to day responsibilities, the EI of managers and how they manage their associates is an element that leadership needs to consider while moving their organizations forward. Organizations everywhere need now to realize the benefits of primal leadership by cultivating leaders who generate the emotional resonance that lets people flourish.

Download or read book Emotional Intelligence and Business Success written by Kerry S. Webb and published by . This book was released on 2011 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Business leaders impact their subordinate performance and attitudes through their leader behaviors and attitudes. This study discusses the potential impact of leader behaviors via emotional intelligence attributes on employee satisfaction and commitment to their leader and to the organization. The findings suggest strategies for enhancing leader behaviors to maximize positive individual-level and organization-level outcomes. Methodology: This study presents a brief review of emotional intelligence and summarizes the current research on organizational leadership regarding how leader behaviors impact employee and organizational outcomes, especially employee satisfaction and commitment, two variables of interest in this study. Study data was collected via survey methodology, utilizing workers with full-time work positions across multiple industries. Implications: This article contributes to the field of management by determining the impact and effect of leader behavior on employee satisfaction and commitment. Vast research to date has shown the overwhelming importance of high satisfaction and commitment among employees - both with their job and organization - toward improved performance, increased motivation, and reduced absenteeism and turnover, as examples. The results of the study are have implications for leader selection, training, and evaluation, employee retention, and succession strategies.

Download or read book Linking Emotional Intelligence and Performance at Work written by Vanessa Urch Druskat and published by Psychology Press. This book was released on 2013-04-15 with total page 357 pages. Available in PDF, EPUB and Kindle. Book excerpt: In this edited volume, leading edge researchers discuss the link between Emotional Intelligence (EI) and workplace performance. Contributors from many areas such as social science, management (including organizational practitioners), and psychologists have come together to develop a better understanding of how EI can influence work performance, and whether research supports it. A unique feature of this book is that it integrates the work of social scientists and organizational practitioners. Their mutual interests in EI provide a unique opportunity for basic and applied research and practices to learn from one another in order to continually refine and advance knowledge on EI. The primary audience for this book is researchers, teachers, and students of psychology, management, and organizational behavior. Due to its clear practical applications to the workplace, it will also be of interest to organizational consultants and human resource practitioners.

Download or read book Multi Level Issues in Organizational Behavior and Strategy written by Fred Dansereau and published by Elsevier. This book was released on 2003-08-08 with total page 412 pages. Available in PDF, EPUB and Kindle. Book excerpt: Part of a series that aims to present timely, scholarly work on multiple levels of analysis, multi-level theory, research, and methods. The focus is on critical essays, theoretical work, empirical studies, methodological developments, analytical techniques, and philosophical treatments.

Download or read book The Influence of Perceived Constructive and Destructive Leadership on Employee Well being and Ill being the Mediating Role of Self conscious Emotions written by Ashley O'Donoghue and published by . This book was released on 2016 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study investigates the influence of experienced leadership (i.e. transformational, abusive) on positive and negative follower well-being (i.e. job satisfaction, engagement, workaholism, burnout) and the mediating role of follower affect and the self-conscious emotions shame, guilt, and pride. Data used in this study was collected from two diverse studies, with Study 1 having obtained data from a Japanese multi-national firm (n=183), and Study 2 including data from an Irish local government emergency response organisation (n=237). The findings from my analysis showed that, as predicted, follower perceptions of transformational leadership positively and significantly predicted follower well-being outcomes of job satisfaction and engagement, and negatively predicted the follower ill-being outcome of burnout in both studies. The predicted negative relationship between perceived abusive supervision and follower job satisfaction and engagement was supported in Study 2, while the positive influence of abusive supervision on follower ill-being outcomes of workaholism and burnout was supported in both studies. Follower perceptions of a constructive or destructive leadership style had broadly the same relationship with follower positive and negative emotions in both studies. The research further confirmed follower emotions of pride and positive and negative affect (PANA) as emotional pathways through which constructive and destructive leaders influence follower well-being (i.e. engagement) and ill-being (i.e. workaholism-working compulsively and burnout) in Study 1. The research findings make three distinct contributions to the leadership and well-being literatures. Firstly, the research confirms the role of diverse leadership styles in influencing follower well-being and ill-being outcomes, thereby addressing calls to help understand 'when, how, and what kinds of leadership behaviours influence engagement' and well-being outcomes (Bakker, Albrecht & Leiter, 2011, p.14; Wu & Hu, 2009). Secondly, the research responds to calls for future leadership research to broaden the measurement criteria to enable us to understand how leaders and leadership are related to emotional constructs (Dasborough, Ashkanasy, Tee, & Herman, 2009; Hiller, DeChurch, Murase, & Doty, 2011) and to calls to identify the pathways through which leadership influences follower well-being and ill-being (Hansbrough, Lord, & Schyns, 2015; Skakon et al., 2010). Thirdly, the findings in both studies identify when leaders influence follower well-being and ill-being through the pathways of follower emotions. The research findings establish the important role of the leader in follower well-being (job satisfaction, engagement) and ill-being (workaholism, burnout), and identify the leader as positively or negatively influencing follower positive and negative emotions across both studies. The hypothesised mediating effects of follower emotions between perceived leadership style and well-being and ill-being outcomes was found only in Study 1. This highlights the need for future research to consider the role of the work environment when measuring the antecedents of well-being and ill-being at work. Overall, the research findings identify the important role of the leader in influencing follower emotions and well-being and ill-being at work and establish the abusive leader as a job demand placing emotional demands on the follower, and the transformational leader as a job resource, uplifting and supporting the follower with implications for theory and practice. Keywords: abusive supervision, transformational leadership, affect, shame, guilt, pride, employee well-being, job satisfaction, engagement, workaholism, burnout.

Download or read book Cooperation in Groups written by Tom Tyler and published by Psychology Press. This book was released on 2013-05-13 with total page 235 pages. Available in PDF, EPUB and Kindle. Book excerpt: This important new book explores the psychological motives that shape the extent and nature of people's cooperative behavior in the groups, organizations and societies to which they belong. Individuals may choose to expend a great deal of effort on promoting the goals and functioning of the group, they may take a passive role, or they may engage in behaviors targeted towards harming the group and its goals. Such decisions have important implications for the group's functioning and viability, and the goal of this book is to understand the factors that influence these choices.

Download or read book The Effect of Empowering Leadership on Work Engagement in an Organizational Change Environment An Investigation of the Mediating Roles of Self Efficacy and Self Esteem written by Ava Tress and published by Anchor Academic Publishing. This book was released on 2017-05-02 with total page 36 pages. Available in PDF, EPUB and Kindle. Book excerpt: As modern organizations seek for changes to enhance their competitive positions and their survivability in global markets, the successful implementation of organizational change has become an important management task. But still, many companies are unable to succeed in change processes. Failures show that there is considerable room for researchers to provide insights into opportunities for improving the success of organizational change events. Given the fact that individuals are the most important units in organizational change, a successful implementation requires employees’ acceptance and support. Hence, employees ́ positive attitudes and their Work Engagement are considered to be fundamental requirements. Nevertheless, there is limited understanding of the multitudinous factors associated with employees ́ decision to support organizational change. Basically, organizational change is stressful as it requires the readiness to embrace change and the readjustment of employees’ routine tasks. In this regard, leadership is considered to be one of the most important variables affecting the attitudinal dimension of organizational processes. In respect of the types of leadership behavior and their exchange relationship with followers, several reviews and meta-analyses have shown that Empowering Leadership can result in individual, group and unit performance beyond expectations. Empowering Leadership implies sharing power to foster employees’ motivation and engagement in their work. Empowering Leadership emerges when supervisors foster trust-based relationships with followers, show interest in their personal problems, facilitate participative decision-making and coach them to be more self-reliant. These specifications show that this leadership style is highly relevant to Employee Work Engagement. However, relatively few studies have tested how and why Empowering Leadership relates to Follower Work Engagement in organizational change environments.

Download or read book The Impact of Leaders Emotional Intelligence on Employee Satisfaction and Commitment written by Ronald Harb and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: To accomplish the thesis, we studied the leadership, emotional intelligence, employee satisfaction, and commitment, in addition to the relationship between them. Leadership is the capacity to lead, and to draw the way for the whole business, it is concerned with the information related with the leader's roles in managing, organizing the works, strengthening the relationships inside the business, and with all external players. Emotional intelligence is the capacity to moderate and control the emotions, and the well behaviors under tough situations in work as well as in life. This is the management of personal behaviors in different ways enabling the best reactions and dealings with the colleagues, the work peers, and the competitors. By using a quantitative methodology, there is a chance for me to benefit from the big number of answers and data to be analyzed in a complete and detailed manner enabling me to extract many results on the topic to be able to maintain complete understanding and results. In this thesis, we found a positive relation between the leadership, the emotional intelligence, and the satisfaction and commitment of employees, which will prove the known knowledge.

Download or read book The role of individual level ambidexterity Emotional intelligence and job engagement written by Solomon Sekyi and published by GRIN Verlag. This book was released on 2023-02-06 with total page 82 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research Paper (postgraduate) from the year 2023 in the subject Leadership and Human Resources - Employee Motivation, grade: 3, , language: English, abstract: This study aimed to examine emotional intelligence and employees’ work engagement: the mediating role of individual level ambidexterity. Employees’ sense of engagement to their jobs has in recent times become very crucial to both academics and practitioners. The significance of human beings in an organization is embedded in the knowledge, skills and abilities possessed by employees. Although ones’ intellectual ability may predict their successful contribution to organizations in which they find themselves, a very important aspect which is mostly overlooked by employer is individual awareness of their emotions and how they can tactfully handle emotion-related matters. The researcher adopted a descriptive cross-sectional survey using structured questionnaires to collect data from the study respondents. The data was collected from a total of 351 respondents from the Local Government Service and these respondents were sampled using the convenient sampling procedure. Linear regression analysis was used to analyze the impact of the independent variable on the dependent variable. Hayes mediation analysis with confidence intervals was used to test the mediation of individual ambidexterity.