The Effect of Leader’s Narcissism on the Subordinate’s Job Engagement : Focusing on the Moderating Effect of Conflict in the Organization

Effects of Sports Center Employees’ Self-Leadership on Organizational Commitment: Mediating Effects of Leader-Member Exchange

“…Previous studies report that a self-leader who takes the initiative in their work develops a sense of psychological ownership in the task performance process and shows more unity, attachment, and activeness toward their jobs [9,28]. In this regard, Ha [11] investigated the results of self-leadership enhancement, and it was confirmed that self-leadership positively affected organizational commitment and justice. You and Lee [22] argued that self-leadership is an important predictor of organizational effectiveness, including organizational commitment and job satisfaction, and suggested that firms should provide learning and training programs for self-leadership for the employees to improve organizational effectiveness.…”

“…It has the concept of leadership in which organizational members use behavioral and cognitive strategies to influence themselves [6]. Especially, self-leadership refers to the autonomous and responsible behaviors and attitudes that service organization employees must have to achieve customer satisfaction [11]. According to Manz [8], self-leadership consists of an action-oriented strategy, which means suppressing undesirable behaviors and enhancing successful performance through positive behaviors, a natural reward strategy related to the enjoyment of a given task, and a constructive through pattern strategy, which refers to the visualization of successful performance.…”

“…Self-leaders who have the attitude that they are the owners of a corporate organization are likely to develop psychological ownership of the organization in the process of performing their work [9]. Self-leadership has been widely studied as an important factor that positively affects organizational effectiveness, such as organizational commitment, job satisfaction, and turnover intention [10][11][12]. In particular, organizational commitment, which refers to the psychological bond employees have with their organizations, is considered a crucial end-product of self-leadership because employees are more likely to be productive and dedicated to their work when they feel a strong sense of belonging to their organizations [13].…”

Exploring the relationship between super-leadership, self-leadership, and exercise commitment in university Taekwondo teams

“…It involves the intentional use of both behavioral and cognitive strategies by organizational members to exercise self-influence over their actions and decision-making ( Manz and Sims, 1991 ). To be more explicit, self-leadership necessitates the demonstration of autonomous and responsible behaviors and attitudes, which play a pivotal role in achieving the organization’s goals and objectives ( Ha, 2022 ). According to Manz (1986) , self-leadership encompasses an action-oriented strategy that suppresses undesirable behaviors and promotes successful performance through positive actions.…”