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Authentic Leadership: Development and Validation of a Theory-Based Measure †
"... This study developed and tested a theory-based measure of authentic leadership using five ..."
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This study developed and tested a theory-based measure of authentic leadership using five
Promoting more integrative strategies for leadership theory building
- American Psychologist
, 2007
"... The agenda for theory and research in the field of leader-ship studies has evolved over the last 100 years from focuses on the internal dispositions associated with effec-tive leaders to broader inquiries that include emphases on the cognitions, attributes, behaviors, and contexts in which leaders a ..."
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The agenda for theory and research in the field of leader-ship studies has evolved over the last 100 years from focuses on the internal dispositions associated with effec-tive leaders to broader inquiries that include emphases on the cognitions, attributes, behaviors, and contexts in which leaders and followers are dynamically embedded and in-teract over time. Leadership theory and research has reached a point in its development at which it needs to move to the next level of integration—considering the dynamic interplay between leaders and followers, taking into account the prior, current, and emerging context—for continued progress to be made in advancing both the science and practice of leadership.
The psychological capital of Chinese workers: Exploring the relationship with performance
- Management and Organization Review
, 2005
"... abstract Everyone knows about China’s huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological cap ..."
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abstract Everyone knows about China’s huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological capital of Chinese workers and their performance has been largely ignored. Within the context of three factories (two private and one state-owned) in the People’s Republic of China, this exploratory study examined the relationship of a sample (n = 422) of Chinese workers ’ positive psychological capital states and their performance. Results indicated the workers’ positive states of hope, optimism, and resiliency, separately and when the three were combined into a core construct of psychological capital, significantly correlated with their performance, as rated by their supervisors. An analysis of workers in one of the factories (n = 272) also found a significant relationship between the workers ’ positive psychological capital and the performance outcome of relative merit-based salary. Limitations, future research, and practical implications conclude the article.
Workplace incivility: Impacts on individual and organizational performance
- Human Resource Development Review
, 2008
"... Although workplace incivility has been found to negatively impact individ-ual and organizational performance and interfere with the creation of a civil and respectful workplace, the phenomenon has been largely over-looked by the field of human resource development (HRD). This article reviewed the wo ..."
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Although workplace incivility has been found to negatively impact individ-ual and organizational performance and interfere with the creation of a civil and respectful workplace, the phenomenon has been largely over-looked by the field of human resource development (HRD). This article reviewed the workplace incivility literature to provide a better understand-ing of the characteristics, prevalence, trends, causes, and impacts of this phenomenon in contemporary workplaces. The review indicates that work-place incivility frequently occurs and is harmful; however, it is generally not well understood and accordingly not recognized as an issue needing attending. Therefore, this article calls for research attention from HRD scholars. The authors further provide HRD practitioners some guidelines that may assist them in identifying and dealing with uncivil behaviors at work and ultimately bringing out the desired individual and organizational performance.
Authentic Leadership and Positive Psychological Capital: The Mediating Role of Trust at the Group Level of Analysis
- Journal of Leadership & Organizational Studies
, 2009
"... The importance of authentic approaches to lead-ership is far reaching in both the research and practi-tioner domains. Economic, geo-political, and techno-logical developments over the past few decades have placed demands on leaders that require them to be transparent, be aware of their values, and g ..."
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The importance of authentic approaches to lead-ership is far reaching in both the research and practi-tioner domains. Economic, geo-political, and techno-logical developments over the past few decades have placed demands on leaders that require them to be transparent, be aware of their values, and guide orga-nizations with a moral/ethical perspective. In turn, or-ganizations are looking to extant research to determine how to select and develop leaders that will add com-petitive advantage not only by impacting the short-term bottom line but also by leading with values that reflect those of stakeholders and creating a long- term vision. Management scholars have responded to these calls by pursuing research in both authentic leadership and positive psychological capital. Authentic leader-
Authentic development: Leadership development level and executive effectiveness
- In
, 2005
"... Based on research with 21 top executives, we have identified a measurable characteristic that highly effective leaders have in common: Leadership Development Level (or LDL). LDLs are developmental levels of matu-rity that shape the mental and moral capacities of the leader. While the highest LDLs ar ..."
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Based on research with 21 top executives, we have identified a measurable characteristic that highly effective leaders have in common: Leadership Development Level (or LDL). LDLs are developmental levels of matu-rity that shape the mental and moral capacities of the leader. While the highest LDLs are associated with authentic leadership, the theory behind LDL focuses on the leader’s developmental understanding of his or her world, and how that understanding differs at each LDL. In this way, LDL describes the process by which leaders become authentic leaders. In this chapter, we explain what LDL is, how it works, and it’s utility for un-derstanding leadership development and leader effectiveness. Over the past century we have struggled with how to accurately identify and develop future leaders. The truth is we often know effective leadership when we see it and most of us know from experience the impact of poor leadership
Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base. Paper presented at the First World Congress on Positive
, 2009
"... The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among various areas of inquiry, research and scholarship about good work and positive organizations has received considerable attention from both researchers ..."
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The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among various areas of inquiry, research and scholarship about good work and positive organizations has received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001-2008 on good work and positive organizations to provide a detailed picture of the current state of the new field. This review sought to discover the overall growth rate, trends in the literature, and to identify where, by whom, and on which topics the literature has been published. The findings suggest there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to good work and positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.
The Contribution of Emotional and Spiritual intelligences to Effective Business Leadership. Doctoral dissertation, Institute of Transpersonal Psychology, http://yosiamram.net/docs/EI_and _SI_in_Leadership_Amram_Dissert. pdf 25.10.2011
, 2009
"... I certify that I have read and approved the content and presentation of this dissertation: ..."
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I certify that I have read and approved the content and presentation of this dissertation:
Promoting authentic behavior in organizations: An attributional perspective
- 8 Management Communication Quarterly at PENNSYLVANIA STATE UNIV on May 17, 2016mcq.sagepub.comDownloaded from
, 2006
"... Building on recent theories of authentic leadership, we introduce an attributional framework for understanding authenticity. It is proposed that authenticity implies an accurate and balanced attribution style- a relationship that we argue has been overlooked in past research on authentic leadership. ..."
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Building on recent theories of authentic leadership, we introduce an attributional framework for understanding authenticity. It is proposed that authenticity implies an accurate and balanced attribution style- a relationship that we argue has been overlooked in past research on authentic leadership. We also suggest that organizations can take an active role in the development of authentic leaders by making leaders aware of the factors that might promote inaccurate attributions. Several techniques for accomplishing this goal are described along with suggestions for future research on the construct of authenticity. On March 15, 2005, Bernard Ebbers, the former CEO of the WorldCom corporation was convicted on charges of conspiracy, securities fraud, and lying to regulators. The conviction marked the end of a prolonged investigation into one of the largest ethical scandals and corporate bankruptcies in modern history. The verdict also indicated that the fraud that undermined WorldCom was at least partially orchestrated by the company’s leader. Despite the conviction and evidence that Ebbers permitted fraudulent accounting as a means of protecting his own investment in the company, the former leader and his attorneys maintained that other organizational members were to blame (Crawford, 2005). This case is emblematic of the tendency of some leaders to pursue self-interested goals. at the expense of other organizational stakeholders, and the proclivity of these leaders to blame others for the negative outcomes that result. Recent scandals involving organizational leaders have brought about a renewed interest in
Authentic leadership, empowerment and burnout: a comparison in new graduates and experienced nurses
- Journal of Nursing Management
, 2012
"... Aim To examine the effect of authentic leadership and structural empowerment on the emotional exhaustion and cynicism of new graduates and experienced acute-care nurses. Background Employee empowerment is a fundamental component of healthy work environments that promote nurse health and retention, a ..."
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Aim To examine the effect of authentic leadership and structural empowerment on the emotional exhaustion and cynicism of new graduates and experienced acute-care nurses. Background Employee empowerment is a fundamental component of healthy work environments that promote nurse health and retention, and nursing leadership is key to creating these environments. Method In a secondary analysis of data from two studies we compared the pattern of relationships among study variables in two Ontario groups: 342 new graduates with <2 years of experience and 273 nurses with more than 2 years of experience. Results A multi-group path analysis using Structural Equation Modelling indicated an acceptable fit of the final model (v2 = 17.52, df = 2, P < 0.001, CFI = 0.97, IFI = 0.97 and RMSEA = 0.11). Authentic leadership significantly and negatively influenced emotional exhaustion and cynicism through workplace empowerment in both groups. Conclusions The authentic behaviour of nursing leaders was important to nurses ’ perceptions of structurally empowering conditions in their work environments, regardless of experience level, and ultimately contributed to lower levels of emotional exhaustion and cynicism. Implications for nursing management Leadership training for nurse managers may help develop the empowering work environments required in todays health-care organizations in order to attract and retain nurses. 3
