Role of psychological ownership and authenticity strength in the relationship between authentic leadership and sport team performance: a multilevel analysis

PurposeDrawing on social information processing theory, the purpose of this paper is to explore the relationship between team reward interdependence and team performance, treating shared leadership as mediator and team average job-based psychological ownership as moderator.Design/methodology/approachData were collected from a field sample of 72 knowledge-based work teams comprised of 466 team members and their team leaders. Data were analysed using hierarchical regression analysis and moderated path analysis.FindingsTeam reward interdependence was positively related to team performance through shared leadership. Team average job-based psychological ownership moderated both the relationship between team reward interdependence and shared leadership, and the indirect relationship between team reward interdependence and team performance.Research limitations/implicationsThe shared leadership literature is extended by exploring the antecedents of shared leadership from the perspective of team reward interdependence, and by examining the moderating role of team average job-based psychological ownership.Practical implicationsOrganizations and managers should pay attention to team pay system design and be aware of the importance of employees' psychological ownership towards their jobs in promoting shared leadership in teams.Originality/valueThis study sheds light on the antecedents of shared leadership from the perspective of team incentives and examines antecedent boundary conditions through the moderating role of job-based psychological ownership.

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The effect of authentic leadership on constructive voice

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v29i2.85-105 ◽

2016 ◽

Vol 29 (2) ◽

pp. 85-105

Author(s):

GoDoh Kim ◽

Jinkook Tak

Keyword(s):

Authentic Leadership ◽

Online Survey ◽

Psychological Ownership ◽

Future Research ◽

Mediating Role ◽

Voice Data ◽

The Relationship

The purpose of this study was to examine the effectiveness of authentic leadership on constructive voice. Especially, this study focused on not only investigating the mediating role of psychological ownership on the relationship between authentic leadership and constructive voice. Data were collected from 285 korean employees who were working in various organizations through online survey. The results of this study showed that authentic leadership was positively related to psychological ownership and constructive voice. And the effect of authentic leadership on constructive voice was fully mediated by the psychological ownership. The implications, limitations of this study and directions for future research were discussed on the basis of the results.

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System Breakdown: The Role of Mental Models and Transactive Memory in the Relationship between Acute Stress and Team Performance

Academy of Management Journal ◽

10.5465/amj.2006.21794674 ◽

2006 ◽

Vol 49 (3) ◽

pp. 576-589 ◽

Cited By ~ 173

Author(s):

Aleksander P. J. Ellis

Keyword(s):

Mental Models ◽

Team Performance ◽

Acute Stress ◽

Transactive Memory ◽

System Breakdown ◽

The Relationship

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Knowledge management, workplace climate, creativity and performance

Journal of Workplace Learning ◽

10.1108/jwl-12-2017-0111 ◽

2018 ◽

Vol 30 (8) ◽

pp. 592-612 ◽

Cited By ~ 11

Author(s):

Amro Alzghoul ◽

Hamzah Elrehail ◽

Okechukwu Lawrence Emeagwali ◽

Mohammad K. AlShboul

Keyword(s):

Job Performance ◽

Knowledge Sharing ◽

Authentic Leadership ◽

Equation Modeling ◽

Workplace Climate ◽

Content Type ◽

And Performance ◽

The Impact ◽

The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

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Employee critical psychological states as determinants of employee brand equity in banking: a multi-group analysis

Banks and Bank Systems ◽

10.21511/bbs.12(3).2017.05 ◽

2017 ◽

Vol 12 (3) ◽

pp. 61-73 ◽

Cited By ~ 3

Author(s):

Mohsin Altaf ◽

Sany Sanuri Mohd Mokhtar ◽

Noor Hasmini Abd Ghani

Keyword(s):

Brand Equity ◽

Brand Image ◽

Group Analysis ◽

Psychological Ownership ◽

Brand Knowledge ◽

The Relationship ◽

Moderating Role ◽

Brand Understanding ◽

Conventional And Islamic Banks

The objective of the study is to investigate the moderating role of affective sentiments of brand psychological ownership of an employee in the relationship among the cognitive sentiments of employee brand understanding and employee brand equity of conventional and Islamic banks. Survey method was adopted to collect data from respondents from conventional and Islamic banks. Data were collected from 279 employees from the banking sector using two-stage probability sampling. Disproportionate stratified random sampling and simple random sampling were employed to collect responses. To analyze the data, multi-group analysis was applied using PLS-SEM technique through SmartPLS 3.0. Results demonstrated that congruence between brand image and individuals has a moderating effect on the relationship between brand confidence and employee brand equity in conventional banking. Responsibility to maintain brand image has a moderating effect on the relationship between brand knowledge and employee brand equity in conventional banking. In case of Islamic banking, only congruence between brand image and individuals exhibited a moderating role on the relationship between brand knowledge and employee brand equity. The importance of brand understanding of employees and psychological ownership of a brand has been widely discussed in branding literature. However, only a few studies investigated the relationship between dimensions of employee brand understanding and the employee brand psychological ownership with employee brand equity. The cognitive and affective sentiments of both exogenous latent constructs, their relationships, and the interaction effect of cognitive and affective sentiments were seldom discussed in branding literature. This study covers the in-depth view and investigation of brand understanding of employ¬ees and the affective and cognitive sentiments of brand psychological ownership with em¬ployee behavior toward a brand. This study also uncovers the moderating role of affective sentiments of brand psychological ownership on the relationship between cognitive senti¬ments of employee brand understanding and employee brand equity. This study will help researchers analyze the in-depth role of affective and cognitive sentiments on brand sup¬portive related behavior of employees.

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Effects of Media Compensation on Team Performance: The Role of Demographic Faultlines

Small Group Research ◽

10.1177/1046496418796281 ◽

2018 ◽

Vol 49 (6) ◽

pp. 684-722 ◽

Cited By ~ 3

Author(s):

Julia Straube ◽

Annika L. Meinecke ◽

Kurt Schneider ◽

Simone Kauffeld

Keyword(s):

Team Performance ◽

Communication Technologies ◽

Communication Behavior ◽

Engineering Teams ◽

Working Together ◽

Using Data ◽

Effects Of Media ◽

The Relationship ◽

Performance Research

Modern-day communication in teams is characterized by a frequent and flexible use of various communication technologies. To understand the relationship between this new way of communication and team performance, research suggests incorporating contextual factors. In this study, we explore the role of demographic faultlines and subsequent subgroup formation using data from 164 students nested in 34 software engineering teams working together over the course of 14 weeks. Multilevel modeling revealed a three-way interaction between media richness, communication intensity, and demographic faultlines on team performance. Weak faultline teams evaluated their performance more positively when they compensated for low communication intensity by using richer communication channels and vice versa. In contrast, strong faultline teams were less able to adapt their communication behavior to increase performance. We discuss theoretical implications for team communication and diversity research and provide guidelines for improving communication in diverse teams.

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Authentic and transformational leadership and innovative work behaviour: the moderating role of psychological empowerment

European Journal of Innovation Management ◽

10.1108/ejim-10-2019-0294 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Cited By ~ 1

Author(s):

Matej Grošelj ◽

Matej Černe ◽

Sandra Penger ◽

Barbara Grah

Keyword(s):

Transformational Leadership ◽

Authentic Leadership ◽

Psychological Empowerment ◽

Added Value ◽

Content Type ◽

Innovative Work ◽

Innovative Work Behaviour ◽

The Relationship ◽

Moderating Role

PurposeThe purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.Design/methodology/approachWe have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.FindingsThe research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.Originality/valueThis paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

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The Contingent Value of Political Connections on Donations to Chinese Foundations: Exploring the Moderating Role of Transparency

Administration & Society ◽

10.1177/0095399720945969 ◽

2020 ◽

Vol 53 (1) ◽

pp. 36-63

Author(s):

Yuan Cheng ◽

Zhongsheng Wu

Keyword(s):

Multilevel Analysis ◽

Theoretical Framework ◽

Political Connections ◽

Different Types ◽

The Relationship ◽

Moderating Role

Existing studies assume that the value of political connections is homogeneous to different types of nonprofits and seldom consider their interplay with other accountability mechanisms. Based on a multilevel analysis of 2,085 foundations in China, this study builds and tests a theoretical framework of the contingent value of political connections to nonprofits, treating transparency as a moderator for the relationship between political connections and donations. Our findings suggest that while transparency is positively associated with the amount of donations obtained by foundations, political connections can help foundations obtain more donations only when their transparency score is higher than a certain threshold.

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