1,721,202 research outputs found
Ethical leaders and leadership effectiveness. The moderating role of individual differences in need for cognitive closure. Leader etici ed efficacia della leadership. Il ruolo moderatore delle differenze individuali relative al bisogno di chiusura cognitiva
No full textEthical leadership is an important factor in leadership effectiveness, but the study of the contingencies of its influence is still in its infancy. Addressing this issue we focus on the moderating role of followers’ need for cognitive closure, the disposition to reduce uncertainty and swiftly reach closure in judgment and decision, in the relationship between ethical leadership and its effectiveness. We propose that need for closure captures followers’ sensitivity to the uncertaintyreducing influence of ethical leadership. In a field survey study we found support for the hypothesis that perceived ethical leadership has a stronger (positive) relationship with leadership effectiveness for followers higher in need for closure. This support is found across two indicators reflecting different aspects of leadership effectiveness: effort investment and job satisfaction. We discuss how these findings advance our understanding of the uncertainty-reducing role of ethical leadershi
Coping with organizational crisis: buffering effects of organization sector prototypicality and employee organizational identification
Full text linkWe explored the interactive role of an organization’s sector prototypicality (the extent to which the organization
embodies the prototype of its market sector) and employees’ identification with their organization
in buffering crises’ negative effects on perceived organizational performance. We propose (1) that highly
prototypical organizations are perceived as more able to cope with organizational crisis, because of their
capacity to reduce the threat associated with crisis, and (2) that this effect is augmented when employees
more strongly identify with their organization, presumably because of a higher trust in the organization’s
capacity to efficiently cope with crisis. Findings from two studies confirmed the hypotheses, by manipulating
(study 1) and measuring (study 2) organizational crisis and the organization’s sector prototypicality,
and by focusing on potential employees (study 1) and on employees of a company facing a financial crisis
(study 2). Theoretical and applied implications of results are discussed
O fenómeno da identificação organizacional: contributos para a sua explicação
Full text linkCódigos de classificação (American Psychological Association):
3660 Comportamento Organizacional; 3650 Atitudes e Satisfação com o TrabalhoEsta dissertação tem como objectivo analisar o fenómeno da identificação
organizacional tendo em conta: (a) o enquadramento teórico do construto da identificação
organizacional; (b) a compreensão do processo de desenvolvimento e manutenção, ou
mudança, da identificação organizacional ao longo do tempo; (c) a construção e validação de
um possível modelo de preditores da identificação organizacional; e (d) a análise das
consequências da identificação organizacional para os indivíduos e para o conteúdo da troca
social que o indivíduo estabelece com a organização. Para tal, este trabalho será dividido em
quatro partes. Numa primeira parte procederemos à apresentação de uma revisão de literatura
com o objectivo de clarificar conceptualmente o construto da identificação organizacional,
delimitar as suas fronteiras e perceber as funções que esta forma de vinculação pode
desempenhar para o indivíduo. Esta primeira parte culmina numa proposta de modelo
conceptual de análise do processo de desenvolvimento, expressão, manutenção e mudança da
identificação organizacional ao longo do tempo e das situações vivenciadas pelo indivíduo.
Na segunda parte descreveremos os estudos empíricos desenvolvidos com o objectivo de
construir e validar um modelo integrado de preditores contextuais da identificação
organizacional. Já na terceira parte desta dissertação descreveremos os estudos empíricos que
levámos a cabo com o propósito de examinarmos algumas consequências da identificação
organizacional. Nesse sentido, centraremos a nossa atenção na análise de algumas
consequências da identificação organizacional para o bem-estar dos indivíduos, mais
especificamente nos seus potenciais efeitos nefastos para a harmonização entre o trabalho e a
vida familiar do trabalhador. Ainda nessa terceira parte examinaremos o impacto da
identificação no conteúdo das trocas sociais que ocorrem em contexto organizacional. Por
último, na quarta parte desta dissertação, desenvolveremos algumas conclusões gerais a retirar
deste trabalho.This thesis aims to analyse the organizational identification (OI) phenomenon
regarding: (a) the clarification of the concept; (b) the comprehension of the process of its
development, maintenance and change through time; (c) the development and validation of a
possible OI predictors’ model; and (c) the analysis of organizational identification
consequences’ for the individuals and for the content of the social exchange they establish
with the organization. Therefore, this work will be divided in four main parts. In the first part
we will present a literature review aimed to theoretically clarify the IO construct, delineate its
conceptual borders and understand the main functions that this type of attachment assumes for
the individual. This first part culminates with a proposal of a conceptual model of analysis of
the process of development, maintenance and change of organizational identification through
time and in the different situations people experiment in their life. In the second part, we will
describe the set of empirical studies developed in order to construct and validate an integrated
model of contextual IO predictors’. Already in the third part of this dissertation we will
describe the empirical research developed in order to explore some of the IO consequences’.
Therefore, we will evaluate some of the consequences of being identified with the working
organization to the well-being of the individuals. More specifically, we will focus on its
potentially negative effects to the balance people are able to reach between their work and
their family life. Still in the third part, we will examine organizational identification’s impact
in the content of the social exchanges that take place in organizational contexts. Lastly, in the
fourth part we will draw some overall conclusions of this work
O fenómeno da identificação organizacional: contributos para a sua explicação
Full text linkCódigos de classificação (American Psychological Association):
3660 Comportamento Organizacional; 3650 Atitudes e Satisfação com o TrabalhoEsta dissertação tem como objectivo analisar o fenómeno da identificação
organizacional tendo em conta: (a) o enquadramento teórico do construto da identificação
organizacional; (b) a compreensão do processo de desenvolvimento e manutenção, ou
mudança, da identificação organizacional ao longo do tempo; (c) a construção e validação de
um possível modelo de preditores da identificação organizacional; e (d) a análise das
consequências da identificação organizacional para os indivíduos e para o conteúdo da troca
social que o indivíduo estabelece com a organização. Para tal, este trabalho será dividido em
quatro partes. Numa primeira parte procederemos à apresentação de uma revisão de literatura
com o objectivo de clarificar conceptualmente o construto da identificação organizacional,
delimitar as suas fronteiras e perceber as funções que esta forma de vinculação pode
desempenhar para o indivíduo. Esta primeira parte culmina numa proposta de modelo
conceptual de análise do processo de desenvolvimento, expressão, manutenção e mudança da
identificação organizacional ao longo do tempo e das situações vivenciadas pelo indivíduo.
Na segunda parte descreveremos os estudos empíricos desenvolvidos com o objectivo de
construir e validar um modelo integrado de preditores contextuais da identificação
organizacional. Já na terceira parte desta dissertação descreveremos os estudos empíricos que
levámos a cabo com o propósito de examinarmos algumas consequências da identificação
organizacional. Nesse sentido, centraremos a nossa atenção na análise de algumas
consequências da identificação organizacional para o bem-estar dos indivíduos, mais
especificamente nos seus potenciais efeitos nefastos para a harmonização entre o trabalho e a
vida familiar do trabalhador. Ainda nessa terceira parte examinaremos o impacto da
identificação no conteúdo das trocas sociais que ocorrem em contexto organizacional. Por
último, na quarta parte desta dissertação, desenvolveremos algumas conclusões gerais a retirar
deste trabalho.This thesis aims to analyse the organizational identification (OI) phenomenon
regarding: (a) the clarification of the concept; (b) the comprehension of the process of its
development, maintenance and change through time; (c) the development and validation of a
possible OI predictors’ model; and (c) the analysis of organizational identification
consequences’ for the individuals and for the content of the social exchange they establish
with the organization. Therefore, this work will be divided in four main parts. In the first part
we will present a literature review aimed to theoretically clarify the IO construct, delineate its
conceptual borders and understand the main functions that this type of attachment assumes for
the individual. This first part culminates with a proposal of a conceptual model of analysis of
the process of development, maintenance and change of organizational identification through
time and in the different situations people experiment in their life. In the second part, we will
describe the set of empirical studies developed in order to construct and validate an integrated
model of contextual IO predictors’. Already in the third part of this dissertation we will
describe the empirical research developed in order to explore some of the IO consequences’.
Therefore, we will evaluate some of the consequences of being identified with the working
organization to the well-being of the individuals. More specifically, we will focus on its
potentially negative effects to the balance people are able to reach between their work and
their family life. Still in the third part, we will examine organizational identification’s impact
in the content of the social exchanges that take place in organizational contexts. Lastly, in the
fourth part we will draw some overall conclusions of this work
Cashing in on your ‘Why’: The effects of value communication and charismatic communication on crowdfunding success on Kickstarter.com
No full text
EMPOWERING LEADERSHIP AND EMPLOYEES' ACHIEVEMENT MOTIVATIONS: THE ROLE OF SELF-EFFICACY AND GOAL ORIENTATIONS IN THE EMPOWERING LEADERSHIP PROCESS
No full textEmpowering leadership, the process of engaging in behaviors that enable sharing power with an employee, is both "en vogue" and a promising lever for organizations to bring out the best in employees. Yet, being an effective empowering leader is as challenging as it is important. This dissertation aims to advance our knowledge of when and why empowering leadership is most effective. Specifically, in three studies this dissertation examines the rôle of employees' achievement motivations (i.e., self-efficacy and goal orientations) as boundary conditions of empowering leadership and identifies key processes that link empowering leadership to individual performance.
The first study examines the question whether empowering leadership would have a decreasing marginal effect on employee performance and might be overburdening for employees at too high levels. Moreover, we argue that employees' generalized work-role self-efficacy beliefs would qualify this relationship. Our fmdings from a multi-source field study in the U.S.A. support this view. It shows that empowering leadership has a positive, decreasing effect on employees' creativity and in-role performance for employees low on work-role self-efficacy, but no effect for employees high on work-role self-efficacy.
The second study focusses on employees' goal orientations as déterminants of employees' sensitivity for empowering leadership's implications for the psychological states of meaning and compétence, and on how these states relate to creativity and in-role performance, respectively. We posit that empowering leadership positively effects job meaningfulness and, subsequently, creativity for employees high on learning goal orientation. For employees high on performance orientation, we predict that empowering leadership impacts in-role performance via the psychological state of compétence. Results from a multi-source field study in the Netherlands confirm our prédictions for both the learning and performance avoid goal orientations.
The third study investigates a cross-level effect of team empowering versus directive leadership on individual creativity. We propose that empowering leadership triggers a team coordination process and predict that - depending on their goal orientations - team members would vary in the extent to which their individual creativity benefit from this process. In a laboratory group experiment we find that team members with a learning goal orientation benefit more from empowering leadership and team direction of information
exchange than do team members holding performance goal orientations.
--
Le leadership d'habilitation ou « empowering leadership » est le processus par lequel un leader partage son pouvoir avec un employé. Ce style de leadership est à la fois en vogue et prometteur pour les entreprises désirant valoriser au mieux les capacités de leurs employés. Cependant, le développement d'un leadership d'habilitation efficace s'avère aussi difficile qu'important. Cette thèse a pour but de mieux comprendre les conditions dans lesquelles le leadership d'habilitation est efficace, et pourquoi. Plus précisément, cette thèse examine à travers trois études le rôle des motivations d'accomplissement des individus (c.- à-d., orientation envers les buts et croyance d'auto-efficacité) comme étant nécessaire pour que le leadership d'habilitation puisse produire ses effets bénéfiques, et identifie les processus clefs liant le leadership d'habilitation à la performance des individus.
La première étude examine si le leadership d'habilitation n'aurait pas un impact marginal et dégressif sur la performance des employés, voire accablant si son utilisation est excessive. De plus, nous argumentons que cette relation est modérée par la croyance d'auto- efficacité généralisée des employés concernant leur rôle au travail. A travers une étude menée sur le terrain aux Etats-Unis, nous démontrons que le leadership d'habilitation a un effet positif décroissant sur la créativité des employés, ainsi que sur leur performance au travail, et ce, dans le seul cas d'une faible croyance d'auto-efficacité.
Concernant la deuxième étude, nous argumentons que l'orientation envers les buts est cruciale pour le déploiement de la sensibilité des employés concernant les implications du leadership d'habilitation en termes d'états psychologiques relatifs à la signification et à la compétence, et que ces états agiraient respectivement sur la créativité et la performance au travail des employés. Nous postulons que le leadership d'habilitation aurait un effet positif sur l'importance donnée au poste occupé, ce qui amènerait à plus de créativité chez les ettiployés ayant une forte orientation envers les buts d'apprentissage et impacterait la performance au travail à travers un état psychologique de compétence chez les employés ayant une forte orientation envers la performance. Les résultats d'une étude menée sur le terrain au Pays-Bas supportent nos prédictions concernant l'orientation envers les buts d'apprentissage et de performance.
La troisième étude examine l'effet du leadership d'habilitation d'équipe versus du leadership directif sur la créativité des individus. Nous proposons que le leadership d'habilitation déclenche un processus de coordination d'équipe et prédisons que les membres d'une équipe ne bénéficieront pas tous de la même manière de ce que ce processus peut apporter à leur créativité selon leurs orientations envers les buts. Les résultats d'une expérience menée en laboratoire démontrent que les membres d'un groupe ayant une orientation envers les buts d'apprentissage ont bénéficié davantage du leadership d'habilitation et de la direction de l'équipe quant à l'échange d'information que les membres d'équipe ayant une orientation envers des buts de performance
- …
