The influence of emotional intelligence and trust on servant leadership

Plessis, Marieta du; Wakelin, Zani; Nel, Petrus

doi:10.4102/sajip.v41i1.1133

Cited by 33 publications

(28 citation statements)

References 43 publications

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“…There is a rich literature on supervisor trait emotional intelligence supporting its function as a resource at work. For example, managers' trait EI predicted trust from their employees (Du Plessis, Wakelin, & Nel, 2015) and trust and job satisfaction mediated the relationship between supervisor trait EI and project success (Rezvani, Chang, Wiewiora, Ashkanasy, Jordan, & Zolin, 2016). Similarly, Huang, Chan, Lam, and Nan (2010) found that lower burnout mediated the link between trait EI and work performance in a telecommunications call center.…”

Section: Defining Emotional Intelligencementioning

confidence: 99%

Supervisor Emotionally Intelligent Behavior and Employee Creativity

Ivčević

Moeller

Menges

et al. 2020

Journal of Creative Behavior

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In a national study of employees across industries (N = 14,645), we examined the role of supervisor emotionally intelligent behavior for employee opportunity to grow, their affect at work, and creativity/innovation at work. Employees reported on their supervisors' emotionally intelligent behavior (perceiving, using, understanding, and managing emotions), and self‐reported about their job experiences and creativity/innovation at work. Supervisor emotionally intelligent behavior was related to employee affect at work assessed using both open‐ended questions and emotion rating scales. Furthermore, supervisor emotionally intelligent behavior was linked to employee creativity/innovation through its effect on employee opportunity to grow and higher experience of positive affect (supporting a serial mediation model). We discuss the implications of the results for creativity/innovation research and innovation management.

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Section: Defining Emotional Intelligencementioning

confidence: 99%

Supervisor Emotionally Intelligent Behavior and Employee Creativity

Ivčević

Moeller

Menges

et al. 2020

Journal of Creative Behavior

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“…This study is positioned within the rising field of positive organisational behaviour (POB) or positive organisational scholarship (POS), which has emerged from the positive psychology movement (Donaldson & Ko, 2010). Various studies have been undertaken in the field of POB in South Africa and abroad, such as those by Beal, Stavros and Cole (2013);De Waal and Piennar (2013); Simons and Buitendach (2013); Eustace and Martins (2014); Geldenhuys, Łaba and Venter (2014) and Du Plessis, Wakelin and Nel (2015). These studies focused on constructs such as PsyCap, work engagement, intention to quit, organisational commitment and others.…”

Section: Introductionmentioning

confidence: 99%

The relationships between authentic leadership, psychological capital, psychological climate, team commitment and intention to quit

et al. 2017

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Orientation: The relationship between authentic leadership, psychological capital, psychological climate and team commitment in a manufacturing organisation could have a significant impact on employee intention to quit.Research purpose: To determine the relationship between five positive organisational behaviour variables (authentic leadership, psychological capital, psychological climate and team commitment) and their ultimate influence on an individual’s intention to quit. Thus, it is preceded by the determination of the structural invariance of the measurement instruments when applied to a South African sample.Justification for the study: The study sought to fill the gap in the literature in relation to understanding the effect of the relationship between psychological capital, authentic leadership, psychological climate and team commitment on the behaviour of employees in a manufacturing organisation and how this influences their decision to quit. Such a study has not previously been conducted in the South African manufacturing sector.Research design, approach and method: Utilising a non-experimental correlational approach, a self-administered composite questionnaire consisting of five psychological scales was distributed to 204 employees in the junior to senior management level at a global tyre manufacturing organisation in South Africa. Multivariate data analysis included the structural equation modelling.Main findings: There is a significantly strong positive relationship between authentic leadership, psychological capital, psychological climate and team commitment. Authentic leadership has a significant influence on psychological capital and psychological climate. This results in a positive impact on organisational commitment, leading to employees’ intention to quit.Practical/managerial implications: Manufacturing organisations need to develop and implement collaborative leadership intervention strategies aimed at improving psychological capital and psychological climate.Contribution/value-add: The findings inform researchers and management from manufacturing organisations to understand the correlation between organisational behaviour variables. This relationship informs the development and implementation of strategies aimed at furnishing psychological capital and psychological climate.

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“…Por exemplo, o comprometimento organizacional (Morris, 2013), desempenho (Choudhary et al, 2013), efetividade em equipes de trabalho (Mahembe & Engelbrecht, 2014), engajamento no trabalho (Villiers, 2015), criatividade e inovação (Yoshida, Sendjays, Hirst, & Cooper, 2014), inteligência emocional (Barbuto, Gottfredson, & Searle, 2014;Plessis, Wakelin, & Nel, 2015) e comportamentos proativos (Hunter et al, 2013).…”

Section: Discussionunclassified

Tradução, adaptação e validação do Servant Leadership Questionnaire (Escala de Liderança Servidora)

Almeida¹,

Faro²

2016

Rev. Psicol., Organ. Trab

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Este estudo objetivou traduzir e validar o Servant Leadership Questionnaire (SLQ) buscando adaptar a Escala de Liderança Servidora (ELSE) para o português brasileiro. Empreendeu-se um estudo psicométrico com 337 participantes (alunos e servidores da Universidade Federal de Sergipe, maiores de 18 anos), que possuíssem chefe imediato. Utilizou-se um questionário sociodemográfico, a SLQ (traduzida e adaptada neste estudo), a Escala de Satisfação com o Trabalho (EST) e uma escala de liderança transformacional. Realizaram-se análises descritivas e, para a validade fatorial da ELSE, utilizou-se a Análise Fatorial Exploratória (PAF, rotação Promax), além da avaliação da confiabilidade (α). Para a validade convergente empregou-se a correlação de Pearson (r) e para a validade preditiva utilizou-se a regressão linear (stepwise). A análise de dados realizou-se no Statistical Package for the Social Science (v.19). A solução final apresentou 3 fatores, totalizando 47,7% de variância explicada: (a) influência visionária (α=0,87; 9 itens), (b) abnegação(α=0,88; 9 itens), e (c) intendência organizacional (α=0,83; 5 itens). Constatou-se a validade convergente da ELSE, que apresentou correlações moderadas e significativas com a liderança transformacional. A validade preditiva também foi confirmada, visto que as dimensões da ELSE explicaram 48% da variância explicada da satisfação com a chefia. As limitações do estudo relacionam-se à falta de grupos comparáveis e à amostragem não probabilística. Sugere-se, para pesquisas futuras, a investigação da estrutura fatorial confirmatória e aplicações empíricas da ELSE. Palavras-chave: Liderança; estudos de validação; psicometria.This study aimed to translate and validate the Servant Leadership Questionnaire (SLQ) seeking to adapt the Escala de Liderança Servidora (ELSE) for Brazilian Portuguese. A psychometric study was conducted with 337 participants (students and employees of the Federal University of Sergipe, over 18 years of age), who had an immediate boss. The study used a sociodemographic questionnaire, the SLQ (translated and adapted in this study), the Escala de Satisfação no Trabalho (EST) [Work Satisfaction Scale], and a transformational leadership scale. Descriptive analyses were done, and for the factor validity of the ELSE, the Exploratory Factor Analysis (PAF, Promax rotation) was used, in addition to reliability testing (α). For convergent validity, the Pearson correlation (r) was used, and for predictive validity, (stepwise) linear regression. Data analysis was performed using Statistical Package for the Social Science (v.19). The final solution presented three factors, totaling 47.7% of explained variance: (a) visionary influence (α=.87; 9 items), (b) abnegation (α=.88; 9 items), and (c) organizational stewardship (α=.83; 5 items). The convergent validity of the ELSE was determined, which showed moderate and significant correlations with transformational leadership. Predictive validity was also confirmed, since the dimensions of the new scale accounted for 48% of the expl...

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The influence of emotional intelligence and trust on servant leadership

Cited by 33 publications

References 43 publications

Supervisor Emotionally Intelligent Behavior and Employee Creativity

Supervisor Emotionally Intelligent Behavior and Employee Creativity

The relationships between authentic leadership, psychological capital, psychological climate, team commitment and intention to quit

Tradução, adaptação e validação do Servant Leadership Questionnaire (Escala de Liderança Servidora)

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