Understanding the effects of empowering leadership on positive and negative performance behaviors: A manufacturing sector study

Abstract

For several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two mediators (psychological empowerment (PE) and affective organizational commitment). Structural equation modeling was used to analyze data from 250 employee–supervisor dyads in the manufacturing industry. On the one hand, our results reveal that EL exerts a positive influence on citizenship and innovative behavior through increased PE. On the other hand, it is negatively associated to deviance behaviors through heightened levels of affective organizational commitment. This study allows us to better understand how EL enhances multiple performance dimensions necessary to organizations' competitiveness in manufacturing and other sectors.

Validation of a scale for the perception of competences and attitudes in the context of public administration

“…Meyer and Herscovitch (2001) refer that commitment (Turcotte-Légaré et al , 2023) can be considered as a force that binds an individual to something, being relevant to a specific target. As for organisational commitment, there are several definitions in the literature, and there is still no consensus among the various authors who study this construct.…”

“…For Meyer and Allen (1991), organisational commitment (Turcotte-Légaré et al , 2023) is a psychological state that connects an employee to his/her organisation, making turnover intentions become less attractive, and this is one of the reasons responsible for the interest in the study of organisational commitment, because it leads to the employee feeling motivated to stay in the organisation.…”

“…Recently, in terms of research on organisational commitment (Turcotte-Légaré et al , 2023), two trends have emerged: using person-centered analytic strategies to identify homogeneous subgroups with configurations of various commitment mindsets (affective, normative and calculative) and using goal-centered strategies (organisation, supervisor and team). The person-centered approach (Dean et al , 2023) takes a more holistic perspective than the variable-centered approach and can reflect potentially complex interactions between commitment mindsets and/or goals (Meyer et al , 2015).…”