Download or read book Authentic Leadership and Employee Outcomes written by Chi Tit Yeung and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Authentic leadership, its fundamental values, and its mediated effects on employee outcomes were studied. Past leadership studies have had different situational or environmental objectives, have concentrated mostly on the short or medium terms and have not focused on the core, fundamental values of leadership. Most of the existing leadership studies with different situational or environmental objectives have focused on the personality or behaviour of the leader and on the resulting psychological and financial outcomes, rather than on employee outcomes. Situations and environments have become increasingly complicated and their complexities cannot be explained by a single leadership style. As a result, concerns about the effectiveness of conventional leadership styles have been well noted. Both business practitioners and academic researchers are interested in finding a leadership style that works in different situations and environments, and has the potential to deliver the best, legitimate, ethical follower outcomes. Authentic leadership is the recent research focus. Harter (2002) described the fundamental concept of leader authenticity as to 'know thyself' and 'to thy own self be true'. Walumbwa, Avolio, Gardner et al. (2008, p. 94) further defined authentic leadership as 'a pattern of leader behaviour that draws upon and promotes both positive psychological capacities and a positive ethical climate, to foster greater self-awareness, an internalised moral perspective, balanced processing of information, and relational transparency on the part of leaders working with followers, fostering positive self-development'. In this study, the authenticity of a leader and the mediated effects of authentic leadership on employee outcomes were studied. Possible boundary conditions and limitations of the work were also considered. Demographic information was included with tenure-related control variables. The mediated effects of authentic leadership on employee outcomes through the psychological capital, social exchange, and uncertainty management mediation processes were examined. Drawing on the well-established theoretical background of psychological capital theory and social exchange theory, the psychological capital and social exchange mediating processes were empirically tested. The uncertainty management process was also empirically tested, by considering how employees prioritise decisions when facing uncertainties during interactions between leaders and followers. A research model was developed to study the effects of authentic leadership on the follower attitude outcome of job satisfaction and the behavioural outcomes of helping behaviour and employee voice behaviour. The direct and mediated effects of authentic leadership on employee outcomes were investigated. Questionnaires were prepared based on past studies and data were collected to empirically test the research model. The data were collected in dyads, giving 409 pairs of validated questionnaires from leaders and followers. The 409 followers worked with 103 direct supervisors or leaders in 50 organisations in Hong Kong. The study achieved its aims. Authentic leadership was found to play a significant role in followers' perceptions and to affect the followers' helping behaviour and job satisfaction. Post-hoc testing indicated that authentic leadership can be a leader's core value, regardless of the situation or environment that the leader is in. The results reinforced that authentic leadership plays an important role with a transformational objective. The psychological capital process of the self-efficacy of the leader played a full mediating role in employee voice behaviour, but not in the other two processes using trust and psychological safety as mediators. All three mediating processes had partial mediation effects on job satisfaction, possibly due to the high authenticity of the leaders in the sample. The social exchange process of trust in leaders fully mediated helping behaviour, but the other two processes using self-efficacy and psychological safety as mediators did not. Using psychological capital theory and social exchange helped to explain and understand the mediating mechanisms by which authentic leadership affects employee outcomes. The results reinforced the construct validity of authentic leadership theory. The study achieved all four of its objectives. The contributions of the study, its implications for future studies and business practitioners, and its limitations are discussed. Recommendations for future research are also included.

Download or read book Structural Equation Modeling with LISREL written by Leslie A. Hayduk and published by JHU Press. This book was released on 1987 with total page 430 pages. Available in PDF, EPUB and Kindle. Book excerpt: Hayduk is equally at ease explaining the simplest and most advanced applications of the program . . . Hayduk has written more than just a solid text for use in advanced graduate courses on statistical modeling. Those with a firm mathematical background who wish to learn about the approach, or those who know a little about the program and want to know more, will find this an excellent reference.

Download or read book Conscious authentic Leadership in the Workplace Its Impact on Employee Behavior and Specific Organizational Outcomes written by Robert E. Hofman (Jr) and published by . This book was released on 2007 with total page 178 pages. Available in PDF, EPUB and Kindle. Book excerpt: The specific organizational outcomes tested for this study are voluntary employee turnover and absenteeism. These outcomes are tested over the period 2003-2005, inclusive. Both quantitative and qualitative methodologies are used in this study. An Employee Questionnaire and a Leadership Questionnaire are used as data gathering instruments. Each CEO of Group I and Group II companies is interviewed and the responses are used for comparison purposes and to construct a proposed working model of conscious-authentic leadership components used by Group I CEOs. Group I CEOs purposefully implement and infuse these components throughout their respective organization. The result of this study indicates greater positive affects on employee organizational behavior and a higher measured record for specific organizational outcomes for Group I companies during this test period.

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 Authentic Leadership Theory and Practice written by William L. Gardner and published by JAI Press Incorporated. This book was released on 2005-09-15 with total page 472 pages. Available in PDF, EPUB and Kindle. Book excerpt: Offers insights on the development of authentic leadership. This volume considers the dynamics whereby such factors as humor, political skill, emotions, resiliency, and moral and spiritual leadership interact with authenticity to foster authentic leader-follower relationships at dyadic, group, and organizational levels.

Download or read book Leadership Development in Balance written by Bruce J. Avolio and published by Psychology Press. This book was released on 2005-01-15 with total page 248 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book, written by a leading scholar in leadership, takes readers through a very realistic look at what it takes to develop leadership competencies. Focusing on four major goals, this text: *provides the reader with a broader and deeper understanding of what constitutes authentic leadership development; *challenges a very basic notion that leaders are born versus made; *talks about the elements that comprise leadership development so readers are informed to ask the many providers of leadership development the right questions; and *develops full leadership potential. There are numerous case examples used throughout the book: high-tech executives, community leaders, correctional service supervisors, bank managers in Canada, and platoon commanders in Israel. Each example is used as a general basis for discussing how people develop their leadership potential, and as models of training and evaluation. Leadership Development in Balance: MADE/Born is intended for graduate or undergraduate students of leadership, project managers, supervisors, senior executives, school principles, health care officers, or legislators.

Download or read book Leadership Processes and Follower Self identity written by Robert G. Lord and published by Psychology Press. This book was released on 2003-09-12 with total page 263 pages. Available in PDF, EPUB and Kindle. Book excerpt: Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower's self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed. Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of the framework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.

Download or read book Psychological Capital and Beyond written by Fred Luthans and published by Oxford University Press, USA. This book was released on 2015 with total page 337 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although there are as many answers to the question of how organizations can gain competitive advantage in today's global economy as there are books and experts, one lesson seems very clear: traditional answers and resources are no longer sufficient. This seminal book offers not only an answer regarding how to gain competitive advantage through people, but also a brand new, untapped human resource--psychological capital, or simply PsyCap. Generated from both the positive-psychology movement and the authors' pioneering work on positive organizational behavior, PsyCap is a rigorous concept: to be included in PsyCap, a given positive construct must be based on theory, research, and valid measurement, must be open to development, and must have measurable performance impact. The positive constructs that have been determined to best meet these PsyCap criteria--efficacy (confidence), hope, optimism, and resiliency--are covered in separate chapters in Psychological Capital and Beyond. Following an exploration of other potential positive constructs such as creativity, wisdom, well-being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage, the authors summarize the research demonstrating the performance impact of PsyCap. They go on to provide the PsyCap Questionnaire (PCQ) as a measurement tool, and the PsyCap Intervention (PCI) as a development aid. Psychological Capital and Beyond provides theory, research, measurements, and methods of application for psychological capital, a resource that can be developed and sustained for competitive advantage. Each copy includes a complimentary PsyCap online self-assessment.

Download or read book Authentic Leadership and Followership written by Dorianne Cotter-Lockard and published by Springer. This book was released on 2017-12-11 with total page 345 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book shines a spotlight on two missing foci of authentic leadership research: international and follower perspectives. The concept of ‘authenticity’ has been in vogue since the times of Greek philosophy, but it wasn’t until the 1990s that leadership scholars seriously began to study the topic of authentic leadership. This new collection brings together empirical research and theoretical contributions to provide insights into the follower perspectives of authentic leadership around the world. Covering topics such as leader self-awareness, gender, psychological capital, embodied leadership and followership, and unethical conduct, the book features a Foreword written by William L. Gardner, one of the original scholars on authentic leadership.

Download or read book Leadership Now written by Israel Katz and published by Emerald Group Publishing. This book was released on 2018-10-05 with total page 347 pages. Available in PDF, EPUB and Kindle. Book excerpt: Leadership Now: Reflections on the Legacy of Boas Shamir incorporates some of Boas Shamir’s most classic and significant works, and includes contributions from a group that represent the most influential leaders in the field, up and coming scholars, as well as students of Boas Shamir.

Download or read book The Business of Employee Empowerment written by Thomas Potterfield and published by Praeger. This book was released on 1999-03-30 with total page 192 pages. Available in PDF, EPUB and Kindle. Book excerpt: Potterfield calls for actions that cut through the ideological barriers to empowerment at the corporate level and also for ways to alter the prevailing power structure, to enhance the relative strength of employees in various types of organizations. His book provides a synthesis of major empowerment theories and viewpoints, a discussion of its historical and intellectual roots, an inquiry into empowerment practices at a Fortune 100 company, and a discussion of both the emancipatory potential and ideological constraints in empowerment theories and practices. With specific recommendations for corporate and societal action, Dr. Potterfield's book is an invaluable resource for professionals, teachers, and students in management, organizational studies, human resources, and organizational change.

Download or read book Positive Organizational Scholarship written by Kim Cameron and published by Berrett-Koehler Publishers. This book was released on 2003-08-09 with total page 480 pages. Available in PDF, EPUB and Kindle. Book excerpt: Scholarship establishes a new field of study in the organizational sciences. Just as positive psychology focuses on exploring optimal individual psychological states rather than pathological ones, Positive Organizational Scholarship focuses attention on optimal organizational states --- the dynamics in organizations that lead to the development of human strength, foster resiliency in employees, make healing, restoration, and reconciliation possible, and cultivate extraordinary individual and organizational performance. While the concept of positive organizational scholarship encompasses the examination of typical and even dysfunctional patterns of behavior, it emphasizes positive deviance from expected patterns. Positive Organizational Scholarship examines the enablers, motivations, and effects associated with remarkably positive phenomena --- how they are facilitated, why they work, how they can be identified, and how researchers and managers can capitalize on them. The contributors do not adopt one particular theory or framework but draw from the full spectrum of organizational theories to understand, explain, and predict the occurrence, causes, and consequences of positivity. Positive Organizational Scholarship rigorously seeks to understand what represents the best of the human condition based on scholarly research and theory. This book invites organizational scholars to build upon and extend the positive organizational phenomena being examined. It provides the definitional, theoretical, and empirical foundations for what will become a cumulative body of enduring work.

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 Positive Leadership written by Kim S. Cameron and published by Berrett-Koehler Publishers. This book was released on 2012-08-06 with total page 178 pages. Available in PDF, EPUB and Kindle. Book excerpt: This is a guide to positive climate, positive relationships, positive communication, and positive meaning and how to apply each of them in work.

Download or read book The Oxford Handbook of Leadership and Organizations written by David Day and published by Oxford University Press. This book was released on 2014-05-20 with total page 913 pages. Available in PDF, EPUB and Kindle. Book excerpt: As the leadership field continues to evolve, there are many reasons to be optimistic about the various theoretical and empirical contributions in better understanding leadership from a scholarly and scientific perspective. The Oxford Handbook of Leadership and Organizations brings together a collection of comprehensive, state-of-the-science reviews and perspectives on the most pressing historical and contemporary leadership issues - with a particular focus on theory and research - and looks to the future of the field. It provides a broad picture of the leadership field as well as detailed reviews and perspectives within the respective areas. Each chapter, authored by leading international authorities in the various leadership sub-disciplines, explores the history and background of leadership in organizations, examines important research issues in leadership from both quantitative and qualitative perspectives, and forges new directions in leadership research, practice, and education.

Download or read book Psychological Capital s Influence on Leadership and Employee Outcomes written by Eric Brady Nestingen and published by . This book was released on 2017 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: In recent years Positive Organizational Behavior has provided researchers a new lens through which to evaluate the effectiveness of individual characteristics in the workplace. Two constructs that have emerged from this literature are psychological capital (PsyCap) and authentic leadership (AL), with both demonstrating positive meta-analytic associations with beneficial organizational outcomes. What remains unknown however, is whether these two constructs act synergistically with one another exhibiting additive beneficial effects, or whether balancing individuals who are high in one capacity with those low in another promotes stronger positive relationships with employee engagement and leader-member exchange (LMX). The current research tests the hypothesis that self reported PsyCap moderates the relationship of follower reported AL on self reported employee engagement and LMX. The findings of this research demonstrated that both PsyCap and AL positively predict higher levels of employee engagement and LMX, however PsyCap did not significantly moderate this relationship.

Download or read book Understanding the High Performance Workplace written by Neal M. Ashkanasy and published by Routledge. This book was released on 2016-06-10 with total page 337 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book asks the crucial question: When does high performance supervision become abusive supervision? As more organizations push to adopt high performance work practices (HPWP), the onus increasingly falls on supervisors to do whatever it takes to maximize the productivity of their work teams. In this rigorous, research-based volume, international contributors offer insight into how and when seemingly-beneficial workplace practices cross the line from motivation to abuse. By reviewing critical issues in both high performance work practices and abusive supervision, it illuminates the crossover between these two modes of work, and forges a path for future scholarship.