Research on the Relationship Among Empowering Leadership Behavior, Perceived Organizational Status and Voice Behavior

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

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The Mediating Role of Psychological Empowerment in the Relationship between the Empowering Leadership Behavior and Work Engagement: A Study Applied on the Cement Sector in Upper Egypt

International Journal of Business and Management ◽

10.5539/ijbm.v13n12p18 ◽

2018 ◽

Vol 13 (12) ◽

pp. 18 ◽

Cited By ~ 1

Author(s):

Adel R. M. Rayan ◽

Ahmed S. M. Sebaie ◽

Nagwa A. Ahmed

Keyword(s):

Work Engagement ◽

Psychological Empowerment ◽

Leadership Behavior ◽

Theoretical Data ◽

Cement Industry ◽

Empowering Leadership ◽

Upper Egypt ◽

Mediating Role ◽

The Relationship

This study aims to test the relationship between perceived empowering leadership behavior and the work engagement. Also, the mediating role of psychological empowerment in this relation has been examined. The study applied on a sample of 360 employees at the Egyptian cement industry in Upper Egypt. Data was collected using work engagement questionnaire based on the Schaufeli, Salanova, González-Romá, and Bakker (2002) scale. The current study used the scale of the Zhang & Bartol study (2010), prepared by Ahearne et al., (2005) to measure the empowering leadership behaviors. Psychological empowerment has been measured using Spreitzer (1995) and Zhung and Bartol (2010). The study was conducted using the Statistical Package for Social Sciences (SPSS) program in data processing for AMOS to test the quality of compatibility between the collected data and the theoretical data, and the structural model to test the study hypotheses. The results did not support the direct relationship between leadership empowered behavior and work engagement. The empowering leadership behavior is positively affecting the psychological empowerment. Psychological empowerment was found to be positively affecting work engagement. However, the psychological empowerment was found to be mediating the relationship between the two variables. The study reached some conclusions related to this relationship and how to have it enhanced in the Cement industry in Upper Egypt.

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The Relationship between Empowering Leadership and Constructive Voice Behavior: The Mediation Effect of Psychological Safety

Korean Academy Of Leadership ◽

10.22243/tklq.2019.11.1.3 ◽

2019 ◽

Vol 11 (1) ◽

pp. 3-32

Author(s):

Soojin Kim ◽

Kiwook Kwon

Keyword(s):

Psychological Safety ◽

Mediation Effect ◽

Voice Behavior ◽

Empowering Leadership ◽

The Relationship

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How Does Paradoxical Leadership Affect Employees’ Voice Behaviors in Workplace? A Leader-Member Exchange Perspective

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17041162 ◽

2020 ◽

Vol 17 (4) ◽

pp. 1162

Author(s):

Xue ◽

Li ◽

Liang ◽

Li

Keyword(s):

Self Efficacy ◽

Leadership Behavior ◽

Psychological Safety ◽

Employee Voice ◽

Proactive Behavior ◽

Voice Behavior ◽

Team Size ◽

Member Exchange ◽

The Relationship ◽

Promotive Voice

We theorized and tested a leader-member perspective beyond the existing studies in paradoxical leadership and employee voice behavior. We proposed that paradoxical leadership influences employees’ voice behavior through psychological safety and self-efficacy. We also theorized that team size influences an extent to which the subordinates internalize their self-efficacy and psychological safety to exhibit proactive behavior. In a longitudinal study conducted on 155 subordinates and 96 supervisors in China, we found that when leaders adopt paradoxical behavior, employees are more likely to engage into promotive voice behavior; however, employees’ prohibitive voice behavior is reduced when their leaders adopt paradoxes in leadership behavior. Additionally, psychological safety mediates the relationship between paradoxical leadership and promotive voice behavior. Further, team size has significant interaction effects with psychological safety on promotive voice behavior.

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PSYCHOLOGICAL CAPITAL AS A MEDIATION, RELATIONSHIP BETWEEN EMPOWERING LEADERSHIP , TRANSFORMATIONAL LEADERSHIP BEHAVIOR, PROACTIVE PERSONALITY TO INDIVIDUAL JOB PERFORMANCE

Jurnal Benefita ◽

10.22216/jbe.v4i3.4445 ◽

2019 ◽

Vol 4 (3) ◽

pp. 492 ◽

Cited By ~ 1

Author(s):

Gus Andri Andri ◽

Wiwiek Rabiatul Adawiyah ◽

Ratno Purnomo

Keyword(s):

Transformational Leadership ◽

Job Performance ◽

Structural Equation ◽

Psychological Capital ◽

Leadership Behavior ◽

Hypothesis Test ◽

Individual Performance ◽

Proactive Personality ◽

Empowering Leadership ◽

The Relationship

This study aims at examine is the moderating role of psychological capital on the relationship, empowering leadership, transformational leadership behavior, and proactive personality toward individual job performance. The samples are 215 respondents using questionaire. The respondents are Minang migrant entrepeneurs in Purwokerto-Central Java. Data analysis using Structural Equation Model (SEM). The result of this study shows that the first hypothesis test, the influence of empowering leadership toward employee’s proactive personality. The second hypothesis test, the influence of transformational leadership behavior toward Employee’s proactive personality. The third hypothesis, the influence of employee’s proactive personality toward psychological capital. Based on Sobel Test, psychological capital mediates the relationship between employee’s proactive personality and individual performance Tujuan Penelitian ini dilakukan adalah untuk menguji apakah variabel modal psikologis sebagai variabel mediasi mempengaruhi hubungan antara kepemimpinan yang memberdayakan, kepemimpinan transformasional, dan kepribadian proaktif terhadap kinerja individu. Penelitian ini mengambil sampel sebanyak 215 responden dengan menggunakan kuesioner. Responden adalah pengusaha Perantau Minang di Purwokerto-Jawatengah. Fonemena gab yang terjadi kesenjangan kepemimpinan perantau Minang yang tergabung dalam Ikatan keluarga Minang dibandingkan dengan suku lainnya dalam membangun kewirausahaan di Purwokerto-Jawatengah. Permasalaha penelitian yang ditemukan adalah terbatasnya pembahasan modal psikologi kewirausahaan, sehingga faktor yang mendorong individu secara psikologis dan proaktif dalam keberhasilann kinerja semakin rendah. Analisis data menggunakan model persamaan struktural (SEM). Hasil penelitian menunjukkan hipotesis pertama, adanya pengaruh pemberdayaan kepemimpinan terhadap kepribadian proaktif individu. Hipotesis dua, adanya pengaruh kepemimpinan transformasional terhadap kepribadian proaktif individu. Hipotesis tiga, adanya pengaruh kepribadian proaktif individu terhadap modal psikologis. Dan pada hipotesis empat, pengaruh modal psikologis memediasi hubungan antara kepribadian proaktif individu dengan kinerja individu, berdasarkan hasil uji sobel, maka nilai 3,62 Sobel test; p <0.0012).

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

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000226 ◽

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.

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İNSAN KAYNAKLARI YÖNETİCİLERİNİN LİDERLİK TARZI, YARATICI PROBLEM ÇÖZME KAPASİTESİ VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN ARAŞTIRILMASI: AMPİRİK BİR ÇALIŞMA

Business And Management Studies An International Journal ◽

10.15295/bmij.v4i3.5 ◽

2016 ◽

Vol 4 (3) ◽

Author(s):

Hüseyin YILMAZ

Keyword(s):

Problem Solving ◽

Human Resources ◽

Leadership Style ◽

Career Satisfaction ◽

Leadership Behavior ◽

Future Research ◽

Creative Problem Solving ◽

Democratic Leadership ◽

Creative Problem ◽

The Relationship

The aim of this study is the creative problem-solving capacity of the organization with leadership behaviors of human resources managers and employees to examine the relationship between career satisfaction and is tested empirically. Research within the scope of the required data structured questionnaire method, operating in the province of Aydin was obtained from 130 employees working in five star hotels. Democratic leadership style according to the factor analysis, easygoing, participants converter, and releasing autocratic leadership dimensions were determined. According to the analysis, the dependent variable with a significant level of research and positive leadership style has been determined that no relationships. Regression analysis revealed that the leadership of the relationship with the creative problem-solving capacity of democratic leadership in style when found to be stronger than other leadership styles, while the variable describing the career of the employee satisfaction level of the maximum it was concluded that the creative problem-solving capacity of the organization. Research in the context of human resources on the very important for organizations, leadership behavior, creative problem-solving capacity and career satisfaction studies analyzing the relationships between variables it seems to be quite limited. The discovery by analyzing the relationship between the aforementioned variables, can make significant contributions to knowledge in the literature and are expected to form the basis for future research.

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