Stay Humble and Fly High: The Roles of Subordinate Voice and Competitive Work Context in the Linkage Between Leader Humility and Career Success

2021 ◽  
pp. 154805182110599
Author(s):  
Danni Wang ◽  
Amy Yi Ou ◽  
Lynda Jiwen Song
Keyword(s):  
Field Study ◽  
Career Success ◽  
Work Context ◽  
Working Adults ◽  
Chinese Company ◽  
Occupy Central ◽  
The Relationship ◽  
Practical Implications ◽  
Leader Humility ◽  
Work Contexts

This study examines the relationship between leaders’ humility and their career success. We propose that humble leaders are more likely to occupy central positions in their subordinate teams’ voice networks where they improve their own performance and gain favorable reward recommendations. We also argue that in seemingly disadvantageous competitive work contexts, humble leaders become more central in the team voice network and increase their career prospects. We found support for these hypotheses in a multisource field study of 116 supervisors, 461 subordinates, and 34 shop managers from a Chinese company and in a vignette-based experiment with 233 working adults. Theoretical and practical implications for career success, leader humility, and voice literature are discussed.

Fair? I Don’t Care: Examining the Moderating Effect of Workplace Cynicism on the Relationship Between Interactional Fairness and Perceptions of Organizational Support From a Social Exchange Perspective

2016 ◽  
Vol 24 (3) ◽  
pp. 401-413 ◽  
Author(s):  
Brian J. Collins
Keyword(s):  
Field Study ◽  
Social Exchange ◽  
Organizational Support ◽  
Moderating Effect ◽  
Future Research ◽  
Full Time ◽  
Positive Direct ◽  
The Relationship ◽  
Positive Effect ◽  
Practical Implications

This article examines how workplace cynicism moderates the relationship between interactional fairness and perceptions of organizational support (POS). Using a sample of full-time employees, I found a positive, direct effect between interactional fairness and POS. Furthermore, the moderating effect suggests the relation between interactional fairness and POS was stronger for less cynical employees. Incorporating a social exchange framework, this article discusses how the typically positive effect of interactional fairness is lost on cynical employees. This result was confirmed using a controlled scenario-based protocol, which replicated the results of the field study. Practical implications and directions for future research are discussed.

Career-Related Correlates of Self-Discipline

2001 ◽  
Vol 89 (1) ◽  
pp. 107-110
Author(s):  
Andrew J. DuBrin
Keyword(s):  
Career Success ◽  
Formal Education ◽  
The Self ◽  
Trade Book ◽  
Working Adults ◽  
Self Perceptions ◽  
The Relationship

An investigation was made of the relationship between scores on the Self-discipline Questionnaire and self-ratings on four career-related variables among a sample of 325 working adults. The Self-discipline Questionnaire was previously published in a trade book and is based on characteristics of self-disciplined people culled from the literature. Scores for self-discipline were significantly correlated with years of formal education, salary, and self-perceptions of career success and frequency of goal accomplishment.

Leader humility and psychological empowerment: investigating contingencies

2016 ◽  
Vol 31 (7) ◽  
pp. 1122-1136 ◽  
Author(s):  
Chang-Wook Jeung ◽  
Hea Jun Yoon
Keyword(s):  
Psychological Empowerment ◽  
Cultural Value ◽  
Content Type ◽  
Power Distance Orientation ◽  
Successful Leadership ◽  
Leadership Process ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications ◽  
Leader Humility

Purpose In line with emerging conceptualizations of humility in organizations, the purpose of this paper is to examine how leader humility and distance-based factors (i.e. power distance orientation (PDO) and hierarchical distance) interact to predict follower psychological empowerment. Design/methodology/approach The authors tested the hypotheses using a sample of 294 employees in South Korea. Moderated regression and bootstrapping analyses were conducted to test for direct and moderated relationships. Findings Results indicated that leader humility positively predicted follower psychological empowerment, and followers’ PDO positively moderated this relationship. Results of a three-way interaction indicated that the impact of leader humility on follower psychological empowerment was strongest when both followers’ levels of PDO and hierarchical distance were high. Practical implications Humility can provide a new lens through which to understand the leadership process. Beyond anecdotal accounts, this study provided strong evidence for the value of humility on the list of qualities essential for successful leadership. Originality/value This is the first study to provide empirical evidence for the moderating effect of PDO and hierarchical distance on the relationship between leader humility and follower empowerment. The findings highlight the benefits of understanding the roles of followers’ cultural value orientation and hierarchical position in the effectiveness of leader humility.

Absorptive capacity and innovation in China

2019 ◽  
Vol 14 (1) ◽  
pp. 134-154 ◽  
Author(s):  
David McHardy Reid
Keyword(s):  
Absorptive Capacity ◽  
Conventional Wisdom ◽  
Government Officials ◽  
Policy Makers ◽  
Content Type ◽  
Thomson Reuters ◽  
Chinese Company ◽  
Relationship Of ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to question the conventional wisdom that China fails to produce distinctive innovation; its capabilities limited merely to copying and reverse engineering. The author postulates that the lack of innovation is a delayed activity since China is undergoing a process of building absorptive capacity (AC) as a precursor to innovation. Design/methodology/approach The author probes this question by drawing on the concept of AC, a competence separate from innovativeness and a precursor to it. By drawing on the AC literature three propositions are established. Subsequently, these propositions are examined, in part, with data drawn from 34 interviews conducted in China with CEOs, other senior corporate officers and government officials. In this way, the author explores the challenges to innovating. Findings Thomson Reuters 2015 Top Global Innovators report listed no Chinese company among its top 100 list of innovative companies. The author’s belief, however, favors China to become a source of innovation. A positive tilt derived from both interviews and recent reports published by Bain & Company, Booz and Co as well as McKinsey & Co. This evidences, the author argues, China is acquiring AC, a competence independent of innovation but a necessary antecedent to decoding and deploying the intellectual property in its portfolio. The collective effect of this is that the perception of China as a source of innovative activity will show an uptick when the AC threshold is reached. Research limitations/implications This is a viewpoint paper grounded on an exploratory study. Practical implications Guidance on AC development is valuable to government policy makers promoting innovation in China and those attempting to arbitrage these developments. Similarly, policy makers in competitive nations should also be aware that their innovation-focused industries may need nurturing and bolstering since they may be at risk of being swept away by a tsunami-like innovation wave from China. Originality/value This is an original take on the relationship of AC and innovativeness in China. The author argues that in contrast to the conventional wisdom China has the potential for innovativeness.

Self-leadership and self-control strength in the work context

2018 ◽  
Vol 33 (1) ◽  
pp. 74-92 ◽  
Author(s):  
Teresa Müller ◽  
Cornelia Niessen
Keyword(s):  
Field Study ◽  
Self Control ◽  
Hierarchical Regression ◽  
Leadership Strategies ◽  
Work Context ◽  
Content Type ◽  
Control Strength ◽  
Before And After ◽  
Thought Patterns ◽  
The Relationship

Purpose Based on the limited strength model, the purpose of this paper is to examine the relationship of self-leadership strategies (behavior-focused strategies, constructive thought patterns) and qualitative and quantitative overload with subsequent self-control strength. Design/methodology/approach The present study is a field study with 142 university affiliates and two measurement occasions during a typical workday (before and after lunch). Self-control strength was measured using a handgrip task. Findings Hierarchical regression analyses revealed that self-leadership, quantitative overload, and qualitative overload were not directly associated with self-control strength at either of the two measurement occasions. Qualitative overload moderated the relationship between self-leadership and self-control strength, such that self-leadership was associated with lower self-control strength at both measurement occasions when individuals experienced high qualitative overload in the morning. Practical implications Employees and employers should be aware of the possibly depleting characteristics of self-leadership in order to be able to create a work environment allowing for the recovery and replenishment of self-control strength. Originality/value The present field study theoretically and methodologically contributes to the literature on self-leadership and self-control strength in the work context by investigating the depleting nature of self-leadership and workload.

Performance, job crafting and work context: practical implications from a multilevel perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fabiana Queiroga ◽  
Gabriel Carvalho Franco ◽  
Felipe Valentini ◽  
Érika G.S.A. Andrade
Keyword(s):  
Job Performance ◽  
Task Complexity ◽  
Individual Performance ◽  
Job Crafting ◽  
Learning Support ◽  
Work Context ◽  
Content Type ◽  
Multilevel Perspective ◽  
The Relationship ◽  
Practical Implications

Purpose Effort by managers and academics have been applied to understand elements that improving organizational performance and results. This study aims to analyze the relationship among job performance, job crafting, work complexity and learning support. The authors conducted a cross-sectional survey in a study with a regression hierarchical (i.e. multilevel) design. Design/methodology/approach Sample included 530 respondents of both sexes with ages ranging from 17 to 68 (M = 33.9; SD = 9.75). Participants were employees from 53 public and private organizations located in the Southeast of Brazil. They answered the scales: General Self-Assessment Scale of Job Performance, Job Crafting Behaviors, Learning Support and Subjective Task Complexity. Findings The results indicated that variance in job performance due to the differences among the organizations and learning support can explain 22% of variance at this level. Job crafting explained 22% of the job performance variance at level 1 (worker). It is concluded that the development of actions concerning job crafting and the relationship with the work context predict performance at work. Thus, the authors highlight the importance of maintaining individual-focused management practices, meaning that focusing on workers development promotes good results at the organization. Originality/value Results revealed practical implications through individual performance considered in a multilevel perspective both in Levels 1 and 2, which is not the most common for this variable. They could be especially important in scenarios that will demand adaptability and work modification, as the actual ones were observed in the contemporary world of work.

The Relationship Between Leader–Member Exchange and Employees’ Proactive Behaviors

2019 ◽  
Vol 18 (2) ◽  
pp. 106-111
Author(s):  
Fong-Yi Lai ◽  
Szu-Chi Lu ◽  
Cheng-Chen Lin ◽  
Yu-Chin Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Future Research ◽  
Leader Member Exchange ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Team Members ◽  
Member Exchange ◽  
Multi Temporal ◽  
The Relationship ◽  
Practical Implications

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervisors (leader’s LMX; LLX), every leader develops different relationships with their supervisors and, in turn, receive different amounts of resources. Moreover, these differentiated relationships with superiors will influence how leader–member relationship quality affects team members’ voice and creativity. We adopted a multi-temporal (three wave) and multi-source (leaders and employees) research design. Hypotheses were tested on a sample of 227 bank employees working in 52 departments. Results of the hierarchical linear modeling (HLM) analysis showed that LLX moderates the relationship between LMX and team members’ voice behavior and creative performance. Strengths, limitations, practical implications, and directions for future research are discussed.

HUBUNGAN KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA PERAWAT PELAKSANA

2019 ◽  
Vol 9 (4) ◽  
pp. 413-420
Author(s):  
Amella Gusty ◽  
Dachriyanus Dachriyanus ◽  
Leni Merdawati
Keyword(s):  
District Hospital ◽  
Simple Random Sampling ◽  
Work Life ◽  
Quality Of Work Life ◽  
P Value ◽  
Work Context ◽  
Cross Sectional ◽  
Quality Of Work ◽  
The Relationship

Kinerja perawat merupakan hasil yang dicapai dalam melaksanakan asuhan keperawatan di rumah sakit. Terciptanya asuhan keperawatan yang optimal sangat diperlukan dukungan dari pihak rumah sakit salah satunya adalah menciptakan kualitas kehidupan kerja baik bagi perawat. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja terhadap kinerja perawat pelaksana di RSUD Teluk Kuantan. Jenis penelitian kuantitatif dengan pendekatan cross sectional. Jumlah sampel 120 responden yang diperoleh melalui proportionate simple random sampling. Hasil penelitian menunjukkan kualitas kehidupan kerja perawat RSUD Teluk Kuantan berada pada kategori sedang, kinerja perawat berada pada kategori kurang baik. Berdasarkan analisis kedua variabel teridentifikasi bahwa tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana dengan  p value 0,817. Dimensi work context merupakan komponen yang memiliki hubungan dengan kinerja perawat pelaksana dengan p value 0,008, dimensi work life  tidak berhubungan secara signifikan dengan kinerja perawat. Kesimpulan penelitian diketahui tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana. Ada hubungan dimensi work context dengan kinerja perawat pelaksana. Tidak ada hubungan dimensi work life dengan kinerja perawat.   Kata kunci: kualitas kehidupan kerja, kinerja, perawat pelaksana   THE RELATIONSHIP BETWEEN THE QUALITY OF WORK LIFE AND THE PERFORMANCE OF IMPLEMENTERS NURSES   ABSTRACT Nurse performance is the result achieved in implementing nursing care in a hospital. The creation of optimal nursing care is very much needed support from the hospital, one of which is to create a good quality of work life for nurses. This study aims to determine the relationship between the quality of work life and the performance of nurses at the Kuantan District Hospital. This type of quantitative research with cross sectional approach. The number of samples of 120 respondents obtained through proportionate simple random sampling. The results showed that the quality of work life of nurses at the Kuantan District Hospital was in the medium category, the nurses' performance was in the unfavorable category. Based on the analysis of the two variables, it was identified that there was no relationship between the quality of work life with the performance of implementing nurses with a p value of 0.817. The work context dimension is a component that has a relationship with the performance of nurses implementing with p value 0.008, the dimension of work life does not significantly correlate with nurse performance. The conclusion of the research is that there is no relationship between the quality of work life and the performance of the implementing nurses. There is a relationship between the dimensions of the work context and the performance of the nurses. There is no relationship between the dimensions of work life and nurse performance.   Keywords: quality of work life, performance, implementers nurse

KONFLIK DAN KINERJA KARYAWAN

2018 ◽  
Vol 3 (3) ◽  
pp. 431-440
Author(s):  
Santi Retno Sari
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

The purpose of this paper is to examine the relationships to which leadership style (task and relations oriented leadership) moderate the impact of conflict on employee performance. Data were collected from 92 employees in different job levels. Partial least squares variance-based structural equation modeling (PLS-SEM) was used to test the relationship in the models. The results showed that task and relation conflict was associated with employee performance. The research findings also showed that leadership styles moderated the relationship between conflict and employee performance. This study offers implications for managerial practices. Practical implications and suggestions described in the paper Keywords: leadership style, conflict, performance.

Audit Senior Modeling Fallibility: The Effects of Reduced Error Strain and Enhanced Error-Related Self-Efficacy on Audit Juniors' Responses to Self-Discovered Errors

2019 ◽  
Vol 31 (2) ◽  
pp. 17-30 ◽  
Author(s):  
Craig Emby ◽  
Bin Zhao ◽  
Jost Sieweke
Keyword(s):  
Survey Data ◽  
Self Efficacy ◽  
Direct Relationship ◽  
Positive Association ◽  
Accounting Firms ◽  
Big 4 ◽  
The Relationship ◽  
Practical Implications

ABSTRACT This paper examines the relationship between audit seniors discussing their own experiences with committing and correcting errors (modeling fallibility), and audit juniors' thinking about errors and error communication (openly discussing their own self-discovered errors). The paper investigates the direct relationship between senior modeling fallibility and juniors' responses, and whether the relationship is mediated through error strain and error-related self-efficacy. Survey data from 266 audit juniors from two Big 4 Canadian accounting firms showed a direct positive association between audit senior modeling fallibility and audit juniors' thinking about errors, and error communication. This relationship is positively mediated through error-related self-efficacy. We also found that the relationship is mediated by error strain. However, although audit senior modeling fallibility was associated with reduced error strain, error strain was positively related to both thinking about errors and error communication, contrary to our hypothesis. The paper discusses the theoretical and practical implications of these results.

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