Patiently winning through virtuous leadership: The impact of virtuous leadership behavior on employee engagement across time

IF 1.2 Q4 MANAGEMENT
Michelle D Steward, Holly H Brower, Peter Rea
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Abstract

Activating employee engagement continues to be a challenge for organizations despite interest by many, if not most, organizations. Recent research suggests that the expression of virtue could be a key to addressing this challenge. The authors examine how employees’ perceptions of virtuous leadership behaviors shape employee engagement. Specifically, this research bridges virtuous leadership theory with employee engagement theory, explicitly focusing on the attitudinal change in employees as they witness leaders intentionally incorporating the classic virtues in workplace interactions. The authors explore through a mixed-method field study with two facilities of a multinational company how virtuous leadership behaviors can shift employee engagement over a 3-year period. Results indicate that after leaders completed a training program on how to enact virtuous leadership behaviors that employee engagement dipped, initially. The reduction in employee engagement was temporary while employees assessed the longevity of the initiative. As leaders continued to practice virtuous leadership behaviors, employee engagement increased significantly beyond the levels before the dip. The findings suggest that engagement may not initially improve while employees are assessing whether leaders will remain committed to virtuous leadership behaviors. However, the findings indicate that the commitment to ongoing practice of virtuous leadership behaviors can create meaningful change in employee engagement.
通过良性领导赢得耐心:良性领导行为对不同时期员工敬业度的影响
尽管许多组织(如果不是大多数组织的话)都对激活员工敬业度感兴趣,但员工敬业度仍是组织面临的一项挑战。最新研究表明,美德的表达可能是应对这一挑战的关键。作者研究了员工对良性领导行为的看法如何影响员工敬业度。具体来说,这项研究将美德领导理论与员工敬业度理论结合起来,明确关注员工在目睹领导者有意将经典美德融入工作场所互动时的态度转变。作者通过一项混合方法的实地研究,对一家跨国公司的两个机构进行了为期 3 年的调查,探讨了美德领导行为是如何影响员工敬业度的。研究结果表明,在领导者完成了关于如何实施良性领导行为的培训项目后,员工敬业度最初有所下降。员工敬业度的下降是暂时的,因为员工需要评估该举措的长期性。随着领导者继续实践良性领导行为,员工敬业度大幅提高,超过了下降前的水平。研究结果表明,当员工在评估领导者是否会继续坚持良性领导行为时,敬业度最初可能不会提高。然而,研究结果表明,持续实践良性领导行为的承诺能够为员工敬业度带来有意义的变化。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.60
自引率
33.30%
发文量
18
期刊介绍: Journal of General Management is quarterly peer reviewed journal, with a mission to provide thought leadership by publishing articles on managerial practices with organisation-wide or cross-functional implications. We seek original theoretical and practical insights into general management in all types of organisations.
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