The effect of authentic leadership on leader creativity: the moderating role of idea network diversity

2014 ◽  
Author(s):  
Chen Zhao ◽  
Zhonghua Gao
Keyword(s):  
Authentic Leadership ◽  
Network Diversity ◽  
Moderating Role

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

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
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.

The effect of nepotism on tolerance to workplace incivility: mediating role of psychological contract violation and moderating role of authentic leadership

2020 ◽  
Vol 41 (4) ◽  
pp. 597-613 ◽  
Author(s):  
Hasan Evrim arici ◽  
Huseyin Arasli ◽  
Nagihan Cakmakoglu Arici
Keyword(s):  
Psychological Contract ◽  
Authentic Leadership ◽  
Family Members ◽  
Workplace Incivility ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Moderating Role ◽  
Contract Violation

PurposeThis multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract violation and the moderating role of authentic leadership in organizations.Design/methodology/approachUsing time-lagged data from 547 frontline employees working in four- and five-star hotels, this study's hypotheses were analyzed by conducting hierarchical regression analysis and hierarchical linear modelling.FindingsThe findings indicate that non-family members' perception of nepotism triggered perceived tolerance to the uncivil behavior of family members by the management and that this relationship between nepotism perception and tolerance to workplace incivility was mediated by psychological contract violation. In line with expectations, authentic leadership moderated the effect of nepotism perception on tolerance to workplace incivility.Originality/valueThis study is among the first to examine the effects of nepotism perception on tolerance to workplace incivility by focusing on the mediator role of psychological contract violation at the individual level and the moderator role of authentic leadership at the group level.

scholarly journals Twitter and Encountering Diversity: The Moderating Role of Network Diversity and Age in the Relationship Between Twitter Use and Crosscutting Exposure

2017 ◽  
Vol 3 (3) ◽  
pp. 205630511771724 ◽  
Author(s):  
Chang Sup Park ◽  
Barbara K. Kaye
Keyword(s):  
South Korea ◽  
Older People ◽  
Information Seeking ◽  
Online Survey ◽  
Positive Association ◽  
Public Expression ◽  
Network Diversity ◽  
The Relationship ◽  
Moderating Role

This article investigates whether Twitter use motivations relate to exposure to discordant information. To this end, this research conducted an online survey of 1,350 adults of South Korea. The results reveal that using Twitter for information-seeking, public-expression, and leisure-seeking purposes helps users to encounter crosscutting exposure, while the use of Twitter for private expression does not. Offline network diversity has a significant association with crosscutting exposure, and it moderates the relationship between Twitter use for public expression or leisure seeking and crosscutting exposure. The positive association between Twitter use for leisure seeking and crosscutting exposure is stronger among younger people than among older people.

scholarly journals THE EFFECT OF AUTHENTIC LEADERSHIP ON EMPLOYEE PERFORMANCE: A MODERATING ROLE OF ISLAMIC WORK ETHICS

2021 ◽  
Vol 9 (2) ◽  
pp. 185-194
Author(s):  
Amjad Ali ◽  
Shahzad Mushtaq ◽  
Muhammad Asif ◽  
Muhammad Qasim Maqbool ◽  
Umer Bin Khalid
Keyword(s):  
Higher Education ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Sampling Technique ◽  
Education Sector ◽  
Leadership Strategies ◽  
Work Ethics ◽  
The Impact ◽  
Moderating Role

Purpose: This study aims to explore the impact of authentic leadership on employee performance and the moderating role of Islamic work ethics. There is little research on authentic leadership and employee performance in Pakistan's higher education sector. Therefore, the purpose of this study was to analyze the impact of authentic leadership with Islamic work ethics on employee performance. Methodology: This is a quantitative study. In this study, the convenience sampling method was used as a sampling technique. The data was collected from the higher education sector in Peshawar, and a questionnaire was circulated to 220 employees working in the various higher education sector in Peshawar. Data were analyzed by using SPSS 22 version. Results: The results show that authentic leadership has a significant impact on employee performance. Authentic leadership also significantly influences IWE. Similarly, the interactive impact of authentic leadership and Islamic work ethics on employee performance was also found to be significant. Applications of this study: This research can be very effective for improving authentic leadership strategies to improve the performance of employees in the higher education sector in Peshawar, Pakistan. The Novelty of the study: The contribution of this research is Islamic work ethics using the first time between authentic leadership and employee performance, which has not been used so far. It has been found that Islamic work ethics positively moderate the link between authentic leadership and employee performance.

scholarly journals Authentic Leadership and Employee Voice: Roles of Obligation Perception and Power Distance Orientation

2020 ◽  
Vol 9 (3) ◽  
pp. 25
Author(s):  
Hung-Yi Liao ◽  
Kang-Hwa Shaw
Keyword(s):  
Authentic Leadership ◽  
Power Distance ◽  
Employee Voice ◽  
Future Directions ◽  
Power Distance Orientation ◽  
Mediating Role ◽  
Managerial Implications ◽  
The Relationship ◽  
Moderating Role

Based on social learning theory, this paper investigated the relationship between authentic leadership and employee voice as well as the mediating role of felt obligations for change, and the moderating role of power distance orientation. Using a questionnaire survey, we collected employee data in China, and obtained 183 usable responses to test our hypotheses. The results show that authentic leadership is positively related to employee voice, authentic leadership positively influences felt obligations for change, and felt obligations for change mediates the relationship between authentic leadership and employee voice. Further, power distance orientation moderates the influence of authentic leadership on felt obligations for change. Theoretical implications, managerial implications, and future directions are discussed.

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