Effect of authentic leadership on employee creativity in project-based organizations with the mediating roles of work engagement and psychological empowerment

Mubarak, Fozia; Noor, Ayesha

doi:10.1080/23311975.2018.1429348

Cited by 77 publications

(69 citation statements)

References 53 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Individual consideration represents the attention and treatment provided by the superiors to the subordinates. Mubarak and Noor (2018) reveal that transformational leadership has a positive effect on job involvement. Similar finding is discovered in the studies by Evelyn and Hazel (2015); Engelbrecht et al (2014); Othman et al (2017); Ariyani & Hidayat (2018), Akanji et al (2018); as well as Ansari (2014).…”

Section: Transformational Leadership and Job Involvementmentioning

confidence: 91%

The effect of transformational leadership, organizational communication and job involvement toward withdrawal behavior

Basyir¹,

Madhakomala²,

Handaru³

2020

10.5267/j.msl

View full text Add to dashboard Cite

The objective of this causal research was to obtain information concerning: 1. the negative effect of leadership transformational toward withdrawal behavior, 2. the negative effect of organizational communication toward withdrawal behavior, 3 the negative effect of job involvement toward withdrawal behavior, 4. the positive effect of transformational leadership toward job involvement, and 5. the positive effect of organizational communication toward job involvement. The research was conducted by SEM method for testing the hypotheses. In this research, state civil apparatus at the Regional Secretariat of the Southeast Sulawesi has been chosen as a unit analysis and 215 samples of employees were selected randomly. The results of the research are as follows: (1) there is a negative effect of leadership transformational toward withdrawal behavior; (2) there is a negative effect of organizational communication toward withdrawal behavior; (3) there is a negative effect of job involvement toward withdrawal behavior; (4) there is a positive effect of transformational leadership toward job involvement; (5) there is a positive effect of organizational communication toward job involvement.

show abstract

Section: Transformational Leadership and Job Involvementmentioning

confidence: 91%

The effect of transformational leadership, organizational communication and job involvement toward withdrawal behavior

Basyir¹,

Madhakomala²,

Handaru³

2020

10.5267/j.msl

View full text Add to dashboard Cite

show abstract

“…Leadership can be described as the combination of figurative, inventive, inspiring leadership, emotional and moral values, individualized attention (Sholikhah, Wang, & Li, 2019) that build and improve employees' abilities and skills, guide and encourage them to increase their commitment to the organization, motivate them to keep involved aiming towards achieving organizational goals (Xiao, Zhang, & de Pablos, 2017;Waris et al, 2018). Leadership can empower individuals to achieve the desired goals (Heldal & Antonsen, 2014;Waris et al, 2018), and to raise innovation and creativity (Mubarak & Noor, 2018). Leadership is considered as a key factor that contributes to the success of the team's work through supportive and encouraging relationship with the team which leads to the improvement of the organization's performance (Heldal & Antonsen, 2014;Mubarak & Noor, 2018).…”

Section: Theoretical Framework and Hypothesismentioning

confidence: 99%

“…Leadership can empower individuals to achieve the desired goals (Heldal & Antonsen, 2014;Waris et al, 2018), and to raise innovation and creativity (Mubarak & Noor, 2018). Leadership is considered as a key factor that contributes to the success of the team's work through supportive and encouraging relationship with the team which leads to the improvement of the organization's performance (Heldal & Antonsen, 2014;Mubarak & Noor, 2018). Summing up scientists' insights, leadership can be defined as the power and the process by which leaders influence, guide, empower and encourage individuals through maintaining supportive relationship with them and facilitating their activities (Heldal & Antonsen, 2014;Waris et al, 2018;Mubarak & Noor, 2018) in order to raise innovation and creativity which lead to accomplishing the organization's desired objectives and to improve the organization's overall performance (Heldal & Antonsen, 2014;Najmi, A. R. Kadir, & M. I.…”

Section: Theoretical Framework and Hypothesismentioning

confidence: 99%

“…Summing up scientists' insights, leadership can be defined as the power and the process by which leaders influence, guide, empower and encourage individuals through maintaining supportive relationship with them and facilitating their activities (Heldal & Antonsen, 2014;Waris et al, 2018;Mubarak & Noor, 2018) in order to raise innovation and creativity which lead to accomplishing the organization's desired objectives and to improve the organization's overall performance (Heldal & Antonsen, 2014;Najmi, A. R. Kadir, & M. I. A. Kadir, 2017;Mubarak & Noor, 2018;Waris et al, 2018;Sholikhah et al, 2019). The aspirations of leaders should be to build an environment that encourages employees to innovate, experiment, generate new ideas and create new knowledge (Millar, Chen, & Waller, 2017).…”

Section: Theoretical Framework and Hypothesismentioning

confidence: 99%

“…Authentic leaders help other individuals inside the organization to get involved and make good relationships at work in order to confront with the work environment. Authentic leaders are characterized by their self-regulation system of values, their ethical decision-making process, their understanding of the strengths and weaknesses they possess, and their knowledge sharing among their followers (Mubarak & Noor, 2018;Seidel, Saurin, Tortorella, & Marodin, 2019;Adigüzel, & Kuloğlu, 2019). Laissez-faire leaders have no influence over other individuals in the organization since they do not interact with the employees and do not set clear the goals and the expectations to them as well (Guhr et al, 2018;Breevaart & Zacher, 2019).…”

Section: Theoretical Framework and Hypothesismentioning

confidence: 99%

See 2 more Smart Citations

Impact of Knowledge Oriented Leadership on Knowledge Management Processes in the Middle Eastern Audit and Consulting Companies

Raudeliūnienė

Kordab

2019

Business, Management and Education

View full text Add to dashboard Cite

Purpose -this article aims to evaluate the influence of knowledge oriented leadership on knowledge management processes and the influence of those processes on the performance of the Middle Eastern audit and consulting companies.Research methodology -analysis of scientific literature, structural equation modelling and expert evaluation (structured questionnaire) were used in order to create hypotheses and research model, to collect data from the audit and consulting companies' experts and to test research model and related hypotheses.Findings -the results of this research supported eight out of ten suggested hypotheses. Empirical evidence shows that leadership has a positive impact on knowledge acquisition, storage, and sharing processes in the Middle Eastern audit and consulting companies and knowledge management processes (creation, acquisition, sharing, storage and application) have positive influence on organizational performance.Research limitations -conducting the research in the Middle Eastern audit and consulting companies limits the possibility of generalizing the results to other types of businesses sectors as well as other geographical areas.Practical implications -conducted research results have practical value for audit and consulting companies as this study analyses the concept of knowledge oriented leadership and its impact on knowledge management processes and organizational performance.Originality/Value -this research investigated one of rare studies in the Middle East business sector, where the audit and consulting companies' performance affected by the knowledge management processes was assessed considering knowledge oriented leadership as an influential factor that affects the knowledge management processes implementation.

show abstract

Employee engagement and organizational change initiatives: Does transformational leadership, valence, and trust make a difference?

Islam¹,

Furuoka²,

Idris³

2021

Glob Bus Org Exc

View full text Add to dashboard Cite

The research investigates the role of transformationalleadership in enhancing employee engagement during organizational change, and the individual and sequential mediating role of valence and trust in leadership. Based on cross‐sectional data from a survey of employees in Bangladesh's banking sector, the study uses structural equation modeling to test four hypotheses related to employee engagement and organizational change. The results showed that transformational leadership positively associated with employee engagement, and that both valence and trust in leadership individually and sequentially mediate the relationship between transformational leadership and employee engagement. The research contributes to the areas of organizational change management and human resource management by clarifying the impact of transformational leadership on employee engagement. It also provides practical guidance on improving employee engagement in Bangladesh's banking sector, and elsewhere, during periods of organizational change.

show abstract

Effect of authentic leadership on employee creativity in project-based organizations with the mediating roles of work engagement and psychological empowerment

Cited by 77 publications

References 53 publications

The effect of transformational leadership, organizational communication and job involvement toward withdrawal behavior

The effect of transformational leadership, organizational communication and job involvement toward withdrawal behavior

Impact of Knowledge Oriented Leadership on Knowledge Management Processes in the Middle Eastern Audit and Consulting Companies

Employee engagement and organizational change initiatives: Does transformational leadership, valence, and trust make a difference?

Contact Info

Product

Resources

About