Leader-follower congruence in proactive personality and work engagement: A polynomial regression analysis

Yang, Kejian; Yan, Xiaofei; Fan, Jieyi; Luo, Zhuojing

doi:10.1016/j.paid.2016.09.033

Cited by 46 publications

(34 citation statements)

References 24 publications

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“…Our results show that work engagement partially mediates the link between humble leadership and innovative behaviour. Numerous research has indicated that nurses' work engagement are critical to the quality and efficiency of care, but research has also pointed out that Chinese health care worker's work engagement is relatively low (Wang et al, ; Yang, Yan, Fan, & Luo, ). As such, Chinese researchers are increasingly interested in investigating factors motivating health care worker's work engagement.…”

Section: Discussionmentioning

confidence: 99%

Humble leadership and innovative behaviour among Chinese nurses: The mediating role of work engagement

et al. 2019

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Aim This study aimed to investigate the effect of humble leadership on innovative behaviour among Chinese nurses and to examine the mediating role of work engagement in this relationship. Background Nurses' innovative behaviour and work engagement are critical to the quality of health care services. Although research has established that leadership is beneficial for individuals, teams and organisations, it's less clear whether humble leadership could promote innovative behaviour and work engagement among nurses. Methods The data were collected in China. A sample of 377 nurses completed measures of humble leadership, innovative behaviour and the Utrecht Work Engagement Scale. Structural equation model was adopted to verify the research hypotheses. Results Humble leadership was significantly and positively related to nurses' innovative behaviour and work engagement (p < .01). And work engagement partially mediated the association between humble leadership and innovative behaviour. Conclusion Humble leaders are critical to enhancing nurses' innovative behaviour, and work engagement plays an intervening mechanism explaining how humble leaders promote innovative behaviour among nurses. Implications for nursing management Hospital managers should pay attention to improve head nurses' humble leadership, which could lead to a higher level of innovative behaviour and work engagement among nurse.

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Section: Discussionmentioning

confidence: 99%

Humble leadership and innovative behaviour among Chinese nurses: The mediating role of work engagement

et al. 2019

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“…Third, this study demonstrates that loose–tight ambidextrous leadership still caters to the ‘optimum matching principle’, that is effect of congruence is better than incongruence ( Yang et al, 2017 ). Dyadic congruence at high versus low levels of ambidextrous leadership leads to differentiated LMX quality.…”

Section: Discussionmentioning

confidence: 80%

Ambidextrous Leadership and Employee Work Outcomes: A Paradox Theory Perspective

et al. 2020

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Numerous studies have examined the influence of ambidextrous leadership on employee work outcomes, but few have explored the issue through the congruence or incongruence of two seemingly conflicting leadership styles. Based on paradox theory, we adopted polynomial regression and surface analysis methods to investigate the congruent/incongruent effects of loose and tight leadership techniques. In order to reduce common method bias, we used a two-wave design with a two-month time interval. By using two-wave surveys of 301 employees, this study posited that ambidextrous leadership congruence creates higher leader–member exchange quality, and that loose and tight leadership with a high strength plays a more positive role in enhancing LMX quality. This study demonstrated that LMX quality mediates the relationship between ambidextrous leadership congruence/incongruence and employee work outcomes (i.e., job performance and creativity).

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“…En relación con la personalidad proactiva, evidencias exponen que se vincula a mayor prosperidad en el trabajo y adaptabilidad profesional (Jiang, 2017). Del mismo modo, numerosos estudios (Liao, 2015;Vandenberghe & Ok, 2013;Wang, Zhang, Thomas, Yu, & Spitzmueller, 2017;Yang, Yan, Fan, & Luo, 2017) señalan que se relaciona positivamente con la integración social, las intenciones de permanecer en la empresa, el compromiso con la organización y el engagement. De forma paralela, recientes investigaciones (Salessi & Omar, en prensa;Turban, Moake, Wu, Cheung, & Yu, 2017) informan mayor satisfacción profesional e involucramiento personal entre trabajadores con personalidad proactiva.…”

Section: Personalidad Y Comportamientos Proactivos Como Predictores Dunclassified

Validez discriminante, predictiva e incremental de la escala de comportamientos laborales proactivos de Belschak y Den Hartog/Discriminant, Predictive and Incremental Validity of Belschak & Den Hartog´s Proactive Work Behaviors Scale

Salessi

Omar

2019

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EspañolEl objetivo de este estudio fue establecer la validez discriminante, predictiva e incremental de la Escala de Comportamientos Laborales Proactivos de Belschak y Den Hartog. Se realizó un estudio empírico-instrumental con una muestra no probabilística (510 trabajadores, 53% varones). Análisis de ecuaciones estructurales exploratorios (ESEM) mostraron saturaciones cruzadas inferiores a .30 y un adecuado ajuste de un modelo hexafactorial oblicuo. Los valores de varianza media extraída, de su raíz cuadrada y de la proporción heterorrasgo monorrasgo proporcionaron evidencia de validez discriminante. Análisis de regresión con SEM confirmaron la contribución significativa de los comportamientos proactivos en la explicación de la satisfacción y de la implicación en el trabajo. Del mismo modo, la personalidad proactiva mostró ser un antecedente significativo de los comportamientos proactivos. Los resultados brindan evidencia favorable a la validez del instrumento analizado.EnglishThe aim of this study was to establish the discriminant, predictive and incremental validity of Belschak & Den Hartog´s Proactive Work Behaviors Scale. An empirical-instrumental study was carried out with a non-probabilistic sample (510 workers, 53% males). Analysis of exploratory structural equations (ESEM) showed cross-saturations lower than .30 and an adequate adjustment of an oblique hexa-factorial model. The values of average variance extracted, of its square root and of the heterotrait-monotrait ratio provided evidence of discriminant validity. SEM regression analysis confirmed the significant contribution of proactive behaviors in the explanation of job satisfaction and job involvement. Proactive personality showed itself to be a significant predictor of proactive behaviors. These results obtained provide favorable evidence for the validity of the instrument analyzed.

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Leader-follower congruence in proactive personality and work engagement: A polynomial regression analysis

Cited by 46 publications

References 24 publications

Humble leadership and innovative behaviour among Chinese nurses: The mediating role of work engagement

Humble leadership and innovative behaviour among Chinese nurses: The mediating role of work engagement

Ambidextrous Leadership and Employee Work Outcomes: A Paradox Theory Perspective

Validez discriminante, predictiva e incremental de la escala de comportamientos laborales proactivos de Belschak y Den Hartog/Discriminant, Predictive and Incremental Validity of Belschak & Den Hartog´s Proactive Work Behaviors Scale

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