scholarly journals Authentic Leadership: A New Approach to Leadership (Describing the Mediatory Role of Psychological Capital in the Relationship between Authentic Leadership and Intentional Organizational Forgetting)

2017 ◽  
Vol 6 (4) ◽  
pp. 491-504 ◽  
Author(s):  
Samaneh Mohammadpour ◽  
Nour Mohammad Yaghoubi ◽  
Amin Reza Kamalian ◽  
Habibollah Salarzehi
Keyword(s):  
Authentic Leadership ◽  
Psychological Capital ◽  
New Approach ◽  
Organizational Forgetting ◽  
The Relationship

scholarly journals The role of psychological capital in the relationship between authentic leadership and work engagement

2018 ◽  
Vol 16 ◽  
Author(s):  
Marieta Du Plessis ◽  
Adre B. Boshoff
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Healthcare Organisation ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual ◽  
High Level ◽  
The Relationship

Orientation: The focus on positive psychology in the workplace includes interest in engagement of employees and the conditions and/or characteristics that explain variance in engagement levels.Research purpose: Psychological capital (PsyCap) can be used as a substitute or enhancer for leadership in the development of work engagement in cases where the individual has a high level of PsyCap.Motivation for the study: With work engagement becoming increasingly critical to the competitiveness of today’s organisations, there is a need to better understand the role of leadership and psychological strengths that support work engagement among employees.Research approach/design and method: In the quantitative study (on the responses of 647 managers from a national private healthcare organisation), the mediating and moderating role of psychological capital (PsyCap) on the relationship between authentic leadership and work engagement was tested.Main findings: Psychological capital partially mediated the relationship between authentic leadership and work engagement. Similarly, PsyCap was also a moderator of the relationship, although the main effects remained significant.Practical/managerial implications: Organisations and leaders should focus on developing a high level of PsyCap within their followers in order to retain high levels of work engagement.Contribution/value-add: The role of PsyCap in the leadership–engagement relationship indicates that individuals can draw from their PsyCap to improve work engagement.

scholarly journals PERAN MEDI ASI MODAL PSI KOLOGI S: HUBUNGAN ANTARA KEPEMI MPI NAN AUTENTI K DAN KOMI TMEN ORGANI SASI ONAL STUDI PADA RUMAH SAKI T JI WA DAERAH SURAKARTA DAN RUMAH SAKI T PKU MUHAMMADI YAH SURAKARTA

2020 ◽  
Vol 13 (1) ◽  
pp. 41-54
Author(s):  
Yosephin Dila Sintka Sekar Palupi ◽  
Nang Among Budiadi ◽  
Sugiyarmasto . ◽  
Ariefah Yulandari
Keyword(s):  
Organizational Commitment ◽  
Mental Hospital ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Hospital Performance ◽  
Cluster Sampling ◽  
Mediating Role ◽  
The Relationship

This study aims to examine the mediating role of pshychological capital in the rlationship between authentic leadership and organizational commitment. Organizational commitment is an important factor in improving hospital performance. Commitment as a type of pshchological bond that reflects the dedication and responbility of employees to the work targets and goals of the hospital so that when organizational commitment is built the hospital will lead to various beneficial results. Data was obtained through distributing questionnaires to employees who worked at Surakarta Regional Mental Hospital and PKU Muhammadiyah Surakarta Hospital. The research sample used amounted to 159. The sampling technique used in this study was the Cluster Sampling technique. Hypothesis testing is done using regression analysis with mediating variables. The results in this study indicate that authentic leadership has a positive and significant effect on organizational commitment, authentic leadership has a positive and significant effect on psychological capital, psychological capital has a positive and significant effect on organizational commitment. This means psychological capital mediates the relationship between authentic leadership and psychological capital

Role of leader and followers' well-being, engagement and the moderating role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Beena Prakash Nair ◽  
T. Prasad ◽  
Shreekumar K. Nair
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Well Being ◽  
Psychological Well Being ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

PurposeThe present study had two objectives, first objective was to examine the impact of authentic leadership on followers' well-being and work engagement. The second objective was to examine the moderating role of authentic leadership and followers' outcomes. Despite an immense amount of research on authentic leadership, how and when authentic leadership is more or less effective in promoting the well-being and work engagement of followers is little known. Drawing from the conservation of resource theory, the authors draw upon the interactionist perspective and suggest psychological capital is a dispositional boundary condition that influences the effectiveness of authentic leadership in promoting well-being and work engagement of followers.Design/methodology/approachUsing cross-sectional research design data were collected from 547 team members nested under 118 team leaders from the financial sector in India. The study used structural equation modelling and hierarchical regression analysis to examine the hypothesised relationships.FindingsThe findings from the study revealed that authentic leadership predicts followers' psychological well-being and work engagement. Also as proposed, the study found psychological capital moderates the relationship between authentic leadership and the well-being of followers. However, the study found psychological capital does not moderate the relationship between authentic leadership and followers' work engagement.Research limitations/implicationsThe study has helped expand the nomological network of authentic leadership by examining the authentic leadership model with followers' psychological well-being and work engagement. Further, the findings suggest that psychological capital being a dispositional boundary condition, it plays a contingent role in explaining the role of authentic leadership in promoting the well-being of followers.Practical implicationsThe results offer strong practical implications that can be considered as the basis for actionable strategies by the human resource management system of the organisation to enhance authentic leadership and psychological capital.Originality/valueThe study is unique in its scope and contribution, as it tries to develop an understanding of how and when authentic leadership promotes psychological well-being and work engagement by considering an interactionist approach in the Indian context.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

scholarly journals New Ways in the Cognitive Dimension of Information Operations

2017 ◽  
Vol 22 (2) ◽  
pp. 94-102
Author(s):  
Zsolt Haig ◽  
Veronika Hajdu
Keyword(s):  
Technological Progress ◽  
Cognitive Dimension ◽  
New Approach ◽  
Special Regard ◽  
Information Operations ◽  
Psychological Operations ◽  
The Military ◽  
The Relationship ◽  
Tools And Methods

Abstract In this paper the authors introduce the cognitive dimension that is becoming more and more important in the field of information operations with special regard to psychological operations (PSYOPS). The strengthening role of influencing skills and technological progress has created new avenues and opportunities in the military field. The paper seeks to point out the relationship between marketing and PSYOPS. In connection with this, the study intends to present a new approach to PSYOPS that can achieve the operational goals which set by the leader by applying guerrilla marketing tools and methods.

scholarly journals Psychological Capital of Employees’ Engagement: Moderating Impact of Conflict Management in the Financial Sector of Pakistan

2019 ◽  
Vol IV (III) ◽  
pp. 115-123
Author(s):  
Muhammad Asif ◽  
Muhammad Azizullah Khan ◽  
Malik Adil Pasha
Keyword(s):  
Conflict Management ◽  
Psychological Capital ◽  
Financial Sector ◽  
Insurance Companies ◽  
Investment Companies ◽  
History Of ◽  
Brokerage Firms ◽  
The Relationship ◽  
Goals And Objectives

Human capital is the backbone of any business and its behavior reflects how the company would achieve its goals and objectives in its business. This study examines the relationship between psychological capital (PC) and employees’ engagement (EE) with the moderating role of conflict management (CM) in the financial sector of Pakistan. A questionnaire composed of established scales were administered to 278 employees in the financial sector, including various banks, investment companies, real estate companies, insurance companies, and brokerage firms at Islamabad. After determining the reliability, the model was analyzed with the help of correlation and regression. Research indicates that PC positively influences EE. This relationship improves further positively when conflicts are handled effectively. Overall, this effort contributes to the existing literature on the history of worker’s involvement by examining the direct impact of PC and CM on EE and moderation of CM.

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