The relationship between self‐leadership behaviors and organization variables in a self‐managed work team environment

Purpose – The purpose of this paper is to examine the relationship between self‐leadership behaviors in a self‐managed work team environment and relevant organizational variables, i.e. supervisory trust, decision‐making, feedback and team goal setting.Design/methodology/approach – Data were collected on‐site over a period of three days from employees working in a non‐union paper mill located in a small rural community in the northwestern region of the USA. The survey was completed by 141 employees, representing a 99 per cent response rate. Self‐leadership, supervisory trust, decision‐making, feedback and team goal setting were measured using different scales.Findings – The results indicated that supervisors, who give feedback, and who are perceived as trusting, and encouraging innovative behaviors contribute to the development of self‐leadership behaviors of rehearsal, self‐goal setting, self‐criticism, self‐reinforcement, self‐expectation and self‐observation. In addition, providing team training, foster...