The Relationship Between Leader/follower Congruence and Follower Commitment PDF Download
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Author: Daniel Abrego
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 350
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Book Description
Author: Daniel Abrego
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 350
Get Book Here
Book Description
Author:
Publisher:
ISBN:
Category : Electronic books
Languages : en
Pages : 48
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Book Description
Within organizations there are leaders and there are followers; if there were no followers then leaders would not have anyone to lead. However, leadership is not one person but instead a process in which followers can affect and inhibit leaders’ productivity in active ways. Thus, there is a need to study followers and their ability to impact leaders and organizations. Within academic research, the primary focus has been on leadership and what constitutes an effective leader.. Researchers recently have developed the concept of co-production of leadership beliefs (CPLBs), which are the beliefs that an individual holds that followers should partner with leaders to work together to achieve the highest levels of productivity. CPLB congruence may be successful in predicting leader and follower outcomes because CPLBs focus on how followers’ roles are viewed and how followers should behave in relation to leaders in organizations to assist in the leadership process. Survey data was collected from 69 established leader-subordinate dyads within two different organizations measuring CPLBs and outcomes, including liking, relationship quality, turnover intentions, employee voice, constructive resistance, job satisfaction, and job performance. Polynomial regression with response surface modeling was utilized to test the hypotheses. Twenty-seven polynomial regressions were investigated, and three regressions had significant R2 values. Results revealed that employee voice is highest when the leader has high levels of proactive CPLBs. Additionally, LMX rated by the follower was lowest when the leader had high levels of obedience CPLBs, especially when the follower had low levels of obedience CPLBs. Similar results were found for obedience CPLBs and followers’ liking of their leaders . These results suggest that the congruence of leader and follower CPLBs may not be as important as originally believed, but that leader CPLBs may be more impactful independently on follower outcomes. This was particularly the case for leaders’ obedience CPLBs, which were negatively related to follower constructive resistance, employee voice, followers’ liking of their leader, and follower-rated LMX. Future research should continue to clarify the importance of leader versus follower CPLBs and how they combine to predict relationship and performance outcomes.
Author: Einat Esformes
Publisher:
ISBN:
Category :
Languages : en
Pages : 82
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Book Description
Author: Danish Ahmed Siddiqui
Publisher:
ISBN:
Category :
Languages : en
Pages : 50
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Book Description
This study highlights the importance of leader word deed alignment in shaping employee's attitudes and behaviors. Leaders must be conscientious to acting consistently, establishing true expectations, and conversing unambiguously. Followers perceptions of their leaders integrity greatly affect their work outcomes. From the practical perception, this research reveal that it is imperative for the leaders to truly comprehend themselves in terms of their own qualities and faults and how that affects their followers - for leaders cannot accurately comprehend their followers if they don't comprehend their own selves. The fundamental aspects of the relationship between followers, their leaders, and the organizations are influenced by their perceptions of behavioral integrity.
Author: David Cooper
Publisher: Routledge
ISBN: 113638863X
Category : Business & Economics
Languages : en
Pages : 256
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Book Description
This text challenges management to adopt an approach that is conducive to improved employer/employee relations, and that will enhance the organizations ability to learn and compete within a knowledge-based economy. Practical measures and behaviour viewed as appropriate in an industrial, commercial, and public sector setting are discussed, analysed, and offered as good practice. Leadership for Follower Commitment provides: *research based case studies *a linking of theory, research, and practical managerial experience *an emphasis on psychological forces, employee motivation and perceptions of management action This text is invaluable to students studying Organizational Behaviour, Business (Occupational) Psychology, Human Resource Management, and Human Resource Development at both undergraduate and MSc/MBA level. It is central to Professional / executive development courses.
Author: Michael J. Everett
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Author: Rob Nielsen
Publisher: Routledge
ISBN: 1136494049
Category : Business & Economics
Languages : en
Pages : 129
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Book Description
The media is saturated with images of leaders as powerful, headstrong individuals, who are certain of their position and willing to do whatever it takes to achieve their organizational goals or personal ambitions. In reality, far too often, a leader’s ego gets in the way of sound decision making, adversely affecting the organization and the individuals involved. This insightful book, based on cutting edge research, advances a new model for understanding effective leadership. Nielsen, Marrone and Ferraro advocate the idea of leading with humility, a trait that is rarely discussed and frequently misunderstood. Humble leaders consider their own strengths, weaknesses and motives in making decisions, demonstrating concern for the common good, and exercising their influence for the benefit of all. Leading with Humility offers students and leaders clarity in understanding the connection between leadership and humility, and teaches them how to enhance their own abilities to become better leaders.
Author: Adele Grazi
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Using Social Identity Theory (Tajfel & Turner, 1979) as an explanatory framework, the present research seeks to assess the influence of "proactive behaviour congruence" between leader and follower, on the quality of their trust relationship. It further explores whether tie strength moderates the relation between leader-follower "proactive behaviour congruence" and trust. Finally, it attempts to understand how the resulting trust between the leader-follower dyad influences their affective relationship and the employees' choice to remain silent or speak-up. A combination of a vignette study (study1) and a cross-sectional field study (study2) were employed to test the research hypotheses. Results of Study 1 show dyadic proactive behaviour congruence is positively related to trust and positive affect; whereas dyadic incongruence is negatively related to trust and positive affect. The field study (study 2) revealed that high leader-follower proactive behaviour congruence is positively related to trust; whereas incongruence and low leader-follower proactive behaviour congruence is negatively related to trust. Tie strength moderates the relationship between "proactive behaviour congruence" and trust, in that it increases trust when there is a mismatch of perception or when congruence is low. Finally, acquiescent and defensive silence are negatively associated with trust while there was no significant relationship between trust and either voice or prosocial silence. The research extends the contention that social identity matching plays an important role in trust development and that identification is a distal antecedent of affect and employee silence. One implication of the findings is that identity congruence is an important factor in the leader-follower sense-making process. Repercussions for managers and leaders are expanded and several lines of future research are identified.
Author: Zhen Zhang
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Drawing upon prior research on proactive personality and person-environment fit, we examine the congruence effect of leader and follower proactive personality on leader-member exchange (LMX) quality, which in turn influences follower job satisfaction, affective commitment, and job performance. Results of cross-level polynomial regressions on 165 dyads supported the congruence effect hypothesis. Further, asymmetrical incongruence effects were found wherein followers had lower-quality LMX and poorer work outcomes when their proactive personality was lower than their leaders' as compared with when their proactive personality was higher. These findings highlight the pivotal role played by leaders in promoting employee proactivity at work.
Author: Michelle C. Bligh
Publisher: Routledge
ISBN: 1848726023
Category : Business & Economics
Languages : en
Pages : 354
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Book Description
Leaders face new challenges as they cope with changes in culture, technology and the workplace. In this edited volume, based on a conference at Claremont, scholars of leadership studies from three continents discuss the latest psychological research on interpersonal leader-follower relations. The book tackles the impact of distance - physical, interpersonal and social - on our organizations, governments and societies.
