Unpacking Psychological Ownership: How Transactional and Transformational Leaders Motivate Ownership

2022 ◽  
Vol 29 (1) ◽  
pp. 96-114
Author(s):  
Cristiano L. Guarana ◽  
Bruce J. Avolio
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Work Performance ◽  
Work Behavior ◽  
Psychological Ownership ◽  
Transformational Leaders ◽  
Self Identity ◽  
Physical Resources ◽  
Challenges And Opportunities

Psychological ownership represents feelings of responsibility for and possession over a target, which can be both tangible in terms of physical resources, or intangible regarding one's relationships. Here we examine how two well-established leadership styles can trigger six different facets of psychological ownership and their corresponding ownership behaviors, by using regulatory focus and identity theory to explain how psychological ownership emerges and influences an individual's work behavior. We provide specific propositions that link two leadership styles to an individual's activated regulatory focus and self-identity, which results in six different facets of ownership. We use these different facets of ownership to examine how each contributes to explaining how leaders motivate their followers to engage in and take on different work challenges and opportunities, thus advancing both the leadership and psychological ownership literatures. We combine leadership style and psychological ownership to determine the type of ownership behavior and work performance that results based on which ownership facets are triggered.

scholarly journals The Effect of Autocratic, Participative, and Delegation Leadership on Work Motivation of Indonesian Navy Personnel

2019 ◽  
Vol 7 (05) ◽  
Author(s):  
Heribertus Yudho Warsono ◽  
Budiyanto ◽  
Akhmad Riduwan
Keyword(s):  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Performance ◽  
Work Motivation ◽  
Significance Level ◽  
Organizational Goals ◽  
Participatory Leadership ◽  
Autocratic Leadership ◽  
Navy Personnel

The purpose of the study was to determine the effect of autocratic leadership style (X1), participatory (X2) and delegation (X3) on work motivation (Y) Navy Personnel. The research method used was a questionnaire with a sample of 55 people. Measurement of variables using Linkert scale techniques with 1-5 weighting values. To find out the relationship between variables X1, X2 and X3 to Y using statistical techniques correlation analysis, simple linear regression, and multiple linear regression, and to test the significance level using the test which is processed using the Statistical Product and Service Solution (SPSS) version 15 program. The conclusion of this study is that there is a strong influence from the autocratic leadership style, participatory and delegation on the work motivation of the Indonesian Navy Personnel. Then it was recommended to the Leaders at the Indonesian Navy Officers, to be able to maintain and continue to develop autocratic leadership styles, participatory leadership styles, and Delegation leadership styles to better achieve organizational goals. Increased work motivation can be done by increasing the ability of officers through training or leadership for Navy Personnel who have good work performance, giving incentives or rewards to outstanding soldiers and civil servants.

scholarly journals PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP PRESTASI KERJA PEGAWAI PT. TAMAN WISATA CANDI BOROBUDUR, PRAMBANAN DAN RATU BOKO (PERSERO)

2020 ◽  
Vol 9 (2) ◽  
pp. 156
Author(s):  
Efrat Tirta Wijaya ◽  
Candra Vionela Merdiana
Keyword(s):  
Factor Analysis ◽  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Performance ◽  
Test Validity ◽  
Multiple Linear Regression Model ◽  
Confirmatory Factor ◽  
Positive Effect ◽  
Test Result

This study aimed to find out: (1) the influence of leadership style toward the work performance of employees in PT. TWC Borobudur, Prambanan & Ratu Boko (Persero), (2) the influence of motivation toward the work performance of employees in PT. TWC Borobudur, Prambanan & Ratu Boko (Persero), (3) the  influence of work  discipline toward the work performance of employees in PT. TWC Borobudur, Pramban an & Ratu Boko  (Persero), (4) the influence of leadership styles, motivation and work discipline simultaneously toward the work performance of employees in PT. TWC Borobudur, Prambanan & Ratu Boko (Persero). The  sample of  this  study was  the  employees  of  PT.  Taman Wisata Candi Borobudur, Prambanan & Ratu Boko (Persero), there were 130 employees  in total, by using the technique of simple insidental sampling. The multiple linear regression model was  used  for  collecting  the  data  in  this  study.  The  test  validity  used in the study was confirmatory factor analysis. From the test result, there were 20 questions fallen, those were the items in questioning: the variable of leadership style with 4 questions in total; 7 questions on the variable of motivation; 6 questions on the variable of work discipline; and  also 3 questions  on  work  performance,  from  22  questions  in  total  and all of the reliable questions. The result from this study showed that the variable on leadership style (X1) had an positive effect toward the work performance of PT. TWC Borobudur, Prambanan & Ratu Boko (Persero)’s employees. The variable of motivation (X2) influenced positively toward the work performance of the employees at PT. TWC Borobudur, Prambanan & Ratu Boko (Persero). The variable of work discipline (x3) had positive effect on the work performance  of  the  employees  at  PT.  TWC  Borobudur,  Prambanan  &  Ratu  Boko (Persero). The variable of leadership style, motivation and work discipline altogether or simultaneously had a significant effect toward the work performance of employee at PT. TWC Borobudur, Prambanan & Ratu Boko (Persero).

scholarly journals Efektifitas Perilaku Kerja Dan Tujuan Kerja Pegawai Terhadap Prestasi Kerja Dosen PNS Di Universitas Mulawarman.

2021 ◽  
Vol 2 (1) ◽  
pp. 74-80
Author(s):  
Haeruddin Haeruddian
Keyword(s):  
Community Service ◽  
Leadership Style ◽  
Research Method ◽  
Work Performance ◽  
Sampling Technique ◽  
Research Community ◽  
Civil Servants ◽  
Work Behavior ◽  
Second Phase ◽  
Work Goals

This study aims to analyze the effect of work behavior, teaching work goals, research and service on work performance, and analyze the effect of work behavior on teaching work goals, research and community service. The research method used was a research method combination of explanatory sequential design models. The first phase was conducted using quantitative method. The quantitative data were obtained from 96 lecturers of civil servants at Mulawarman University using a proportional stratified cluster random sampling technique. Data was collected by documentation based on the value of the employee work goals in 2020 which was then analyzed using statistical path analysis. Subsequently, the second phase was carried out using the qualitative method by collecting data through interviews, participant observation and documentation related to work behavior, teaching work goals, research, community service, and job performance of civil servants lecturers at Mulawarman University. The results revealed that 1) there was an influence of behavior, teaching work goals, research and community service together based on quantitative and qualitative analysis, 2) there was an influence of behavior on teaching work goals, research, community service and work performance based on quantitative analysis and qualitative. 3) Based on qualitative data, the leadership style also affected the work performance of lecturers of civil servants at Mulawarman University.

Leader-member exchange and employee resilience: the mediating role of regulatory focus

2019 ◽  
Vol 42 (9) ◽  
pp. 1062-1075
Author(s):  
Shiva Kakkar
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Survey Design ◽  
Employee Motivation ◽  
Vital Role ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type

Purpose This study aims to investigate whether leader–subordinate exchange (LMX) quality influences subordinate resilience. Drawing upon Higgins’ (1998) regulatory focus theory, it is hypothesized that high LMX leaders induce a positive appraisal of situations which primes promotion regulatory focus in subordinates which in turn increases employee motivation and resilience. Design/methodology/approach The study uses a cross-sectional survey design. Responses were collected from 139 employees of three information technology and enabled services organizations in India. Data were analyzed using PLS-based structure equation modeling package ADANCO. Findings LMX was found to be positively related to employee resilience. Promotion regulatory focus mediated the relationship between LMX and employee resilience. Practical implications The study demonstrates that leader interaction and behaviors can promote resilience in employees. Organizations need to see how supervisors can be trained to “frame” challenges and adversity in a manner that motivates employees and promotes resilience. Originality/value Previous studies have found different types of leadership styles to be associated with subordinate resilience. This suggests that there are certain factors across various leadership styles that influence resilience. The study uses LMX theory to suggest that it is not leadership style but underlying dimensions such as trust, reciprocity and clarity that play a vital role in cultivating employee resilience.

Leadership Style, Anonymity, and the Discussion of an Ethical Issue in an Electronic Context

2008 ◽  
pp. 513-531 ◽  
Author(s):  
Surinder S. Kahai ◽  
Bruce J. Avolio
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Ethical Issue ◽  
Leadership Style ◽  
Higher Order ◽  
Future Research ◽  
Transformational Leaders ◽  
Student Groups ◽  
Transactional Leaders ◽  
Electronic Meeting System

A laboratory experiment was conducted with 42 student groups to evaluate the effects of transactional vs. transformational leadership styles and anonymity when groups supported by an Electronic Meeting System (EMS) discussed the ethical issue of copying copyrighted software. A confederate leader displayed either transformational or transactional behaviors. Transformational leaders motivate effort by raising the awareness of followers to make them aspire to higher-order needs and values and by developing them to fulfill their aspirations. Transactional leaders motivate effort by highlighting the contractual exchange involved in a relationship. Participants working with a transformational confederate were more likely to make arguments that challenged the copying of copyrighted software than those working with one who was more transactional. These arguments, in turn, caused groups exposed to such arguments to have greater deviation among its members in intentions to copy the software. Participants working with a transactional confederate were more likely to make arguments in favor of copying copyrighted software. These arguments, in turn, caused groups exposed to such arguments to have a greater mean of intentions to copy the software. Implications for practice and future research on ethics and leadership in the electronic context are discussed.

Exploring leadership styles in government hospitals in Kuwait

2019 ◽  
Vol 32 (3) ◽  
pp. 458-476
Author(s):  
Talal ALFadhalah ◽  
Hossam Elamir
Keyword(s):  
Health Care ◽  
Leadership Styles ◽  
Leadership Style ◽  
Leadership Behavior ◽  
Organizational Outcomes ◽  
Cross Sectional Study ◽  
Transformational Leaders ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to determine and assess leadership styles in six government general hospitals. Design/methodology/approach This is a cross-sectional study that uses a self-administered questionnaire to determine the leadership styles by self or followers’ rating. The participants were 66 leaders and 1,626 followers. The data were analyzed using suitable statistical methods. Findings The prevailing leadership style of hospitals’ leaders is the transformational style, where self-rating as transformational is higher than followers’ rating. The demographic characteristics of leaders are statistically insignificant. Research limitations/implications Other health-care settings were not included in the study. In addition, the study is designed to determine the relationship between variables, not to identify cause and effect. However, effective leadership has a substantial value and impact in health care. The paper confirms the existence of a transformational style effect on all organizational outcomes and represents a baseline for future studies in determining leadership styles and organizational culture types to highlight improvement areas. Practical implications The paper recommends designing training programs to improve transformational leadership behavior. Moreover, investment in research is needed to understand how to build transformational leaders. In addition, leaders' recruitment must be conditioned by obtaining a leadership certification. Originality/value This topic is under-researched in Kuwait health-care system. The use of leadership style as an indicator for a health-care organization's performance is still not well known in Kuwait.

Leadership style and psychological contract

2021 ◽  
Vol 30 (1) ◽  
pp. 43-54
Author(s):  
Jane Oorschot ◽  
Gianna Moscardo ◽  
Anna Blackman
Keyword(s):  
Qualitative Study ◽  
Private Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Transformational Leaders ◽  
Public And Private ◽  
Public And Private Sector ◽  
The Relationship

This study explores the relationship between leadership style and psychological contract dimensions. The literature suggests that leaders in general and leadership style in particular can influence the psychological contracts of employees. Currently, there is no research as to how leaders perceive such contracts. This qualitative study presents the interview findings of twenty-three leaders working in public and private sector organisations. Differences were found between neutral and transformational leaders. Neutral leaders had a more transactional psychological contract, whereas the transformational leaders had a more relational psychological contract. This study adds to the literature as there is no current framework that considers the relationship between leadership styles with the psychological contract. Overall, the results indicate differences in psychological contract perceptions for different leadership styles.

scholarly journals Project Managers Perceptions about more Effective Leadership Styles

2017 ◽  
Vol 2 (3) ◽  
pp. 7-13
Author(s):  
Maria José Sousa ◽  
Ivo Dias ◽  
Isabel Moço ◽  
Ana Saldanha ◽  
Carla Caracol
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Effective Leadership ◽  
Research Question ◽  
Project Managers ◽  
Transformational Leaders ◽  
Professional Skills

The main purpose of this study is to analyze the type of leadership that can be more effective in the perceptions of project managers. In this case, the research question answer could have a major meaning due to the fact that projects rarely fail due to the lack of professional skills and knowledge; they most often fail because of the type of leadership. The research question is “Which are the most effective leadership style for project managers?” The methodology used was quantitative through the application of a questionnaire to 78 project managers and the results shows that Transformational Leaders are the most effective according the specificities of the projects.

scholarly journals Leadership Style: School Perspective in Cameroon

2015 ◽  
Vol 2015 ◽  
pp. 1-9 ◽  
Author(s):  
Asan Vernyuy Wirba
Keyword(s):  
Secondary School ◽  
Leadership Styles ◽  
Continuous Improvement ◽  
Leadership Style ◽  
School Principals ◽  
Secondary School Principals ◽  
Training And Development ◽  
Qualitative Approach ◽  
Transformational Leaders ◽  
Semistructured Interview

This paper examines leadership styles of secondary school principals in Cameroon, in terms of transformational, transactional, and laissez-faire leadership styles. This paper discusses the leadership styles in Cameroon and puts forward ideas for continuous improvement. A qualitative approach, using a semistructured interview, was adopted. It was conducted on ten principals, ten teachers, and ten students. Majority of respondents from schools described their principals as transformational leaders. Doubts are cast on the nature of transformational leadership in schools in Cameroon, since there is less training and development for leadership in schools.

Effects of Leadership Style and Anonymity on Arguments and Intentions Related to Acting Unethically

2008 ◽  
pp. 176-198
Author(s):  
Surinder S. Kahai ◽  
Bruce J. Avolio
Keyword(s):  
Transformational Leadership ◽  
Laboratory Experiment ◽  
Leadership Styles ◽  
Leadership Style ◽  
Higher Order ◽  
Future Research ◽  
Transformational Leaders ◽  
Student Groups ◽  
Transactional Leaders ◽  
Electronic Meeting System

A laboratory experiment was conducted with 42 student groups to evaluate the effects of transactional vs. transformational leadership styles and anonymity when groups supported by an electronic meeting system (EMS) discussed the ethical issue of copying copyrighted software. A confederate leader displayed either transformational or transactional behaviors. Transformational leaders motivate effort by raising the awareness of followers to make them aspire to higher order needs and values, and developing them to fulfill their aspirations. Transactional leaders motivate effort by highlighting the contractual exchange involved in a relationship. Participants working with a transformational confederate were more likely to make arguments that challenged the copying of copyrighted software than those working with one who was more transactional. These arguments in turn caused groups exposed to such arguments to have greater deviation among its members in intentions to copy the software. Participants working with a transactional confederate were more likely to make arguments in favor of copying copyrighted software. These arguments in turn caused groups exposed to such arguments to have a greater mean of intentions to copy the software. Implications for practice and future research on ethics and leadership are discussed.

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