Leadership & Organization Development Journal最新文献_第10页

Innovation with flow at work: exploring the role of servant leadership in affecting innovative work behavior through flow at work 工作中流动的创新：探究仆人领导在通过工作中流动影响创新工作行为中的作用

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-09-10 DOI: 10.1108/lodj-05-2021-0236

Muhammad Mumtaz Khan, M. Mubarik, Syed Saad Ahmed, Tahir Islam, Essa Khan

{"title":"Innovation with flow at work: exploring the role of servant leadership in affecting innovative work behavior through flow at work","authors":"Muhammad Mumtaz Khan, M. Mubarik, Syed Saad Ahmed, Tahir Islam, Essa Khan","doi":"10.1108/lodj-05-2021-0236","DOIUrl":"https://doi.org/10.1108/lodj-05-2021-0236","url":null,"abstract":"PurposeThis study aims to ascertain the role of servant leadership in inducing flow at work. The study, along with confirming the relation between flow at work and innovative work behavior (IWB), intends to explore the mediating role flow at work plays in relating servant leadership to IWB.Design/methodology/approachThe data collection was conducted through an interviewee-administered questionnaire in three waves that were four weeks apart. The data were collected from 267 respondents. To run the measurement model and structural model, Smart-PLS was used, and Statistical Product and Service Solutions (SPSS) was used to summarize the demographic information and conduct hierarchal regression.FindingsServant leadership is related to flow at work. Additionally, flow at work is related to IWB. Finally, flow at work mediates the relationship between servant leadership and IWB.Originality/valueThe study found servant leadership is related to flow at work. Moreover, the study unearthed the relation between flow at work and IWB. Finally, the study unveiled that flow at work acts as a mediator between servant leadership and IWB.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47200614","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 12

The resilient effects of transformational leadership on well-being: examining the moderating effects of anxiety during the COVID-19 crisis 变革型领导对福祉的弹性效应:审视COVID-19危机期间焦虑的调节作用

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-09-09 DOI: 10.1108/lodj-02-2021-0092

Kate McCombs, E. Williams

{"title":"The resilient effects of transformational leadership on well-being: examining the moderating effects of anxiety during the COVID-19 crisis","authors":"Kate McCombs, E. Williams","doi":"10.1108/lodj-02-2021-0092","DOIUrl":"https://doi.org/10.1108/lodj-02-2021-0092","url":null,"abstract":"PurposeAlthough important for organizational performance, much is still unknown about the relationship between employee well-being and transformational leadership. The authors answer calls to consider the relationship (1) in an extreme context (i.e. coronavirus pandemic), (2) at the dimension level and (3) differences that exist depending on the employee's gender.Design/methodology/approachThe authors employed a two-wave study with data collected from 212 working individuals. Respondents reported their level of COVID-19 anxiety and leadership experiences at time 1 starting at the height of the pandemic and three weeks later reported well-being.FindingsThe authors found COVID-19 anxiety weakened the influence of transformational leadership style on well-being, and this was only the case for females. Further, the authors found that while the moderator of COVID-19 anxiety weakened the influence of core transformational leadership behaviors and intellectual stimulation on well-being, the more individualized and short-term focused transformational behaviors of individualized consideration and performance expectations proved to have resilient effects on well-being with no moderating effects. Looking at gender differences, the authors found that this was only the case for females.Originality/valueThe findings extend research by capturing an external shock concerning the coronavirus pandemic to better understand how transformational leadership style, its dimensions and employee gender, influence well-being. While the authors expected COVID-19 anxiety to weaken the positive effects of transformational leadership style on well-being, paradoxically the authors also expected differential effects when examining individual dimensions.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":"1 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41486396","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 14

Executive coaching: an exploration of the coachee's perceived value 高管培训:探索受训者的感知价值

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-09-02 DOI: 10.1108/lodj-02-2021-0046

Leticia Mosteo, A. Chekanov, Juan Rovira de Osso

{"title":"Executive coaching: an exploration of the coachee's perceived value","authors":"Leticia Mosteo, A. Chekanov, Juan Rovira de Osso","doi":"10.1108/lodj-02-2021-0046","DOIUrl":"https://doi.org/10.1108/lodj-02-2021-0046","url":null,"abstract":"PurposeThe goal of this qualitative study is to explore how different elements of the coach–coachee setting can affect the perceived outcome from coaching sessions by the coachee.Design/methodology/approachUsing thematic analysis on 197 semi-structured interviews of bank executives, the authors suggest an evidence-based sequential model on how the perceived value of the coaching process might be contingent on four elements.FindingsAs a result of the exploratory analysis, the authors’ suggest that the coach's guidance, coach's reliableness, coachee's willingness and coachee's self-awareness can determine the coachees' perceived effectiveness or usefulness from their coaching sessions.Originality/valueThere is little empirical data regarding the coachee's perceived value. The current study attempts to fill the gap in the existing literature by considering the coaching outcomes with particular regard to the executive's perceived value of coaching. This research adds to the literature on how to deliver effective coaching in organizations and provides empirical evidence to practitioners on how coachees perceive value from coaching.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42553545","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Linking emotional intelligence to turnover intention: LMX and affective organizational commitment as serial mediators 情绪智力与离职倾向的关系:LMX和情感性组织承诺的连续中介作用

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-13 DOI: 10.1108/lodj-01-2021-0016

Emna Gara Bach Ouerdian, Nizar Mansour, Khadija Gaha, Manel Gattoussi

{"title":"Linking emotional intelligence to turnover intention: LMX and affective organizational commitment as serial mediators","authors":"Emna Gara Bach Ouerdian, Nizar Mansour, Khadija Gaha, Manel Gattoussi","doi":"10.1108/lodj-01-2021-0016","DOIUrl":"https://doi.org/10.1108/lodj-01-2021-0016","url":null,"abstract":"PurposeThe present study attempts to examine the mediating effect of leader member exchange (LMX) and affective organizational commitment on the relationship between followers' emotional intelligence (EI) and their turnover intention.Design/methodology/approachUsing a cross-sectional design, survey data were obtained from 182 employees in Tunisia. Survey responses were analyzed using Model 6 in PROCESS (Hayes, 2017).FindingsAs predicted, LMX and affective organizational commitment were found to sequentially and totally mediate the causal relationship between EI and turnover intention.Research limitations/implicationsThe limitations include using a cross-sectional design, convenience sampling and self-report measures for EI, LMX, affective commitment and turnover intention.Practical implicationsOrganizations need to encourage more emotionally intelligent responses in employees which improve the quality of their leader–follower relationships. The quality of LMXs enhances the affective commitment that drives lower turnover intention.Originality/valueWhile the relationship between EI and turnover intention has been theorized, this study is one of the first to enable us to explore the mechanisms underlying this relationship. Specifically, a sequential mediation model linking EI with turnover intention through LMX and affective commitment was proposed.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41662416","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

Inclusive leadership: scale validation and potential consequences 包容性领导：规模验证和潜在后果

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-13 DOI: 10.1108/lodj-08-2020-0327

Amer Ali Al-Atwi, Kamal Kadhim Al-Hassani

引用次数: 8

Transformational leadership and non-family employee intrapreneurial behaviour in family-owned firms: the mediating role of adaptive culture and psychological empowerment 家族企业中的转型型领导与非家族员工的创业行为：适应性文化和心理赋权的中介作用

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-12 DOI: 10.1108/lodj-03-2021-0116

H. T. T. Giang, L. T. Dung

{"title":"Transformational leadership and non-family employee intrapreneurial behaviour in family-owned firms: the mediating role of adaptive culture and psychological empowerment","authors":"H. T. T. Giang, L. T. Dung","doi":"10.1108/lodj-03-2021-0116","DOIUrl":"https://doi.org/10.1108/lodj-03-2021-0116","url":null,"abstract":"PurposeThe purpose of the present study is to examine the direct impact of transformational leadership on non-family employee intrapreneurial behaviour and through a mediating role of corporate adaptive culture and psychological empowerment in family-owned firms.Design/methodology/approachThe study’s sample consisted of 368 key role non-family employees at 109 family export and import firms in the Ho Chi Minh City of Vietnam. The data is analysed using a partial least square–structural equation model (PLS-SEM).FindingsThis paper shows that transformational leadership had a positive and significant influence on non-family employee intrapreneurial behaviour directly and via adaptive corporate culture and psychological empowerment as a mediating influence mechanism.Practical implicationsFamily-owned firms might balance the need to maintain traditional core values and requires innovation through the development of human capital with non-family employee intrapreneurship.Originality/valueThis paper grants a unique approach to studying intrapreneurial behaviour in the context of the family-owned business.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49438659","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 12

When to challenge employees' comfort zones? The interplay between culture fit, innovation culture and supervisors' intellectual stimulation 何时挑战员工的舒适区?文化契合度、创新文化与主管智力激励的相互作用

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-11 DOI: 10.1108/lodj-07-2020-0307

P. Endrejat

{"title":"When to challenge employees' comfort zones? The interplay between culture fit, innovation culture and supervisors' intellectual stimulation","authors":"P. Endrejat","doi":"10.1108/lodj-07-2020-0307","DOIUrl":"https://doi.org/10.1108/lodj-07-2020-0307","url":null,"abstract":"PurposeThis study, first, examines whether a low culture person–organization (P-O) fit reduces job satisfaction and organizational citizenship behavior (OCB). Second, the author investigates how an organization's current innovation culture affects employees' attitudes and behaviors. Third, the author focuses on the interplay between leadership and organizational culture by testing whether supervisors' intellectual stimulation can mitigate the negative effects of a low innovation culture.Design/methodology/approachData were collected via online questionnaires from 135 employees. Using the organizational culture assessment inventory, employees described their current and their preferred organizational culture and rated their supervisors' behavior.FindingsCurrent-preferred culture discrepancies and a low innovation culture were associated with lower job satisfaction. The negative effect of a low innovation culture on employees' satisfaction was moderated by supervisors' intellectual stimulation (i.e. employees working in a low innovation culture are more satisfied when they have a stimulating supervisor). If employees' preference regarding the desired culture differed from those of their colleagues, they reported less OCB. Intellectual stimulation exacerbated this effect.Research limitations/implicationsThe author relied on self-reported cross-sectional data.Practical implicationsActions are needed to ensure that the current culture and the preferred culture align and that employees agree on how the organizational culture should develop. Unless followers prefer different cultures than their colleagues, supervisors should show intellectual stimulation, especially in a culture whose norms do not support innovation.Originality/valueThe author emphasizes the positive consequences of a culture P-O fit and contributes to the much needed knowledge regarding the interplay between organizational culture and leadership behaviors on employees' attitudes and behaviors.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41824598","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

The effect of nurse managers' servant leadership on nurses' innovative behaviors and job performances 护士管理者仆人式领导对护士创新行为和工作绩效的影响

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-11 DOI: 10.1108/lodj-07-2020-0318

Seval Kül, Betül Sönmez

{"title":"The effect of nurse managers' servant leadership on nurses' innovative behaviors and job performances","authors":"Seval Kül, Betül Sönmez","doi":"10.1108/lodj-07-2020-0318","DOIUrl":"https://doi.org/10.1108/lodj-07-2020-0318","url":null,"abstract":"PurposeThis study aims to determine the effect of servant leadership on nurses' innovative behavior and job performance and to examine the moderator role of servant leadership in the relationship between nurses' innovative behavior and job performance based on the self-determination theory and social exchange theory.Design/methodology/approachThis correlational study included 885 nurses selected from three public hospitals in Istanbul using the convenience sampling method. Data were analyzed using descriptive tests, correlation analysis and linear and hierarchical regression analyses.FindingsThe nurse managers' servant leadership behaviors were statistically significantly related with the nurses' innovative behaviors and job performances: servant leadership behaviors of the nurse managers increased the nurses' innovative behaviors and job performances and found to partially play a role of a moderator in the effect of nurses' innovative behaviors on job performance.Practical implicationsThis study shows that positive nurse outcomes will be achieved when nurse managers show an ethical, humanistic, empathic, mutual benefit and service-oriented approach and adopt a servant leadership approach as appropriate to the nature of nursing.Originality/valueThis study contributes to the literature by revealing the effect of nurse managers' servant leadership on nurses' innovative behavior and job performance, as well as the partial moderator role of servant leadership, which has not been studied before as a part of the relationship between innovative behavior and job performance.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41927467","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

The mixed blessing of supervisor bottom-line mentality: examining the moderating role of gender 主管底线心态的好坏参半:考察性别的调节作用

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-06 DOI: 10.1108/lodj-11-2020-0491

Yun Zhang, Qihai Huang, Hanjing Chen, Jun Xie

{"title":"The mixed blessing of supervisor bottom-line mentality: examining the moderating role of gender","authors":"Yun Zhang, Qihai Huang, Hanjing Chen, Jun Xie","doi":"10.1108/lodj-11-2020-0491","DOIUrl":"https://doi.org/10.1108/lodj-11-2020-0491","url":null,"abstract":"PurposeThe purpose of this paper is to investigate the double-edged effects of supervisor bottom-line mentality (BLM) on subordinates' work-related behaviors (work performance and knowledge hiding) and the moderating role of subordinate gender.Design/methodology/approachThe theoretical model was tested using a sample of 218 three-wave multi-source data collected from employees of five firms in southern China.FindingsThe results revealed that supervisor BLM is positively associated with subordinate BLM. Although subordinate BLM can enhance their work performance, it can also lead to knowledge hiding toward coworkers. Furthermore, these indirect effects are moderated by subordinate gender.Practical implicationsManagers should pay more attention to the potential positive and negative consequences of supervisor BLM and intervene to mitigate the negative impact of BLM.Originality/valueThis study is among the first to examine how supervisor BLM can be a mixed blessing and elicit both positive and negative behaviors from their subordinates. Moreover, by illuminating how subordinate gender moderates the relationship between supervisor BLM and subordinates' work-related behaviors, we enrich and extend the BLM literature.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48901558","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 10

Sustaining work outcomes through human capital sustainability leadership: knowledge sharing behaviour as an underlining mechanism 通过人力资本可持续领导维持工作成果:知识共享行为作为一种突出机制

IF 4.9 3区管理学

Leadership & Organization Development Journal Pub Date : 2021-08-04 DOI: 10.1108/lodj-02-2021-0051

Syed Haider Khalil, S. Shah, Syed Majid Khalil

{"title":"Sustaining work outcomes through human capital sustainability leadership: knowledge sharing behaviour as an underlining mechanism","authors":"Syed Haider Khalil, S. Shah, Syed Majid Khalil","doi":"10.1108/lodj-02-2021-0051","DOIUrl":"https://doi.org/10.1108/lodj-02-2021-0051","url":null,"abstract":"PurposeThe current study aimed to investigate how perceived human capital sustainability leadership (HCSL) affects work outcomes (i.e. work engagement and job satisfaction), specifically through the mediating role of knowledge sharing behaviour in the hospitality industry. Building on social exchange theory and conservation of resources theory, the authors propose that knowledge sharing behaviour is an attempt to share and expand an individual's resources, which in return motivates employees during work. Furthermore, through the mediating effect of knowledge sharing behaviour, the authors attempt to provide empirical evidence for organisational actions and employees’ reciprocating actions, therefore, triggering positive contribution.Design/methodology/approachThe authors methodologically employed structure equation modelling for the analysis which includes reflective–formative higher-order construct (HOC) (i.e. HCSL). The authors tested the hypotheses with partial least square structure equation modelling (PLS-SEM) from a sample of 382 hotel employees who were selected through purposive sampling.FindingsThis study’s findings suggest that the employee engagement and job satisfaction regresses on HCSL and knowledge sharing behaviour. The study’s analysis also suggests that the relationships between the HCSL and work outcomes are mediated by knowledge sharing behaviour.Originality/valueThis study contributes to the sustainability leadership literature by looking into the integrated model of sustainable leadership from its four dimensions (i.e. sustainability leadership, ethical leadership, mindful leadership and servant leadership) and its consequences for work outcomes. Furthermore, the authors examined how knowledge sharing behaviour, being an underlining mechanism, affects these relationships, thus having implications for academia and practitioners.","PeriodicalId":48033,"journal":{"name":"Leadership & Organization Development Journal","volume":" ","pages":""},"PeriodicalIF":4.9,"publicationDate":"2021-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43465756","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 8