Does Authorization Have to Be Omnipotent? The “Double-Edged Sword” Effect of Empowering Leadership on Employee’s Behavior

Ni, Xiaofeng

doi:10.4236/jss.2020.83007

Cited by 2 publications

(2 citation statements)

References 43 publications

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“…The Relationship Between Empowering Leadership and Job Stress According to Ni (2020), empowering leadership can have a positive impact on employees and the organization, or it can lead to potentially negative impacts. Among other things, research has found that the empowering behavior of leaders in organizations significantly affects employees' job stress (Tripathi and Bharadwaja, 2020).…”

Section: Research Hypothesismentioning

confidence: 99%

The Impact of Empowering Leadership on Preschool Teachers’ Job Well-Being in the Context of COVID-19: A Perspective Based on Job Demands-Resources Model

Nong

Hong

2022

Front. Psychol.

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The COVID-19 epidemic in the early 2020s is making a big difference for educators around the world. For the past 2 years, the curriculum and working patterns have been overturned in response to this epidemic, which has brought unprecedented challenges and physical and mental stress to preschool teachers. This situation can have a drastic impact on the acquisition of job well-being for preschool teachers. During this special time, the leader’s management style will also influence the psychological feelings of the organization’s staff. For example, empowering leadership is an important management function that empowers subordinates, emphasizes the meaning of work, promotes participation in decision-making, and expresses confidence. Therefore, in the current COVID-19 pandemic context, it is worthwhile to explore the topic of empowering leadership to ensure preschool teachers’ well-being, by balancing work demands and work resources in a way that facilitates a sense of organizational support and reduces job stress, while relatively fewer studies have been conducted on the relationship between preschool teachers’ job well-being in the context of the COVID-19 pandemic. Based on this, this study proposed a research model from the theoretical perspective of the Job Demands-Resources Model to explore the influence of empowering leadership, sense of organizational support, and job stress on preschool teachers’ job well-being in the context of the COVID-19 pandemic. To achieve the purpose of this study, a convenience sampling method was used to invite 500 preschool teachers in China to complete a questionnaire survey, and after removing invalid samples and data with incomplete answers, reliability and validity analyses and model fit tests were conducted, followed by a structural equation modeling method for path analysis. The results of the study showed that (1) in the kindergarten work context, empowering leadership showed a significant negative effect on job stress, but a significant positive effect on job well-being and a significant positive effect on sense of organizational support. (2) Sense of organizational support had a significant negative effect on job stress but a significant positive effect on preschool teachers’ job well-being. (3) Preschool teachers’ job stress and job well-being showed a significant negative effect. The contribution of this study was to explore the relationship between understanding leadership empowerment and preschool teachers’ job well-being in the context of the COVID-19 pandemic based on the Job Demands-Resources Model, which will facilitate educational organizational contexts to empower preschool teachers to work harder to reduce their job stress as well as enhance their sense of organizational support and promote the acquisition of job well-being.

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Section: Research Hypothesismentioning

confidence: 99%

The Impact of Empowering Leadership on Preschool Teachers’ Job Well-Being in the Context of COVID-19: A Perspective Based on Job Demands-Resources Model

Nong

Hong

2022

Front. Psychol.

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“…PAL is a leadership style in which leaders and followers come together to solve problems and make decisions (Sagnak, 2016). The literature is inconclusive about the effect of PAL on employee outcomes (Ni, 2020). A body of research finds that PAL can stimulate employee intrinsic motivation, innovation behaviour, work performance and job satisfaction (Chan, 2019;Usman, et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Participative Leadership and Employee Job Satisfaction: The Mediating Effects of Psychological Empowerment and Work Engagement

Fatoki

2023

Foundations of Management

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The study examines the relationship between participative leadership (PAL) and employee job satisfaction in small, medium and micro enterprises (SMMEs). In addition, the study investigates whether psychological empowerment and work engagement can mediate the relationship between PAL and job satisfaction. The quantitative research design is adopted for the study and the cross-sectional survey method is used for data collection. The hypotheses of the study are tested using the partial least square structural equation modelling (PLS SEM). The results of the empirical study indicate that PAL is positively related to job satisfaction. The mediating effects of psychological empowerment and work engagement are significant. Theoretically, the study develops a unique model that shows that both psychological empowerment and work engagement are mechanisms through which PAL can affect job satisfaction. Practically, the study recommends that owners/managers of small firms should attend training on leadership.

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Does Authorization Have to Be Omnipotent? The “Double-Edged Sword” Effect of Empowering Leadership on Employee’s Behavior

Cited by 2 publications

References 43 publications

The Impact of Empowering Leadership on Preschool Teachers’ Job Well-Being in the Context of COVID-19: A Perspective Based on Job Demands-Resources Model

The Impact of Empowering Leadership on Preschool Teachers’ Job Well-Being in the Context of COVID-19: A Perspective Based on Job Demands-Resources Model

Participative Leadership and Employee Job Satisfaction: The Mediating Effects of Psychological Empowerment and Work Engagement

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