Elizabeth P. Karam, William L. Gardner, Daniel P. Gullifor, Lori L. Tribble and Mingwei Li
Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past…
Abstract
Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.
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Benediktus Margiadi and Amin Wibowo
The purpose of this study is to provide an extensive bibliometric literature review on authentic leadership as a term and concepts to deliver authentic leadership research with…
Abstract
The purpose of this study is to provide an extensive bibliometric literature review on authentic leadership as a term and concepts to deliver authentic leadership research with Publish and Perish (PoP) software, Mendeley software, and databases from Google Scholar index. Article located through PoP software based on a Scopus index database. A total of 122 articles refined and analyzed from various qualifying journals starts on January 1999 to December 2018 (20 years). The Mendeley software is used to help manage the references and brief resumes of each article. This chapter presents five clusters to review authentic leadership literature. The clustering process assisted by the VOSviewer software by matching words that often appear in each group, namely antecedents, commitment, performance, positive effects, organizational behavior, and leadership effectiveness. Each of these clusters shows authentic leadership research areas. The five clusters produced through the VOSviewer software provide an overview and research stream of the authentic leadership. Researchers and practitioners need to pay attention to trends and research areas in authentic leadership for improving authentic leadership development.
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Heidi K. Gardner and Melissa Valentine
This chapter examines collaboration among highly autonomous, powerful, professional peers to explain why the benefits of teamwork that scholars typically find in traditional teams…
Abstract
Purpose
This chapter examines collaboration among highly autonomous, powerful, professional peers to explain why the benefits of teamwork that scholars typically find in traditional teams may not apply. The chapter analyzes the perspectives of individual professionals to show that, in this setting, collaboration is often seen as more costly than rewarding for the individuals involved. It presents a conceptual framework exploring this paradox and suggests directions for future research to elaborate an underlying theory.
Methodology/approach
The chapter draws on extensive qualitative data from surveys and interviews in three professional service firms, including a top 100 global law firm, a boutique executive search firm, and a large, US-based commercial advisory firm. Findings are married integrated with organizational theory to develop testable propositions for future research.
Findings
Because senior professionals collaborate with peers who have the autonomy to choose to work collectively or independently, power and authority are not means to create a team or make it effective. Findings show how professionals interpret the relative costs and benefits of collaboration, and suggest that in most cases, senior professionals will not attempt it or give it up before collaborations can reap important benefits. Thus, short-term costs prevent opportunities to experience longer term benefits for many professionals. Yet, some professionals have figured out how to use “instrumental collaboration” to shift the balance in their favor. The chapter’s conceptual framework uses a longitudinal perspective to resolve this seeming paradox.
Research implications
The chapter presents a nascent theory of instrumental collaboration, including five testable hypotheses, an emergent conceptual framework, and suggestions for specific future research directions.
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Scott J. Allen, Marcy Levy Shankman and Rosanna F. Miguel
Emotionally intelligent leadership (EIL) theory combines relevant models, theories, and research in the areas of emotional intelligence (EI) and leadership. With an intentional…
Abstract
Emotionally intelligent leadership (EIL) theory combines relevant models, theories, and research in the areas of emotional intelligence (EI) and leadership. With an intentional focus on context, self and others, emotionally intelligent leaders facilitate the attainment of desired outcomes. The 21 capacities described by the theory equip individuals with the knowledge, skills, abilities, and other characteristics to achieve desired results. The purpose of this article is to propose an integrative, process-oriented EIL theory to provide a framework for conceptualizing and integrating future research and practice. The authors review and organize research and theory in emotional intelligence and leadership within the context of higher education, introduce the EIL model, and provide suggestions for future research. The article concludes with practical implications for leadership development in the context of higher education.
Barrie O. Pettman and Richard Dobbins
This issue is a selected bibliography covering the subject of leadership.
Abstract
This issue is a selected bibliography covering the subject of leadership.
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Authentic leadership and psychological ownership appear to be at somewhat similar stage of construct evolution. In the present study, the author asks two research questions…
Abstract
Purpose
Authentic leadership and psychological ownership appear to be at somewhat similar stage of construct evolution. In the present study, the author asks two research questions: first, how authentic leadership relates to psychological ownership and second, how dyadic duration influences this relationship. The paper aims to discuss these issues.
Design/methodology/approach
Using correlational research design, the author collected cross-sectional data from 182 Indian professionals working in various organizations in India. The author used structural equation modeling to test the study hypotheses.
Findings
The results showed that authentic leadership positively influenced organization-based promotive psychological ownership; however, it shared no relationship with preventive psychological ownership or territoriality. Relational transparency and self-awareness factorials of authentic leadership influenced belongingness and self-efficacy factorials of psychological ownership beyond what authentic leadership as the second-order factor could account for. Leader self-awareness negatively related to follower self-efficacy. Authentic leadership completely accounted for the effects of moral perspective and balanced processing factorials on psychological ownership. Dyadic duration was not found to have significant moderation effect.
Research limitations/implications
Overall, the findings imply that authentic leadership may make followers dependent and allow less relational substitutability. Moral perspective may be more central to authentic leadership construct than self-awareness. Moreover, it may not be appropriate to consider territoriality as a part of psychological ownership construct.
Originality/value
The author believes that it is the first study to investigate the factorial-level interrelations between authentic leadership and psychological ownership. It can help in advancing authentic leadership theory and refining psychological ownership construct.
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J. Elliott Sanders, Lu Wang and Douglas J. Gardner
The purpose of this study was to produce dimensionally accurate and reliable fused layer modeling (FLM) feedstock composed of an impact modified polypropylene matrix, compounded…
Abstract
Purpose
The purpose of this study was to produce dimensionally accurate and reliable fused layer modeling (FLM) feedstock composed of an impact modified polypropylene matrix, compounded with a cellulose nanofiber (CNF) reinforcement and coupled by a maleic anhydride coupling agent to produce comparable mechanical properties in comparison to the industry-standard method of injection molding (IM).
Design/methodology/approach
A spray dried CNF (SDCNF) was compounded with the polymer matrix using a masterbatch method. The composite was diluted with neat polymer and extruded into a filament and then printed into standardized mechanical testing samples. For comparison, the filament was chopped and standardized samples were produced with IM.
Findings
A loss in mechanical properties of up to 30% was observed in FLM samples. If normalized to reflect improved density from a part consolidation method, losses are reduced to 15% or show improvements in the neat polymer matrix.
Originality/value
Limited research has been done on producing FLM feedstock, reporting mechanical property results based on standardized testing and comparing the same material with IM.