Download or read book Resonant Leadership and Psychological Empowerment and Its Impact on Organizational Citizenship Behavior A Study of Select Automotive Organizations written by Kushwaha Anurag and published by Kshitijsehrawatyt. This book was released on 2022-12-31 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Resonant Leadership Resonant leadership (RL) is a form of emotional leadership style focused on emotional intelligence (EI) and research has shown that emotionally intelligent leaders remain successful and effective in the midst of difficulties through the emotional components of knowledge, hope and compassion that are characteristics of RLL (Boyatzis & McKee, 2005). These leaders rely on resonance that includes the use of strong outcomes to inspire followers in any circumstance to obtain the best result and always strive to higher objectives (Goleman et al., 2002a; Squires et al., 2010).

Download or read book Resonant Leadership and It s Impact on Psychological Empowerment In Automotive Organizations written by Anurag Kushwaha and published by . This book was released on 2019 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Resonant leaders utilize passionate and social knowledge aptitudes to recharge themselves, make positive connections, and cultivate a sound, dynamic condition to draw in others towards a shared objective. They do this through care, expectation and sympathy. Resonant Leaders are those who rouse individuals in their organization what's more, they are finding new open doors inside the present difficulties, making trust even with dread and sadness. Researchers also examined that these leaders are moving individuals - effectively, energetically, and intentionally, in this manner: incredible pioneers are full leaders as they are alert, mindful and receptive to themselves, to other people and to world around them. Managers can emphatically influence singular imagination and firm inventiveness by supporting worker's innovative conduct and also psychologically empowering employees in the organizations.This study shall examine it from the angle of behavioural science as well as in the context of managers in automotive industries. Resonant leadership and Psychological empowerment are highly important issues. Survey questionnaire method is used to look at Psychological strengthening crosswise over four measurements (which means, ability, self-assurance, and effect) and preparation for change. Three dimensions of Resonant leadership (mindfulness, hope, compassion) have been included in this study. The information were examined with descriptive statistics.

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 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 2017-06 with total page 41 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. 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. However, relatively few studies have tested how and why Empowering Leadership relates to Follower Work Engagement in organizational change environments. This study tries to cover exactly these points.

Download or read book Impact of Leadership Behavior on Performance of Organizational Citizenship Behavior and Determinants of Organizational Fairness written by K. Nair and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Effective leadership is well thought-out to be a fundamental factor in the achievement of an organization. Organizational Citizenship Behavior is considered to be a discretionary behavior, which do not form a part of job description and it is performed by employees on their own choice and Organizational Fairness is an idea that action or decisions are morally right, which may be defined according to the ethics, religion, fairness, equity, or law. The main objective of the study was to find out the impact of leadership behavior on Organizational Citizenship Behavior and to extract the major determinants leading to organizational fairness. The data was gathered through a well structured questionnaire and non parametric tests were used to test the significance of the results. Exploratory factor analysis was used to extract the factors relating to the organizational fairness. It was found that the employees exhibited a decent citizenship behavior and perceived positively towards organizational fairness. Further it was found that the leadership behavior had a significant impact on the organization citizenship behavior in some respects and did not have an impact on the other.

Download or read book A Multilevel Empowerment Model written by Kai-hung Fong and published by . This book was released on 2006 with total page 312 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Leader Personality Traits and Organizational Citizenship Behavior with the Combined Mediating Role of Ethical Servant Leadership and the Work Group Psychology written by Maria Ismail and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Different patterns of leadership were previously established empirically, however, many of them were conceptually interrelated and pursued simultaneously, while their overall effect remained poorly understood. We proposed a theoretical framework by combining (F. O. Walumbwa &Schaubroeck, 2009) and (Newman, Schwarz, Cooper, & Sendjaya, 2017) models of two closely related leadership styles i.e. Ethical and Servant leadership. Different leadership personality traits like Pro-activeness, Agreeableness, Conscientiousness, and Neuroticism were analyzed and their effect on Organizational Citizenship Behavior (OCB), and Voice were established with the mediatory role of both ethical and servant leadership. These leadership styles would then impact workgroup psychology, and ultimately OCB. The workgroup factors included were Leader-Member Exchange, Psychological Safety, and empowerment. This model was empirically tested on a sample of 201 employees working in large organizations (450 or more employees) in Karachi, Pakistan. The data was collected with the use of adopted questionnaire and analyzed using Confirmatory factor analysis and structured equation modeling. The results suggested that leadership personality traits that include proactive personality, agreeableness, conscientiousness, and neuroticism make leaders either “Ethical leaders” or “Servant leaders. In both cases of ethical and servant leaders, leaders lead their way of dealing with member exchange, psychological safety and psychological empowerment affect voice behavior and organizational citizenship behavior. Ethical leaders develop an ethical workplace culture that allows employees to make innovative suggestions and become a constructive asset for the organization. This is because Ethical leaders make their voices heard publicly against any negative organizational practice and emphasize doing the right thing from a social learning perspective.

Download or read book Impact of Leadership Styles on Employee Empowerment written by Krishna Murari and published by PartridgeIndia. This book was released on 2015-02-17 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The book is based on exploratory research carried out by the author in Indian Business Organizations. It gives insights to Employee Empowerment and five important leadership styles namely Transformational Leadership, Transactional Leadership, Servant Leadership, Abusive Leadership and Ethical leadership and their characteristics based on the researches carried out by the scholars and gurus in these fields. Transformational leadership, servant leadership and ethical leadership style enhance the employee empowerment while transactional leadership has no role in employee empowerment. The book highlight that abusive leadership style is used by many leaders and has negative impact on employee empowerment. Employee empowerment results in Quality of Work Life, Commitment and Job Involvement in employees which enhance competitiveness of the organization. It also emphasizes the important of personal characteristics of employees required to make them empowered. Some employees like to be empowered while some others do not. This book provides guidance to new researchers in the field of leadership and employee empowerment to carry out further researches in these fields in various countries and cultures. The book will guide the managers to identify and enhance the required characteristics to be a successful leader. This book will be a new milestone in the above fields of research and beacon to the practicing managers to navigate them to higher success.

Download or read book The Mediation of Empowering Leadership on Psychological Empowerment with Organizational Commitment and Job Satisfaction written by Kenneth M. Bixby and published by . This book was released on 2016 with total page 220 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizations all over the world are working to ensure they are as effective and competitive as possible. Researchers intending to help both leaders and organizations improve performance have studied several versions of the variables of empowerment, transformational leadership, organizational commitment, and job satisfaction. Through the studies researchers have frequently demonstrated the relationship of each of these variables. In an effort to help leaders understand the actions they can implement to improve organizational performance, many recent studies have been focused on developing a more complete model of empowerment that explains how empowerment contributes to the outcome variables of organizational commitment and job satisfaction. This study extends research in this important area by testing the mediation of empowering leadership on the relationship of the independent variable of psychological empowerment with the dependent variables, organizational commitment and job satisfaction. The study provided support for empowering leadership functioning as a mediator between psychological empowerment and organizational commitment but not job satisfaction.

Download or read book The Role of Leadership Styles on Work Engagement and Psychological Empowerment Among Employees of Private Sector Organizations written by Dr Nilesh Thakre and published by . This book was released on 2018 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The business world is a different place each day . Business motivations, trends, and economic models ha v e shifted immensely . Now managing people requires a different approach to be effective. The difference in leadership styles and its importance is intrinsically felt in the work environment and impact of leadership can be measured on the productivity and profitability of businesses. With the rapid growth and expansion of businesses, the effect of leadership skill is evident in every realm of the organization. When organizations can develop and maximize its leadership acumen at the top management, then the organization culture, strategies and employee's work engagement and psychological empowerment can be made more effective. The present study investigates the role of leadership styles i.e. transactional and transformational on work engagement and psychological empowerment. The participants of the study consist of 116 men and women employees within age range of 22 to 35 y ears working in private sector organizations in Mumbai. They were assessed by using the multifactor leadership questionnaire (Bass & Avolio , 2004), Utrecht work engagement scale (Schaufeli & Bakker , 2003), and the psychological empowerment instrument (Spreitzer , 1995). The data were analyzed by independent sample t -test. Results revealed a significant difference between employees working under transformational and transactional leaders on work engagement, t (114) = 14 .66, p

Download or read book Effects of Leader Empowerment Behaviors and Followers Personal Control Voice and Self efficacy on In role and Extra role Performance written by Chun Hui and published by . This book was released on 1994 with total page 374 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Psychological Processes Underlying the Relationship Between Transformational Leadership and Multi foci Organizational Citizenship Behaviors written by Jeewon Cho and published by . This book was released on 2007 with total page 130 pages. Available in PDF, EPUB and Kindle. Book excerpt: How do leaders in organizations motivate their employees to achieve individual performance as well as group effectiveness? What specific efforts on the part of the leaders move individuals and groups forward in order to achieve their individual and group goals? How and why do the individuals in groups react to their leaders in ways that the leaders inspire them to perform better? These are the questions that explain and emphasize fundamental roles of leaders in organizations. To respond to these questions, two main issues were addressed in this study. First, the current study examined the underlying psychological processes between transformational leadership and multi-foci organizational citizenship behaviors (OCBs). Despite the presence of a great deal of research on the positive relationship between transformational leadership and its effectiveness, the underlying psychological processes in the relationship have not been clearly addressed. Second, the underlying psychological mechanisms between transformational leadership and multi-foci OCBs in the current study were investigated at the individual - and group-levels of analysis (i.e., a multi-level approach) . In order to test the nine hypotheses proposed in this study, a survey method was used for a total of 55 work groups, including 207 employees (i.e., 55 supervisors and their 152 immediate subordinates) in 25 branches of a large, American-based, multi-national bank located in Korea. Four major analytic techniques were combined in order to explore the multi-level models of this study: (1) correlation and multiple regression analyses, (2) partial least squares (PLS) structural equation modeling technique, (3) mediation analyses using mediated regression analysis and a nested as well as full model comparison using PLS, and (4) multi-level analyses using Within And Between Analysis (WABA) along with one-way analysis of variance (ANOVA) and group inter-rater reliability (r wg). In addition, in order to investigate the potential psychological processes that may exist for the relationship between individual- and group-level transformational leadership and multi-foci OCBs, post hoc analyses using mediated regression analyses and PLS also were conducted. The overall results from hypothesis testing revealed that the nine hypotheses were not sufficiently supported: each hypothesized relationship in the individual- and group-level models was significantly correlated with each other; the sequences of the models, however, were not sufficiently supported. Specifically, while some mediation effects of the group-level model were found (procedural justice climate [arrow right] group self-esteem [arrow right] group identification [arrow right] group-directed OCBs), no mediation effects were found in the individual-level model. Furthermore, the overall results from post hoc analyses did present some interesting findings: The individual-level results suggest that interactional justice and leader identification may mediate the relationship between individualized consideration and leader-directed OCBs. Procedural justice climate and group identification, on the other hand, may mediate the relationship between charisma and group-directed OCBs. Theoretical and practical implications, limitations, and suggestions for future research were discussed.

Download or read book The Impact of Follower Empowerment in Three Leadership Styles written by Lizet Torres and published by . This book was released on 2018 with total page 19 pages. Available in PDF, EPUB and Kindle. Book excerpt: Many studies have examined the impact of various leadership styles and psychological empowerment. However, most of these studies were conducted in the private sector. The lack of literature on leadership styles and psychological empowerment in the public sector have prompted this study. The public sector, unlike the private sector, operates under different environments, constraints and challenges. For this reason, this study will examine the impact of three positive forms of leadership: authentic, transformation, and servant leadership on psychological empowerment in the public sector. The study will utilize four intact surveys to determine the impact of the three leadership styles on psychological empowerment. The study will administer the surveys to a random sample in a public-sector organization.

Download or read book Leadership Behavior and Organizational Citizenship Behavior written by Ivan Butar Butar and published by . This book was released on 2012 with total page 492 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study attempts to explain how leadership behavior can advance follower organizational citizenship behavior (OCB). Several hypotheses were developed and tested, aiming to examine the potential mediators and moderators that could explain and influence the link between leadership behavior and OCB. This study was conducted among 711 full-time employees working in the top 45 high-performing companies listed on the Indonesian Stock Exchange (IDX). Of the various theories of leadership, transformational leadership and servant leadership were this study's interest. Therefore two conceptual models (i.e., the Transformational Leadership-OCB Model and Servant Leadership-OCB Model) were examined to investigate the relationship. One hundred and twenty-three leader-follower dyads participated in the surveys. In the first model, the relationship between transformational leadership and OCB mediated by paternalism was examined. In addition, in-group and institutional collectivism orientations were hypothesized to moderate the relationship between transformational leadership and paternalism. Results suggested that transformational leadership influenced OCB through paternalism, and that collectivism orientations moderated the link between transformational leadership and paternalism.The second model hypothesized and examined the relationship between servant leadership and OCB directed toward the individual (OCBI) and the organization (OCBO) as mediated by climate regarding ethics, and moderated by cultural orientations. Results of tested structural models suggested that climate regarding ethics mediated the influence that servant leaders have on followers' OCBI and OCBO. This study also revealed that the effects of servant leadership on OCBI and OCBO were moderated by power distance orientation. Additional contextual data and descriptive analyses were also presented. In-depth interviews with fifteen executives revealed expected behavior of highly effective leaders. Inspirational, visionary, performance orientation, people orientation, role modeling, and personal integrity were key features of effective leadership in the context of Indonesia. In addition, drawing on sample of 450 full-time subordinates who participated in the self-reported surveys, data implied that (a) transformational and servant leadership might be generalizable to the context, and (b) variations on cultural orientations existed among surveyed organizations.In summary, this study addressed the gaps in the leadership and OCB literatures by revealing additional mediational mechanisms that would link transformational leadership and OCB as well as servant leadership and OCB. This study has joined earlier studies in recognizing that the relationship between leadership behavior and follower OCB could be indirect. It also has advanced the examination of transformational leadership and servant leadership theories to broader contexts, as recommended by the literature. The theoretical and managerial implications of the study findings for research on leadership and OCB domain, and future research directions are discussed in the general discussion chapter.

Download or read book The Impact of Servant Leadership Behaviors on Trust and Organizational Citizenship Behavior written by Ali Chraim and published by . This book was released on 2016 with total page 65 pages. Available in PDF, EPUB and Kindle. Book excerpt: The premise of this study is that the behavior of the organizational leader affects employee outcomes. More specifically, I seek to examine the relationship between Servant Leadership behaviors and employee organizational citizenship behaviors – both OCB-I (behaviors targeted towards an individual, such as altruism) and OCB-O (behaviors that directly affect the organization as a whole, such as civic virtue). I propose that this relationship is mediated by employees’ trust in their leader. This study adopts McAllister’s (1995) theoretical construct of trust, which distinguishes between the two dimensions of affect-based trust (rooted in emotion) and cognition-based trust (rooted in reason). Moreover, I propose that the link between trust in the leader and employee organizational citizenship behavior is moderated by the well-being of the employees. In the present research, the well-being of the employees will be assessed on three dimensions: emotional exhaustion (also referred to as burnout), life satisfaction as well as job satisfaction. The results revealed that Servant Leadership is positively and significantly correlated with employee organizational citizenship behavior. Additionally, only cognitive-based trust partially mediated that relationship. Contrary to expectations, employee well-being was not found to significantly moderate the relationship between trust in the leader and organizational citizenship behavior. Overall, the present study contributes to the leadership literature by establishing a link between servant leadership and employee OCB through the medium of trust. From a practical standpoint, the results of this study would benefit companies as a whole by raising the awareness the managers regarding the employee outcomes that their behaviors may cause, as trust and OCB are related to many positive employee outcomes (such as lower transaction cost, decreased turnover, increased motivation and commitment etc…) that can grant companies a competitive advantage.

Download or read book An Examination of the Relationship Between Leader member Exchange Psychological Empowerment and Affective Organizational Commitment written by Adam C. Johnson and published by . This book was released on 2016 with total page 33 pages. Available in PDF, EPUB and Kindle. Book excerpt: The following research study sought to investigate the relationship between leader-member exchange (LMX, a measure of the quality of the working relationship between employees and their direct supervisors) and employees’ perceptions of empowerment in their work role in the organization, as well as the relationship between LMX and employees’ attitudes of affective organizational commitment. Paper surveys were distributed to employees at small-to-midsize manufacturing facility in northern Wisconsin. Once completed, surveys were returned to the researcher at UW-Stout for analysis. In total, a sample of 146 survey responses was collected from employees of the organization, each of whom was assigned to one of 14 different work-groups lead by individual members of the leadership team. Results indicated that a small-to-moderate, positive correlation existed between LMX and empowerment as well as between LMX and affective organizational commitment. Limitations and recommendations for future research are discussed.

Download or read book The Examination of the Effects of Leadership Empowerment Behaviors and Organizational Citizenship Behaviors on Sales Team Performance written by Michael J. Ahearne and published by . This book was released on 2000 with total page 234 pages. Available in PDF, EPUB and Kindle. Book excerpt: