scholarly journals ‘It’s the organization that is wrong’: Exploring disengagement from organizations through leadership development

Leadership ◽  
2019 ◽  
Vol 16 (2) ◽  
pp. 141-162 ◽  
Author(s):  
Magnus Larsson ◽  
Robert Holmberg ◽  
Steve Kempster
Keyword(s):  
Leadership Development ◽  
Social Identity ◽  
Development Programme ◽  
Significant Implication ◽  
Successful Management ◽  
Repeated Interviews ◽  
The Relationship ◽  
Management And Leadership

This research explores the relationship between participation in leadership development programmes and disengagement from the employing organization. Based on repeated interviews with 10 managers participating in an open leadership development programme, our analysis shows that half of the participants reflected a sense of distancing themselves from how their organizations practiced leadership, and for some, an emotional disengagement with their home organization which we see as analogous to changes in social identity. We problematize the role of management and leadership development programmes with regard to the relationship between organizations and employees. A series of paradoxes are reflected in our critique of this relationship. The most prominent in terms of implications is that a successful management and leadership development programme – recognized by employees and employers – can generate dissatisfaction with the home organization as a consequence of the purpose of the programme: to increase confidence and enhanced agency. This paradox has significant implication to the leadership development industry and we explore these implications.

scholarly journals If You Travel, I Travel: Testing a Model of When and How Travel-Related Content Exposure on Facebook Triggers the Intention to Visit a Tourist Destination

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092551 ◽  
Author(s):  
Kashmala Latif ◽  
Muhammad Yousaf Malik ◽  
Abdul Hameed Pitafi ◽  
Shamsa Kanwal ◽  
Zara Latif
Keyword(s):  
Social Media ◽  
Social Identity ◽  
Communication Strategies ◽  
Comparison Process ◽  
Tourist Destination ◽  
Benign Envy ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

This study aims to examine the role of exposure to travel-related content posted by friends on Facebook in triggering the intention to visit a tourist destination (IVTD). The study further examines how travel-related content exposure is linked with IVTD, and why some travel consumers, unlike others, tend to trigger more IVTD in response to travel-related content exposure. The sample of the present study included 295 travel consumers who are users of Facebook in Pakistan. The hypothesized model is tested using PROCESS macros in SPSS 24.0. The findings of the study reveal that travel-related content exposure is positively associated with IVTD. The benign envy mediates the relationship between exposure to travel-related content posted by friends on Facebook and IVTD, but the online social identity moderated the relationship between exposure to travel-related content posted by friends on Facebook and IVTD such that high online social identity strengthened the impact of travel-related content exposure on IVTD, thus highlighting the pivotal role of online social identity in the comparison process. The study contributes to the tourism literature on social media and has practical implications for social media travel managers and advertisers. The travel managers and advertisers should develop marketing and communication strategies considering friends’ communications on Facebook as a factor that can influence travel consumers’ behavior and decision making.

scholarly journals ROLE OF LEADERSHIP AND POSSIBILITES FOR ITS DISPLAY IN THE STATE BORDER GUARD

2018 ◽  
Vol 1 (10) ◽  
pp. 86
Author(s):  
Raimonds Kublickis ◽  
Iluta Arbidāne ◽  
Daina Znotiņa
Keyword(s):  
Leadership Development ◽  
Data Processing ◽  
Human Factor ◽  
Work Conditions ◽  
The State ◽  
Management Style ◽  
Literature Analysis ◽  
Democratic Management ◽  
The Relationship

The authors explore the display of leadership in the State Border Guard in order to find out whether there is a place for leadership and the human factor in the relationship between management and subordinates in the strictly regulated organization. The aim of the research: to study the role of leadership and its display in the State Border Guard. Tasks of the research: 1) to describe the nature of leadership and its role in the organization's activities; 2) to conduct a survey on the most significant aspects of leadership manifestation in regards inspectors and officers from different border guard units of the State Border Guard; 3) to make conclusions and develop proposals regarding the necessity of leadership and possibilities for its display. The research methods: 1) literature analysis, observation; 2) surveying, data processing, analysis, and interpretation. At the end of the research, the authors conclude that the respect and appreciation provided by the superior to the subordinates is as important as a good salary and work conditions at the State Border Guard. Hence, in the opinion of the subordinates, a superior who can display the respect and appreciation to the subordinates will be able to become the leader. Even in a strictly regulated organization such as the State Border Guard, the superior can offer his/her subordinates the assistance – not by completing a task on behalf of the subordinate, but by providing the advice and guidance. This behaviour is an attribute of a democratic management style creating a favourable ground for leadership development.

scholarly journals Interplay of Leadership Styles, Employees' Performance and Organizational Life Cycle

2019 ◽  
Vol IV (IV) ◽  
pp. 389-397
Author(s):  
Mujahid Hussain ◽  
Amna Niazi ◽  
Kanwal Iqbal Khan
Keyword(s):  
Life Cycle ◽  
Leadership Development ◽  
Leadership Styles ◽  
Organizational Life ◽  
Organizational Life Cycle ◽  
Democratic Leadership ◽  
And Performance ◽  
The Relationship

The study investigates the moderation role of Organizational Life Cycle (OLC) stages on the relationship between leadership styles and employees' performance. The study remained restricted to four basic leadership styles, namely authoritative, democratic, transformational and transactional styles. The findings of the study are (1) OLC stages have no significant impact on the relationship between transformational style and performance employees and on the relationship between transactional style and performance of employees (2) OLC stages have a significant impact on the relationship between authoritative styles and performance employees and on the relationship between democratic leadership styles and performance of employees. Findings can be used in the hiring of new leadership by organizations and in the deciding priorities of leadership development as per the stages of OLC. It is expected that the findings of the study are generalizable due to the size of the sample and the extensiveness of the study.

When leader is morally corrupt: interplay of despotic leadership and self-concordance on moral emotions and bullying behavior

2020 ◽  
Vol 39 (7/8) ◽  
pp. 911-928
Author(s):  
Fauzia Syed ◽  
Muhammad Waheed Akhtar ◽  
Muhammad Kashif ◽  
Muhammad Asrar-ul-Haq ◽  
Qurt ul ain ◽  
...  
Keyword(s):  
Leadership Development ◽  
Health Sector ◽  
Moral Emotions ◽  
Time Interval ◽  
Leadership Development Programs ◽  
Content Type ◽  
Bullying Behavior ◽  
Time Lagged ◽  
The Relationship

PurposeThis study investigates despotic leadership (DL) as an antecedent to bullying behavior with a mediating role of moral emotions at work. Another aim is to study the moderating role of self-concordance to buffer the relationship between DL and arousal of moral emotions.Design/methodology/approachThe authors collected two-source (self-reported and supervisor reported) time-lagged data in the shape of a three-wave survey (i.e. one month time interval for each time) from 242 dyads in the health sector of Pakistan.FindingsThe results revealed that moral emotions mediated the relationship between DL and bullying behavior. Furthermore, self-concordance moderates the relationship between DL and moral emotions, such that the relationship will be stronger in the case of low self-concordance.Research limitations/implicationsManagers need to promote a culture that accommodates diversity of opinion at the organization so that everyone is able to express and share their views openly. Organizations should encourage supervisors to participate in leadership development programs aimed at eliminating DL.Originality/valueThis study establishes the role of self-concordance and moral emotions in the relationship between despotic leadership DL and bullying behavior.

The Relationship Between Perceived Organizational Support and Affective Commitment

2014 ◽  
Vol 13 (4) ◽  
pp. 167-173 ◽  
Author(s):  
Gaëtane Caesens ◽  
Géraldine Marique ◽  
Florence Stinglhamber
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
The Social ◽  
The Relationship

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC.

Newcomer Conformity

2012 ◽  
Vol 43 (3) ◽  
pp. 138-147 ◽  
Author(s):  
Susanne Täuber ◽  
Kai Sassenberg
Keyword(s):  
Social Identity ◽  
The Self ◽  
Specific Group ◽  
Self Construal ◽  
Interdependent Self ◽  
Group Goals ◽  
The Impact ◽  
The Relationship

The present research is the first to examine the impact of self-construal on newcomers’ motivation to conform with the goals of a novel group. We argue that when social identity (i.e., individuals’ concern for a specific group) has not yet been developed, newcomers rely on self-construal (i.e., individuals’ chronic concern for ingroups and connectedness with others in general) to derive norms for group-serving vs. self-serving behavior. Results of an experiment (N = 157) supported this prediction: Self-construal moderated the relationship between group goals and individual goals (cognitive conformity) as well as the relationship between group goals and members’ effort (behavioral conformity). Specifically, low independent and high interdependent self-construal was associated with greater cognitive and behavioral alignment of the self with the group compared to high independent and low interdependent self-construal. Findings are discussed regarding the role of self-construal as a precedent of conformity.

When history perpetuates stereotypes and narratives: The burden of historical representations on the well-being of Africans living in Europe

2021 ◽  
Author(s):  
Raymond Boateng
Keyword(s):  
Social Identity ◽  
Well Being ◽  
Self Esteem ◽  
Social Identification ◽  
Potential Impact ◽  
Historical Representations ◽  
Mediational Role ◽  
The Relationship ◽  
Harmful Effects

Previous research outlined that historical representations of different groups underlie stereotypes and prejudice. Considering the gap in the literature on historical representations and their potential impact on well-being, this study tested hypotheses concerning historical representations of Africans (N = 225) in Europe in relation to well-being outcomes in that population. Furthermore, the study tested the mediational role of stereotype confirmation concerns and social identification in the relationship between historical representations and well-being. Consistent with the predictions, historical representations were associated with poorer well-being. Particularly, historical representations were related to increased anxiety and low self-esteem through their relationship with stereotype confirmation concerns. Social identity mitigated the harmful effects of historical representations on self-esteem. However social identity did not mediate the relationship between historical representations and anxiety. The findings highlight the effects of historical representations on well-being.

scholarly journals Stimulating interethnic contact in Kosovo: The role of social identity complexity and distinctiveness threat

2018 ◽  
Vol 22 (7) ◽  
pp. 1039-1058
Author(s):  
Edona Maloku ◽  
Belle Derks ◽  
Colette van Laar ◽  
Naomi Ellemers
Keyword(s):  
Social Identity ◽  
Intergroup Relations ◽  
Minority Groups ◽  
Prejudice Reduction ◽  
Positive Effects ◽  
Identity Complexity ◽  
Social Identity Complexity ◽  
Negative Feelings ◽  
The Relationship

The positive effects of intergroup contact on prejudice reduction have been widely validated by now. However, the potential of contact for intergroup relations is only available when there is readiness to have contact with outgroup members to begin with. In two correlational studies with the main ethnic groups in postconflict Kosovo, Albanian majority (Study 1, N = 221) and Serb minority (Study 2, N = 110), we examine how social identity complexity mechanism and distinctiveness threat contribute to predicting more readiness to have contact with outgroup members. As the establishment of a new national identity unfolds, we show that while there are different processes that work for each of the groups, distinctiveness threat is a central concern to both as it mediates the relationship between identity and intergroup outcomes. For the Albanian majority group, having more complex identities (or perceiving less identity overlap between national and ethnic identity) predicts more readiness to have contact and feeling more positively towards members of the outgroup via reduced distinctiveness threat. For the Serb minority, however, threat is predicted only by strength of ethnic identification, which in turn predicts negative feelings towards members of the ethnic outgroup and less readiness to contact them. We conclude by comparing results for the majority and the minority groups and discuss strategies needed to reduce threat and improve intergroup relations in this segregated context struggling for reconciliation.

Linking servant leadership to employee creativity

2019 ◽  
Vol 14 (1) ◽  
pp. 215-233
Author(s):  
Jin Yang ◽  
Cuiping Ma ◽  
Jibao Gu ◽  
Hefu Liu
Keyword(s):  
Social Identity ◽  
Servant Leadership ◽  
Social Identity Theory ◽  
Team Identification ◽  
Employee Creativity ◽  
Mediation Effects ◽  
Content Type ◽  
Leadership Influence ◽  
The Relationship

Purpose This paper aims to put forth a model that accounts for the effect of servant leadership on employee creativity from a social identity perspective. Specifically, this paper aims to examine team identification as the mediating mechanism by which servant leadership influence employee creativity. This paper also intends to investigate the moderating influences of horizontal and vertical collectivism on the effectiveness of servant leadership on follower team identification. Design/methodology/approach Servant leadership, team identification, collectivism (consisted of horizontal and vertical collectivism) and employee creativity were assessed in an empirical study based on a sample of 451 employees from 11 banks in China. Findings Drawing on social identity theory, this study found that follower team identification partially mediates the relationship between servant leadership and employee creativity. In addition, results showed that horizontal collectivism moderates the relationship between servant leadership and follower team identification; the relationship was more positive when horizontal collectivism was high, rather than low; vertical collectivism also moderates the relationship between servant leadership and follower team identification; the relationship was more positive when vertical collectivism was low, rather than high. However, results of this study indicated that the moderated mediation effects of team identification on the relationship between servant leadership and employee creativity are nonsignificant. Practical implications First, this research affirmed the need to promote servant leadership in employment settings. Second, managers’ understandings of the instrumental role of servant leadership in showing interpersonal acceptance, offering encouragement and support and expressing trust would prove to be valuable because it could enhance employee creativity. Finally, the findings from this study should help managers gain a better understanding of the contextual factors. Originality/value The first contribution of the current study was to identify team identification as an important psychological process that can link servant leadership to employee creativity. Another important contribution of the current research was the identification of the boundary conditions (e.g. horizontal and vertical collectivism).

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