Take a “Selfie”: Examining How Leaders Emerge From Leader Self-Awareness, Self-Leadership, and Self-Efficacy

It is important to understand the processes behind how and why individuals emerge as leaders, so that the best and most capable individuals may occupy leadership positions. So far, most literature in this area has focused on individual characteristics, such as personality or cognitive ability. While interactions between individuals and context do get research attention, we still lack a comprehensive understanding of how the social context at work may help individuals to emerge as leaders. Such knowledge could make an important contribution toward getting the most capable, rather than the most dominant or narcissistic individuals, into leadership positions. In the present work, we contribute toward closing this gap by testing a mediation chain linking a leader's leader self-awareness to a follower's leadership emergence with two time-lagged studies (nstudy1 = 449, nstudy2 = 355). We found that the leader's leader self-awareness was positively related to (a) the follower's leadership emergence and (b) the follower's nomination for promotion and that both relationships were serially mediated by the follower's self-leadership and the follower's leader self-efficacy. We critically discuss our findings and provide ideas for future research.

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Social exclusion increases the executive function of attention networks

Scientific Reports ◽

10.1038/s41598-021-86385-x ◽

2021 ◽

Vol 11 (1) ◽

Author(s):

Huoyin Zhang ◽

Shiyunmeng Zhang ◽

Jiachen Lu ◽

Yi Lei ◽

Hong Li

Keyword(s):

Social Exclusion ◽

Executive Control ◽

Brain Regions ◽

Negative Influence ◽

Future Research ◽

Research Attention ◽

Attention Network ◽

Attention Networks ◽

The Social ◽

And Control

AbstractPrevious studies in humans have shown that brain regions activating social exclusion overlap with those related to attention. However, in the context of social exclusion, how does behavioral monitoring affect individual behavior? In this study, we used the Cyberball game to induce the social exclusion effect in a group of participants. To explore the influence of social exclusion on the attention network, we administered the Attention Network Test (ANT) and compared results for the three subsystems of the attention network (orienting, alerting, and executive control) between exclusion (N = 60) and inclusion (N = 60) groups. Compared with the inclusion group, the exclusion group showed shorter overall response time and better executive control performance, but no significant differences in orienting or alerting. The excluded individuals showed a stronger ability to detect and control conflicts. It appears that social exclusion does not always exert a negative influence on individuals. In future research, attention to network can be used as indicators of social exclusion. This may further reveal how social exclusion affects individuals' psychosomatic mechanisms.

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The Joint Roles of Career Decision Self-Efficacy and Personality Traits in the Prediction of Career Decidedness and Decisional Difficulty

Journal of Career Assessment ◽

10.1177/1069072718758296 ◽

2018 ◽

Vol 27 (3) ◽

pp. 457-470 ◽

Cited By ~ 8

Author(s):

Lee T. Penn ◽

Robert W. Lent

Keyword(s):

Decision Making ◽

Personality Traits ◽

Self Efficacy ◽

Social Cognitive ◽

Cognitive Model ◽

Career Decision ◽

Future Research ◽

Career Decision Making ◽

The Social ◽

Social Cognitive Model

We examined the differential roles that career decision-making self-efficacy and the Big Five traits of neuroticism, extroversion, and conscientiousness may play in relation to career decision status and decisional difficulty. Following assumptions of the social cognitive model of career self-management, we hypothesized that the relations of the personality traits to level of decidedness and choice/commitment anxiety (CCA), a key source of indecision, would be mediated by self-efficacy. We also examined the possibility that the traits could function to moderate the relation of self-efficacy to the dependent variables. Employing a sample of 182 undergraduates, we found support for a mediational model in which each of the personality traits relates to self-efficacy which, in turn, predicts CCA and decidedness. In addition, conscientiousness was found to moderate the relation of career decision-making self-efficacy to CCA, and extroversion moderated the relation of self-efficacy to decidedness. We consider the findings in relation to the social cognitive model and discuss their implications for future research and career decision-making interventions.

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THE MODERATING EFFECT OF SELF-EFFICACY IN THE RELATIONSHIP BETWEEN PERCEIVED JOB CHARACTERISTICS AND WORK ENGAGEMENT

Management and Accounting Review (MAR) ◽

10.24191/mar.v17i2.790 ◽

2018 ◽

Vol 17 (2) ◽

pp. 79

Author(s):

Ramesh Krishnan ◽

Koe Wei Loon ◽

Rozana Othman ◽

Geetha Muthusamy ◽

Nurul Ezaili Alias

Keyword(s):

Work Engagement ◽

Self Efficacy ◽

Job Characteristics ◽

Joint Effect ◽

Healthcare Sector ◽

Hierarchical Regression ◽

Future Research ◽

Research Attention ◽

Task Identity ◽

Employee Work Engagement

Although much research attention has been given to study the effect of perceived job characteristics on various work outcomes, few have specifically examined the joint effect of perceived job characteristics and self-efficacy on employee work engagement. This study aimed to examine the role of self-efficacy as a moderator in the perceived job characteristics-work engagement relationship. A total of 646 employees from the healthcare sector in Malaysia participated in this study. A moderated hierarchical regression analysis revealed a positive effect of job characteristics (autonomy, skill variety, feedback, task significance, task identity) with work engagement and a significant interaction between task identity and self-efficacy in predicting employee work engagement. Managerial implications and directions for future research are discussed. Keywords: Job Characteristics, Autonomy, Task Identity, Self-Efficacy, Work Engagement

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Am I a Backpacker? Factors Indicating the Social Identity of Chinese Backpackers

Journal of Travel Research ◽

10.1177/0047287517702744 ◽

2017 ◽

Vol 57 (4) ◽

pp. 525-539 ◽

Cited By ~ 12

Author(s):

Jingru Zhang ◽

Alastair M. Morrison ◽

Hazel Tucker ◽

Bihu Wu

Keyword(s):

Logistic Regression ◽

Quantitative Methods ◽

Social Identities ◽

Future Research ◽

Behavioral Characteristics ◽

Comprehensive Understanding ◽

Tourism Research ◽

Work Alienation ◽

The Social ◽

Economic Boom

The question of what constitutes backpacker identity has been one of the central topics of backpacking tourism research. With the economic boom in China, the last two decades witnessed the proliferation of Chinese backpackers. By adopting quantitative methods, this study provides a comprehensive understanding of what makes one a “backpacker” in China. Comparing results from t-tests, binomial logistic regression, and multiple linear regression, it is found that Chinese backpackers’ social identities are mostly associated with external-oriented motivation, work alienation, and detachment from home centers. Behavioral characteristics, which have up until now been widely used to define backpackers, have very limited relationship to their identities in China. This finding calls for future research to rethink what is a backpacker. The research makes an important contribution to the understanding of this growing market and its particular identity factors.

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The relation between employee characteristics and knowledge sharing

VINE Journal of Information and Knowledge Management Systems ◽

10.1108/vjikms-05-2020-0092 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Jana Matošková ◽

Ottó Bartók ◽

Lucie Tomancová

Keyword(s):

Knowledge Sharing ◽

Organizational Performance ◽

Self Efficacy ◽

Individual Characteristics ◽

Future Research ◽

Managerial Decision ◽

Content Type ◽

Individual Employee ◽

Employee Characteristics ◽

Positive Work

Purpose Knowledge sharing becomes crucial in today’s competitive world to foster organizational performance. This paper aims to explore which employee characteristics facilitate knowledge sharing in the organizations and to examine the dimensions of these characteristics. Design/methodology/approach Opinion-based questionnaires among employees in Czech companies were applied. The research design in this study was cross-sectional. The hypotheses were tested by Pearson’s correlations and regression analyses. Findings The findings support the idea that specific individual employee characteristics increase knowledge sharing in the organization. Four categories of potentially appropriate employee individual characteristics were suggested: social and communication skills; positive work feelings; competences for problem-solving; and employee’s self-efficacy. However, only employee’s positive work feelings and self-efficacy significantly predicted the extent of knowledge sharing in the organization. Practical implications The findings offer a basis for future research. The results of the study can be used in recruiting new employees and managerial decision-making. The recruitment methods and the selection methods deployed should enable the firm to attract those whose values are in harmony with the organization’s values. Managers should build a work environment that promotes greater and more trusting ties among employees via organizing social activities for employees, a supervisor’s acceptance of an employee’s autonomy and responsibility and increasing employees’ confidence in their abilities. Originality/value This is one of the first studies to investigate dimensions of employee knowledge-oriented characteristics. It supports the idea that some individual employee characteristics boost spontaneous knowledge sharing behaviour.

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Self-efficacy and self-awareness: moral insights to increased leader effectiveness

Journal of Management Development ◽

10.1108/jmd-01-2016-0011 ◽

2016 ◽

Vol 35 (9) ◽

pp. 1163-1173 ◽

Cited By ~ 11

Author(s):

Cam Caldwell ◽

Linda A. Hayes

Keyword(s):

Self Efficacy ◽

Academic Research ◽

Leader Effectiveness ◽

Individual Growth ◽

Future Research ◽

Self Awareness ◽

Moral Obligations ◽

Content Type ◽

Moral Duties ◽

Ethical Leaders

Purpose The purpose of this paper is to identify the relationships between self-efficacy and self-awareness and the moral obligations of leaders in understanding and developing these personal qualities. As leaders strive for excellence, self-efficacy and self-awareness can empower them to unlock their own potential and the potential of their organizations and those with whom they work. Design/methodology/approach The paper integrates research of self-efficacy and self-awareness as they pertain to ethical leadership and presents six propositions that increase leadership effectiveness, create value for the organization, and develop leaders considered my trusted by others. Findings The authors argue that greater understanding of self-efficacy and self-awareness is important for individual growth and can enable ethical leaders to empower themselves, their colleagues, and the organization in which they work. Research limitations/implications This research presents six propositions concerning self-efficacy and self-awareness and their influence on effective leadership that can be tested in future research. The ethically based nature of self-efficacy and self-awareness merits additional academic research and practitioner application. Practical implications This paper provides valuable insights to scholars and practitioners by proposing six propositions that will allow leaders to increase their effectiveness and add value to the organization. Social implications Ethical leaders add value by continuously improving themselves. Ethical leaders owe it to others and themselves to be more effective through a greater understanding of self-efficacy and self-awareness. Originality/value Self-efficacy and self-awareness are moral duties associated with the identities of leaders and important for leaders in understanding their own capabilities and identities. Greater knowledge of self-efficacy and self-awareness can enable ethical leaders to be more effective and create value.

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ENTERTAINMENT GRATIFICATION, INFORMATIVE GRATIFICATION, WEB IRRITATION AND SELF-EFFICACY AS MOTIVATIONAL FACTORS TO ONLINE SHOPPING INTENTION

Management and Accounting Review (MAR) ◽

10.24191/mar.v17i3.796 ◽

2018 ◽

Vol 17 (3) ◽

pp. 95

Author(s):

Norol Hamiza Zamzuri ◽

Erne Suzila Kassim ◽

Melissa Shahrom ◽

Norshima Humaidi

Keyword(s):

Social Cognitive Theory ◽

Self Efficacy ◽

Social Cognitive ◽

Cognitive Theory ◽

Online Shopping ◽

Internet Technology ◽

Equation Modeling ◽

Future Research ◽

Intention To Use ◽

The Social

The Internet technology and pervasive computing has provided consumers with privileges to shop online. In addition, the Industry 4.0 agenda has placed the business web and the social web as the ecosystem domains, which explains why online shopping is a norm today. While many studies have been conducted to investigate the determinants of consumers’ intention to use online shopping, mixed results are always found, especially when the business take unique approaches for their digital presence. Besides, even though self-efficacy has been studied extensively in information system research, technological complexity has always given a challenge to consumers’ computing ability. Building on the Use and Gratification Theory (GTA) and the Social Cognitive Theory (SCT), this study aims to examine the relationships between entertainment gratification, informative gratification, web irritation and self-efficacy towards individual’s intention to use online shopping. Using the quantitative survey approach, data was collected from 217 young executives who are frequent online shoppers. The results of the structural equation modeling suggest entertainment gratification, informative gratification and self-efficacy are the factors that derive consumers’ intention to shop online. On the other hand, web irritation has no significant relationship with online shopping intention. The findings do not only capture the importance for web retailers to provide adequate buying-selling information and to provide the element of fun to the shopping portals, but it also suggests for the web retailers to provide less complicated online shopping features since consumers’ ability to use the technology determines purchase behavior. The findings serve as future research agenda. Keywords: online business, Use and Gratification Theory (GTA), Social Cognitive Theory (SCT), entertainment gratification, informative gratification, web irritation, self-efficacy

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Rethinking Social Relationships in Adulthood: The Differential Investment of Resources Model

Personality and Social Psychology Review ◽

10.1177/10888683211067035 ◽

2022 ◽

pp. 108886832110670

Author(s):

Oliver Huxhold ◽

Katherine L. Fiori ◽

Tim Windsor

Keyword(s):

Social Relationships ◽

Individual Characteristics ◽

Theoretical Development ◽

Future Research ◽

Living Situation ◽

Social Exchanges ◽

Proposed Model ◽

The Social ◽

Different Types ◽

Time And Energy

Empirical evidence about the development of social relationships across adulthood into late life continues to accumulate, but theoretical development has lagged behind. The Differential Investment of Resources (DIRe) model integrates these empirical advances. The model defines the investment of time and energy into social ties varying in terms of emotional closeness and kinship as the core mechanism explaining the formation and maintenance of social networks. Individual characteristics, acting as capacities, motivations, and skills, determine the amount, direction, and efficacy of the investment. The context (e.g., the living situation) affects the social opportunity structure, the amount of time and energy available, and individual characteristics. Finally, the model describes two feedback loops: (a) social capital affecting the individual’s living situation and (b) different types of ties impacting individual characteristics via social exchanges, social influences, and social evaluations. The proposed model will provide a theoretical basis for future research and hypothesis testing.

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Knowledge sharing in social networks: considering the role of political skill and trust

International Journal of Organization Theory and Behavior ◽

10.1108/ijotb-07-2019-0091 ◽

2020 ◽

Vol 23 (2) ◽

pp. 121-140

Author(s):

Stephanie R. Seitz ◽

Kaumudi Misra

Keyword(s):

Social Networks ◽

Social Network ◽

Knowledge Sharing ◽

Social Process ◽

Political Skill ◽

Individual Characteristics ◽

Future Research ◽

Content Type ◽

The Social ◽

Complex Knowledge

PurposeThe purpose of this paper is to bring a more individual focus to social networks in theorizing the social process of knowledge sharing.Design/methodology/approachThe theoretical model proposes that political skill will shape an individual's social network. Further, political skill within a network will influence the degree of complex knowledge sharing, which likely happens through the mechanism of affective- and cognitive-based trust.FindingsTheoretical implications and future research directions are discussed.Originality/valueKnowledge sharing is an inherently social process and as such occurs within the context of social networks in an organization. However, research to date has not fully explored the details of how and why complex knowledge sharing happens within a social network. Generally, theory on social networks has focused on structural qualities of a network, rather than the individual characteristics of the members of that network. This paper brings a more individual focus to social networks in theorizing the social process of knowledge sharing.

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The evolving appreciation of projects – a study of stakeholder dynamics

10.26686/wgtn.15085752.v1 ◽

2021 ◽

Author(s):

Van La

Keyword(s):

Social Networks ◽

Stakeholder Management ◽

Principal Component ◽

Project Managers ◽

Individual Characteristics ◽

Social Constructionist ◽

Future Research ◽

Project Implementation ◽

Stakeholder Perception ◽

The Social

Even though many project management techniques and methods have been developed and established, project managers and practitioners still find themselves unprepared and overwhelmed by the complexity and changing nature of stakeholder thinking and behaviour. The literature of stakeholder management and stakeholders in projects indicates that this complexity can be explained by the dynamics, complex interactions, and individual differences of project stakeholders. Thus, stakeholder perception and their social networks are dynamic and influence each other during project implementation. Both of them are also affected by the individual characteristics of stakeholders, which are linked to their past experience and background. However, while studies have focused on stakeholder dynamics as influenced by their social networks, very few of them focus on these dynamics as influenced by both the social networks and individual characteristics of stakeholders. This research addresses this gap by considering both aspects in the analysis of stakeholder dynamics or in other words, stakeholder dynamics at individual levels. The research follows the social constructionist paradigm and uses Vickers’ concept of appreciative systems as the theoretical lens. Through this lens, the above dynamics of stakeholder perception are described as the dynamics of their appreciation of projects as influenced by their standards and perceptions of events and ideas. The Repertory Grid Technique was the main data collection and analysis method. Data were collected from 47 interviews with ten participants who were each involved with one of three university accreditation projects, two in Vietnam and one in New Zealand. Data analysis consisted of the principal component analysis of repertory grids to identify the changes in standards and appreciation, the integration of these changes with the participants’ perceptions of events and ideas through the lens of Vickers’ concept, and the identification of the common themes. The research found that stakeholders may change the interactions that they focus on and their levels of concern about these interactions during project implementation. The drivers of these dynamics are the changes in the standards and social networks of stakeholders. A framework is proposed to summarise these dynamics and drivers. Overall, the research provides further understanding of the complex dynamics of stakeholders as influenced by their individual characteristics. Based on this understanding, the research identifies empirical strategies for project managers to understand and address stakeholders at individual levels. Finally, the research suggests potential directions for future research of stakeholder dynamics in projects.

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