The impact of authentic leadership on employees' work engagement: A multilevel study in Chinese hospitality industry

2014 ◽  
Author(s):  
Fang Liu ◽  
Si He ◽  
Yuling Tang ◽  
Xinfang Liu
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Hospitality Industry ◽  
Multilevel Study ◽  
The Impact

Linking authentic leadership and management capability to public hospital performance: the role of work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Aboramadan ◽  
Main Naser Alolayyan ◽  
Mehmet Ali Turkmenoglu ◽  
Berat Cicek ◽  
Caterina Farao
Keyword(s):  
Health Care ◽  
Work Engagement ◽  
Authentic Leadership ◽  
Hospital Performance ◽  
Public Hospitals ◽  
Mediation Effect ◽  
Leadership And Management ◽  
Content Type ◽  
Management Capability ◽  
The Impact

Purpose This paper aims to propose a model of the effect of both authentic leadership and management capability on hospital performance. This model proposes work engagement as an intervening mechanism between the aforesaid links. Design/methodology/approach Data were collected from 380 medical staff working in Jordanian Public hospitals and were analysed using the structural equation modelling analysis technique. Findings The results suggest that both authentic leadership and management capability have a positive effect on hospital performance. Although positive, the direct effect of management capability on performance was not significant. Furthermore, work engagement demonstrated to play a full mediation effect between management capability and hospital performance and a partial mediation effect between authentic leadership and hospital performance. Practical implications This study may be of use for public medical services providers in general and other services sectors in terms of the role authentic leadership and management resources can play in contributing to positive work-related outcomes at the individual and organisational levels. Originality/value Considering the mainstream literature in health-care management, to the best of the authors’ knowledge, this is the first study to date to integrate the impact of both authentic leadership and management capabilities in the public health-care sector. Further, the research model has not previously been introduced when taking into account the role that work engagement can play between the examined variables.

scholarly journals Holistic Work Engagement pada Tenaga Kesehatan di Kota Jakarta Barat: Pengaruh Digital Quotient, Authentic Leadership, dan Perceived Organizational Support selama Covid-19

2021 ◽  
Vol 2 (4) ◽  
pp. 255-278
Author(s):  
Adellia Anggun Trisnawati ◽  
◽  
Kerin Sianto ◽  
Lady Aldli Seansyah ◽  
Nopriadi Saputra ◽  
...  
Keyword(s):  
Health Care ◽  
Work Engagement ◽  
Health Care Workers ◽  
Organizational Support ◽  
Authentic Leadership ◽  
Perceived Organizational Support ◽  
Primary Data ◽  
Care Workers ◽  
Study Results ◽  
The Impact

Abstract Purpose: This study aimed to determine the impact of digital quotient, authentic leadership, and perceived organizational support on work engagement of employees who work in the health industry during this COVID-19 in West Jakarta. Research methodology: The methods in this research were quantitative and survey. We obtained primary data through the questionnaire distribution with 391 respondents of health care workers who work in West Jakarta. This study used multiple regression techniques as the data analysis technique. Results: The study results indicate that digital quotient, authentic leadership, and perceived organizational support influence work engagement. Limitations: Only digital quotient, authentic leadership, perceived organizational support, work engagement variables, and health care workers in West Jakarta were assessed in this research. Contribution: This study shows the level of work engagement, digital quotient, authentic leadership, perceived organizational support and how digital quotient, authentic leadership, and perceived organizational support affect work engagement. Employers or organizations can use this research to improve their employees' work engagement by noticing their employee's level of digital quotient and implementing authentic leadership and perceived organizational support.

Customer incivility and employee work engagement in the hospitality industry: roles of supervisor positive gossip and workplace friendship prevalence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fabian Onyekachi Ugwu ◽  
Ernest Ike Onyishi ◽  
Okechukwu O. Anozie ◽  
Lawrence Ejike Ugwu
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Negative Impact ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Content Type ◽  
Workplace Friendship ◽  
Time Lagged ◽  
The Impact

PurposeIn this paper, the impact of customer incivility on work engagement was investigated. The authors also explored whether supervisor positive gossip and workplace friendship prevalence moderated the impact of customer incivility on work engagement in the Nigerian context.Design/methodology/approachThe authors used a time-lagged design to collect data from 258 frontline casual dining restaurant employees across city centers in South-eastern Nigeria who completed Time 1 and Time 2 paper surveys after a one-month interval.FindingsStructural equation modeling (SEM) revealed that while customer incivility was negatively lx`inked to work engagement, supervisor positive gossip and workplace friendship prevalence were positively linked to work engagement. It was also found that both supervisor positive gossip and workplace friendship prevalence moderated the negative connection between customer incivility and work engagement.Practical implicationsOne proactive way to forestall the negative impact of customer incivility on work engagement is for managers to devise approaches to decrease the impact of uncivil customer behaviors, such as developing an atmosphere that engenders friendship and speaking positively to subordinates about other employees' work behaviors.Originality/valueAlthough increased scholarly attention has been paid to workplace incivility, customer incivility has not been sufficiently addressed. Earlier research on workplace gossip is influenced by the widely-held belief that gossip is often negative, with far less attention given to the sunny side of gossip. This study is one of the earliest efforts to examine the moderating roles of supervisor positive gossip and workplace friendship prevalence in the negative link between customer incivility and work engagement in the hospitality industry.

scholarly journals Research on the Work Engagement of Hospitality Industry Staff from the Perspective of Tourism Management Informatization

2021 ◽  
Vol 233 ◽  
pp. 01166
Author(s):  
Peiying WU ◽  
Yixing JIN ◽  
Lin CHENG ◽  
Yingda WANG
Keyword(s):  
Work Engagement ◽  
Hospitality Industry ◽  
Self Report ◽  
The Internet ◽  
Indigenous Research ◽  
Impact Mechanism ◽  
Mechanism Model ◽  
Tourism Management ◽  
Pillar Industry ◽  
The Impact

With the development of information technology, the Internet and informatization have brought huge changes in tourism management. As the pillar industry of the tourism, the hospitality industry, are facing new requirements for transformation and optimization. How to retain talents and how to make talents willing to work are two important issues that hotels need to pay attention to in practice. Through a self-report questionnaire survey of 325 employees from hospitality industry, this paper use SPSS and AMOS tools to analyze the influencing factors of performance evaluation fairness (emloyee voice) and the employees’s work engagement, and constructs the impact mechanism model of them, meanwhile aim to give some helpful suggestions on indigenous research, and can probably enrich the informatization application in tourism management and innovation.

Authentic Leadership and Team Members’ Outcomes: A Cross-level and Multi-level Analysis

2021 ◽  
pp. 0258042X2110346
Author(s):  
Beena Prakash Nair ◽  
T. Prasad ◽  
Shreekumar K. Nair
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Individual Level ◽  
Managerial Implications ◽  
Multi Level ◽  
The Cross ◽  
The Individual ◽  
The Impact ◽  
Authentic Followership ◽  
Level Analysis

This study considers the multi-level research design to build on the Conservation of Resource (COR) theory to help develop a model that links authentic leadership to followers’ outcomes. Though previous studies have examined the direct effect of leadership and followers’ outcome at the individual level, findings of the impact of authentic leadership at the cross-level and multi-level are limited. Consistent with our hypotheses, the findings of the study, from a sample of 547 dyads from the financial sector in India, revealed that authentic leadership has a significant impact on authentic followership and team-level work engagement. The cross-level analysis indicated that 8.4 per cent of the variance in authentic followership is attributable to authentic leadership at the team level. Likewise, the multi-level analysis revealed that 9.4 per cent of the variance at work engagement between the teams is attributable to authentic leadership. Theoretical and managerial implications are discussed further JEL: M12

scholarly journals Beneficiary contact moderates relationship between authentic leadership and engagement

2016 ◽  
Vol 15 ◽  
Author(s):  
Caren B. Scheepers ◽  
Sarah L. Elstob
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Positive Relationship ◽  
Positive Impact ◽  
Situational Factor ◽  
Leaders And Followers ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact ◽  
The Relationship

Orientation: Beneficiary contact moderates the relationship between authentic leadership and work engagement.Research purpose: The objective of this study was to examine the moderating effect of the breadth, depth and frequency of employee interaction with the beneficiaries of their work on the positive impact of authentic leadership on work engagement.Motivation for the study: Investigating the boundary conditions of the relationship between leaders and followers is vital to enhance the positive effect of leadership. Authentic leadership has not previously been examined with respect to beneficiary contact as a specific situational factor. The researchers therefore set out to ascertain whether beneficiary contact has a strengthening or weakening effect on the impact of authentic leadership on work engagement.Research design, approach and method: The researchers administered the Authentic Leadership Questionnaire (ALQ), the Utrecht Work Engagement Scale (UWES-9) and Grant’s scale on Beneficiary Contact.Main findings: The findings showed that beneficiary contact had a weakening effect on the positive relationship between authentic leadership and work engagement.Practical/managerial implications: Ideally, organisations create environments conducive to work engagement in which leadership plays an important role. This study found that one factor in the work environment, namely beneficiary contact, might have an adverse effect on the positive relationship that authentic leadership has on work engagement. Leaders should therefore take organisational contextual realities into account, such as regular, intense interaction of employees with the beneficiaries of their work. This situation could create strain for individual employees, requiring additional organisational support.Contribution/value-add: Organisations need to recognise the impact of beneficiary contact on the relationship between authentic leadership and work engagement. The researchers propose further studies on the influence of contextual variables on the relationship between leaders and followers.

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