Download or read book Managers and Subordinates Perceptions of Authentic Leadership Subordinate Outcomes Mediating Mechanisms written by Evelina Rog and published by . This book was released on 2011 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

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 The Roles of Authentic Leadership and Future Orientation in Promoting Employees Feedback seeking Behavior written by Qing Qian and published by . This book was released on 2012 with total page 384 pages. Available in PDF, EPUB and Kindle. Book excerpt: This research examines the authentic leadership of supervisors and future time orientation of employees as antecedents of employee feedback-seeking behavior. I also proposed two different mediating mechanisms to explain why authentic leadership and future time orientation could lead to employee feedback seeking, while boundary conditions were also examined. This research comprises two studies. Despite an increasing number of studies showing a positive relationship between characteristics of feedback source and feedback-seeking behavior, little is known about the influence that leaders exert on promoting follower feedback-seeking behavior when they serve as feedback sources. In study 1, I developed a model to fill this void by linking authentic leadership with feedback seeking. Specifically, I hypothesised that authentic leadership was positively related to employee feedback seeking behaviour and was mediated by both perceived instrumental value and image cost of feedback seeking. In addition, power distance was hypothesized to moderate the relationships between authentic leadership and the mediators. Testing the model with data from a sample of 237 supervisor-follower dyads, results revealed that (1) there was a positive relationship between authentic leadership and feedback seeking from the supervisor, (2) perceived instrumental value and perceived image cost mediated the relationship between authentic leadership and feedback seeking, (3) power distance moderated the positive relationship between authentic leadership and perceived value in such a way that the relationship was stronger for people higher, rather than lower, in power distance, (4) power distance moderated the negative relationship between authentic leadership and perceived cost in such a way that the relationship was weaker for people higher, rather than lower, in power distance. Drawing upon psychological ownership theory, Study 2 hypothesized a positive influence of future time orientation on feedback seeking from various sources (i.e., supervisors and co-workers). I also hypothesized job-based psychological ownership to be a driving force for feedback seeking and as an underlying mechanism through which future time orientation was positively related to feedback seeking from supervisors and co-workers. In addition, transformational leadership was hypothesized to moderate the relationship between future time orientation and job-based psychological ownership. Tested with data from a sample of 228 subordinate-supervisor dyads from China, the results revealed that (1) future time orientation was positively related to feedback seeking from supervisors and co-workers, (2) job-based psychology ownership was positively related to feedback seeking from supervisors and co-workers and mediated the relationship between future time orientation and feedback seeking form various sources. - provided by Candidate.

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 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 Why Should Anyone Be Led by You written by Robert Goffee and published by Harvard Business Press. This book was released on 2006-02-07 with total page 250 pages. Available in PDF, EPUB and Kindle. Book excerpt: Too many companies are managed not by leaders, but by mere role players and faceless bureaucrats. What does it take to be a real leader—one who is confident in who she is and what she stands for, and who truly inspires people to achieve extraordinary results? Rob Goffee and Gareth Jones argue that leaders don’t become great by aspiring to a list of universal character traits. Rather, effective leaders are authentic: they deploy individual strengths to engage followers’ hearts, minds, and souls. They are skillful at consistently being themselves, even as they alter their behaviors to respond effectively in changing contexts. In this lively and practical book, Goffee and Jones draw from extensive research to reveal how to hone and deploy one’s unique leadership assets while managing the inherent tensions at the heart of successful leadership: showing emotion and withholding it, getting close to followers while keeping distance, and maintaining individuality while “conforming enough.” Underscoring the social nature of leadership, the book also explores how leaders can remain attuned to the needs and expectations of followers. Why Should Anyone Be Led By You? will forever change how we view, develop, and practice the art of leadership, wherever we live and work.

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 The High Impact Leader written by Bruce J. Avolio and published by McGraw Hill Professional. This book was released on 2008-07-15 with total page 292 pages. Available in PDF, EPUB and Kindle. Book excerpt: Based on research by the Gallup Leadership Institute, a proven program for developing valuable leadership ability, both in yourself and in others Extensive research has identified specific traits that transform average individuals into authoritative, influential, and "authentic" leaders. These authentic leaders learn from the mistakes and successes of themselves and others and build a positive strength initiative within their organizations. In The High Impact Leader, Gallup veterans Bruce Avolio and Fred Luthans show you what you can do to develop and leverage your own leadership strengths into positive, lasting improvement for both yourself and your organization. Their findings combined with examples of wellknown leaders in action--such as Howard Schultz, of Starbucks, and Microsoft's Bill Gates--provide guidelines for accelerating leadership development in any environment. Building on Gallup's innovative "positive strengths" initiative, this results-driven book provides: Proven indicators for gauging personal progress toward authentic leadership Strategies for building a pool of leadership-ready individuals in any organization Proprietary Gallup poll data and innovative leadership-building tools

Download or read book Organizational Behavior written by Jerald Greenberg and published by Psychology Press. This book was released on 1994 with total page 324 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume is a collection of essays by the field's most highly regarded scholars--experts who have contributed widely to the field, and who were invited to share their thoughts about its past, present, and future. By presenting their ideas about the state of organizational behavior, the discipline as a whole is invited to engage in critical self-reflection.

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 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 Antecedents and Consequences of Leader Authenticity written by John Marcus Read and published by . This book was released on 2012 with total page 576 pages. Available in PDF, EPUB and Kindle. Book excerpt: Recent major ecological disasters and economic crises were attributed in part to organizational and national leadership failures over the past decade. In 2005, scholars met to develop the concept of authentic leadership in response to the emerging need for positive forms of leadership (Avolio & Gardner, 2005) that build sustainable organizations and communities. Integrated models link psychological attributes of leaders and their ability and economic performance data to deliver positive outcomes at individual, team and organizational levels (Gardner et al., 2005; lilies, Morgeson, & Nahrgang, 2005; Lord & Hall, 2005; Michie & Gooty, 2005). This thesis reports the development of a model of leader authenticity and an examination the interactions among leader authenticity and well-established transformational leadership theory (Avolio, 2004; Bass, 1990) as well as authentic leadership (Avolio & Gardner, 2005; Gardner et al., 2005; Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008). Predicted positive organizational outcomes of employee engagement and job satisfaction were tested. Other key associations were hypothesized and explored. Findings suggested that leaders' management of their emotions was positively related with transformational and authentic leadership. The question whether transformational leadership was more or less authentic is an important distinction proposed by earlier research (Bass & Steidlmeier, 1999). The findings showed that followers' perceptions of leader authenticity specifically, behavioral integrity, was positively related with levels of authentic leadership and transformational leadership. By contrast, according to leaders, there was no direct association found among authentic leadership and transformational leadership. Second, according to followers' perceptions, partial support was found for the mediating role of authentic leadership and transformational leadership between leader authenticity and positive organizational outcomes. Third, according to followers' perceptions, partial support was found for the mediating role of authentic leadership, transformational leadership and selected climates for innovation and ethical behavior between leader authenticity and positive organizational outcomes. Notably, an instrumental (selfish) ethical climate was found to be inversely related with authentic leadership but not with transformational leadership and resulted in significantly lower employee engagement and job satisfaction. The current study contributes significantly to conceptual and theoretical development of leader authenticity, its antecedents and consequences for leadership, as well as pointing to key factors known to promote organizational performance and sustainability.

Download or read book Authentic Leadership Work Engagement and Organizational Citizenship Behaviors written by Mohamed S Al Sahi Al Zaabi and published by . This book was released on 2016 with total page 264 pages. Available in PDF, EPUB and Kindle. Book excerpt: Enhancing employees' performance has always been a major concern for leaders and Human Resources (HR) practitioners in public and private sectors. Employees are regarded as the most valuable asset of an organization and the key to growth and development. Moreover, leaders have a significant and essential influence on employees' performance. In this regard, authentic leadership theory is considered a newly emerging and promising theory in the field of leadership. The purpose of this study is to examine the relationship between employees' perceptions of authentic leadership and positive employees outcomes, such as work engagement and organizational citizenship behavior (OCB), in the petroleum industry in the United Arab Emirates (UAE), as well as to assess the mediating role of psychological empowerment between authentic leadership, work engagement and OCB. The petroleum industry makes a vital contribution to the national and global economy and as such, small changes in the performance of the petroleum industry can have a great impact from both the local and international perspectives. The study is guided by the following general research question: Is there a relationship between authentic leadership, work engagement and OCB among UAE nationals in the petroleum industry, with psychological empowerment as the mediating factor? This relationship is examined using a non-experimental, quantitative approach. A total of 367 UAE nationals working in one of the major petroleum companies in the UAE were selected as survey participants, and 189 employees fully completed the online survey. Participants were asked to complete a questionnaire consisting of basic demographics and previously validated scales to measure employees' perceptions of authentic leadership, work engagement, OCB, and psychological empowerment. In addition, the collected data were analyzed through several statistical techniques, suh as structural equation modeling (SEM) and statistical package for the social sciences (SPSS). The study assumed that there is a positive relationship between the independent and dependent variables based on the literature review and developed theoretical framework. The findings suggest that first, there is a positive and significant relationship between authentic leadership and positive organization outcomes, namely work engagement and OCB. Second, authentic leadership is positively and significantly related to psychological empowerment. Third, psychological empowerment acts as a mediator between authentic leadership, work engagement and OCB. In summary, authentic leaders in the UAE's petroleum industry have a significant impact on organizational performance as a result of the positive influence of leaders on employee behaviors. Consequently, several practical and theoretical implications of the findings, as well as future research recommendations are discussed.

Download or read book Congruence of Leader Self Perceptions and Follower Perceptions of Authentic Leadership written by Matej Černe and published by . This book was released on 2014 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: We propose and empirically test a multilevel model of cross-level interactions between leader self-perceptions (team level) and follower perceptions of authentic leadership on job satisfaction. Data from 24 supervisors and 171 team members were used. Applying hierarchical linear modelling, we found that follower perceptions of authentic leadership predict employee job satisfaction. We also found support for the interaction effect of leader self-perceptions and follower perceptions of authentic leadership in predicting job satisfaction, integrating the leader- and follower-centric perspectives of authentic leadership. Polynomial regression analysis further supported the fact that the congruence between leader self-perceptions and follower perceptions of authentic leadership is beneficial and that both need to be present at high levels to produce the most beneficial results in terms of followers' job satisfaction.

Download or read book Research and Theory on Workplace Aggression written by Nathan A. Bowling and published by Cambridge University Press. This book was released on 2017-02-15 with total page 599 pages. Available in PDF, EPUB and Kindle. Book excerpt: Workplace aggression is a serious problem for workers and their employers. As such, an improved scientific understanding of workplace aggression has important implications. This volume, which includes chapters written by leading workplace aggression scholars, addresses three primary topics: the measurement, predictors and consequences of workplace aggression; the social context of workplace aggression; and the prevention of workplace aggression. Of note, the book encompasses the various labels used by researchers to refer to workplace aggression, such as 'abusive supervision', 'bullying', 'incivility' and 'interpersonal conflict'. This approach differs from those of previous books on the topic in that it does not focus on a particular type of workplace aggression, but covers an intentionally broad conceptualization of workplace aggression - specifically, it considers aggression from both the aggressors' and the targets' perspectives and includes behaviors enacted by several types of perpetrators, including supervisors, coworkers and customers.

Download or read book Theoretical Orientations and Practical Applications of Psychological Ownership written by Chantal Olckers and published by Springer. This book was released on 2017-11-27 with total page 338 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book shares the theoretical advancements that have been made regarding psychological ownership since the development of the construct and specifically the practical applications within multi-cultural and cross-cultural environments. Enriched by empirical data and case studies by subject specialists in the field, this book serves as a cutting-edge benchmark for human resource management specialists, industrial psychologists, as well as students in positive organizational psychology and professionals in other fields. This book follows an in-depth view of the most recent research trends in psychological ownership. Offering practical tools of how the psychological ownership of employees could be developed in the workplace to not only enhance the performance of organisations, but to increase the commitment of employees and influence the intentions of skilled employees to remain with their organisations.

Download or read book Examining the Relationship Between Authentic Leadership Behavior from the Followers Perspective and the Employees Perceptions of Their Organizational Commitment to the Workplace written by Angel Ramon Ferrer and published by . This book was released on 2017 with total page 408 pages. Available in PDF, EPUB and Kindle. Book excerpt: