The Emergence of Value-Based Leadership Behavior at the Frontline of Management: A Role Theory Perspective and Future Research Agenda

Chang, Sin Mun; Budhwar, Pawan; Crawshaw, Jonathan R.

doi:10.3389/fpsyg.2021.635106

Cited by 17 publications

(18 citation statements)

References 229 publications

(316 reference statements)

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“…When a leader is engaged in listening to a team member’s needs and cognizant of their wellbeing, the leader may be more flexible and effective at shift schedules and determining daily responsibilities [ 34 , 35 ]. In addition, a component of being an authentic leader, relational transparency, may help team members become more self-reliant and connected to the organization, thereby increasing their engagement in organizational activities and culture, and assuming increased control over their job.…”

Section: Discussionmentioning

confidence: 99%

Burnout and the role of authentic leadership in academic medicine

McPherson

Barnard

Tenney

et al. 2022

BMC Health Serv Res

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Background Recently, there has been increasing evidence that reducing burnout in healthcare providers requires significant organizational efforts that include the integration of leadership strategies. Methods Focus groups were conducted across four health systems within the University of Colorado Department of Medicine in four affinity groups (administrative staff, medical trainees, research faculty, and clinical faculty). Authentic leadership theory was used for analysis to advance the understanding of the role of leadership style upon participants’ work experiences and preferences, and to identify opportunities for translation of site-specific results to other academic medical settings. Results Study participants from each affinity group believed their clinical leaders lacked objectivity with decision-making (lacking “balancing processing”), which contributed to their overall feeling of powerlessness. The experience of increasing work demands was salient throughout all twelve focus groups, and participants identified leadership that interacted in a more open and self-disclosing manner (“relational transparency”) as alleviating at least some of this burden. Strong preference discernable alignment between their leaders’ decision-making and their internal moral compass of values (demonstrating “internalized moral perspective”) was described, as was clinical leaders demonstrating “self-awareness” (having a self-reflective process that informs the leader’s decision-making). Comparing affinity group experiences within each authentic leadership theory construct identified the relevance of contextual factors, such as work setting and roles, upon employees’ perceptions and expectations of their leaders. Conclusions Use of authentic leadership theory advanced the understanding of the association between leadership traits and experiences of burnout amongst a large group of academic clinicians, researchers, trainees, and administrative staff. Leadership styles that promoted relationship transparency, openness, and support were preferred and fostering these traits may help address the demands in academic medicine, including symptoms of burnout.

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Section: Discussionmentioning

confidence: 99%

Burnout and the role of authentic leadership in academic medicine

McPherson

Barnard

Tenney

et al. 2022

BMC Health Serv Res

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“…The sociological approach is used to portray women in carrying out their roles in the family. Role theory is a paradigm that considers that a person's daily activities are determined socially according to the role he/she plays, such as the role of mother, the role of wife, and the role of teacher (Chang, Budhwar, & Crawshaw, 2021). Biddle and Thomas believe that there are four indicators related to roles, namely expectations from other people, applicable norms, attitudes towards a role, and evaluation of behavior (Desky, Putri, & Tania, 2022).…”

Section: Methodsmentioning

confidence: 99%

Dynamics of family fiqh: the multiple roles of women in realizing family resilience

Hidayati¹,

Susilawati²,

Sriani³

2022

Ijtihad : Jurnal Wacana Hukum Islam dan Kemanusiaan

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This research seeks to reveal the multiple roles of working women in realizing family resilience. This research argues that family resilience will determine the resilience of a nation. The research was conducted through interviews and observations on 15 civil servants (PNS) at the State Islamic University (UIN) of Salatiga. They consisted of 6 lecturers, 6 educational staff, and 3 postgraduate students. The results of the study show that women had a central role in realizing family resilience. The multiple roles that women played as a wife, mother, community member, and worker indicate their strong personality. They were women who were able to pursue their family resilience in their own way, depending on the conditions and situations that they faced. They were not only concerned with domestic affairs, but also other affairs in society and at work. They were able to negotiate their multiple roles to maintain their existence without abandoning their role in the family as a wife and mother. Some of the important practices that these women implemented include building communication and openness, implementing the principle of mutuality in carrying out tasks at home, acting smart to seize opportunities and not being monotonous, setting priorities between several tasks or jobs, and increasing spirituality/religiosity and minimizing negative effects of using social media on children.

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“…Lyons (1971) reported that individuals will experience role clarity when having access to unvaried, role-relevant information, and when they experience a feeling of having enough role-relevant information. Obviously, individuals will face role ambiguity when they do not experience role clarity (Smith and Brannick, 1990;Chang et al, 2021), and the resulting role stress may negatively influence their job performance (Miner, 1971;Tubre and Collins, 2000;Wu et al, 2019), in our case, the effective implementation of HR policies.…”

Section: Literature Reviewmentioning

confidence: 95%

“Expecting the unexpected?” Uncovering role expectation differences in a Dutch hospital

2022

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The aim of this study was to empirically investigate differences in role expectations, among the stakeholders involved, about the devolved personnel management role of front-line managers (FLMs). In particular, we researched the role expectation differences between FLMs, their middle managers, and Human Resource (HR) practitioners. In total, nineteen semi-structured interviews have been conducted involving eleven FLMs, eight middle managers, and two HR practitioners working at the same Dutch hospital. Most discovered role expectation differences were related to how FLMs should execute their HR tasks (i.e., process ambiguity). FLMs were often uncertain if their role enactment met those of their middle managers and/or HR practitioners, herewith indicating role stress. Our findings underline the importance of paying attention to role expectations’ differences in aligning components of the HRM-performance relationship. Future research could include the role expectations of other important stakeholders, such as: subordinates and top management. The outcomes of this empirical work are translated into four interventions to diminish FLMs’ role stress.

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The Emergence of Value-Based Leadership Behavior at the Frontline of Management: A Role Theory Perspective and Future Research Agenda

Cited by 17 publications

References 229 publications

Burnout and the role of authentic leadership in academic medicine

Burnout and the role of authentic leadership in academic medicine

Dynamics of family fiqh: the multiple roles of women in realizing family resilience

“Expecting the unexpected?” Uncovering role expectation differences in a Dutch hospital

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