Generativity and balance in leadership

Ghislieri, Chiara; Gatti, Paola

doi:10.1177/1742715012441177

Cited by 21 publications

(19 citation statements)

References 72 publications

(119 reference statements)

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“…Taking measures which facilitate F.AE seems to have a very positive impact on their JS. This could be supported, for instance, by a transformational style of leadership, whose main aim is to transform followers into new leaders [ 81 ], or by a generative style of leadership, which, in the idea of “balance”, finds space for followers, for the relationship with them and for their initiative [ 82 ].…”

Section: Discussionmentioning

confidence: 99%

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

2017

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The study investigated two followership behaviors, followers’ active engagement and followers’ independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources—workload and emotional dissonance for job demands, and meaningful work for job resources—which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers’ active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers’ independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers’ behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization.

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Section: Discussionmentioning

confidence: 99%

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

2017

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“…Considering the role of managers and supervisors, this study investigated the dark side of leadership and its consequences for followers [27,28]. Although literature has traditionally focused on positive leaders' behaviours and the most popular leadership theories can be considered positive, transformational [29], ethical [30], authentic [31], or sustainable leaderships [32], scholars reported a strong prevalence of leaders' destructive behaviours in organizations and called for a deeper investigation of their characteristics and outcomes.…”

Section: Destructive Leadershipmentioning

confidence: 99%

“…Nevertheless, according to some authors, preventing destructive leadership may be even more important than promoting positive aspects of leadership [34], considering that negative events in social interactions may have stronger effects compared with positive episodes [69]. Training programmes aimed at developing positive leadership skills and preventing destructive leadership styles should be in the form of both classical classroom, in order to foster sustainable development at the group level [1], and individual training, through the use of mentoring and coaching techniques [27].…”

Section: Practical Implicationsmentioning

confidence: 99%

Unsustainable Working Conditions: The Association of Destructive Leadership, Use of Technology, and Workload with Workaholism and Exhaustion

2019

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Job demands typical of the current working environments and negative leadership styles may be considered unsustainable factors able to decrease workers well-being. Moreover, contrary to the idea that workaholism is an innate individual characteristic, a recent perspective considers the working context able to foster its insurgence. In order to investigate unsustainable dynamics within organizations, this study aimed at examining whether (1) destructive leadership increases workload and supplemental work supported by technology, (2) the three job demands increases workaholism, and (3) workaholism mediates their relationship with exhaustion. A convenience sample of 432 workers filled in a self-report questionnaire. The structural equation model results showed a positive relationship between destructive leadership and workload, off-work hour Technology-Assisted Job Demand (off-TAJD), and workaholism. Moreover, both workload and off-TAJD partially mediated the relationship between destructive leadership and workaholism. Finally, workaholism was a mediator between the three demands and exhaustion. The study confirmed a positive association between job demands and workaholism, and, in turn, their association with exhaustion, highlighting in particular the role of two under-investigated determinants, namely destructive leadership and off-TAJD, as unsustainable working conditions. Despite limitations, above all the cross-sectional design, this study provided useful indications for research and practice.

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“…). To this end, teamwork‐training initiatives could also be accompanied by individual counselling, coaching and mentoring (Ghislieri & Gatti ).…”

Section: Implications For Nursing Managementmentioning

confidence: 99%

Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash

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Generativity and balance in leadership

Cited by 21 publications

References 72 publications

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

Unsustainable Working Conditions: The Association of Destructive Leadership, Use of Technology, and Workload with Workaholism and Exhaustion

Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash

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