scholarly journals The Relationship Between Perceived Leader Busyness and Perspective Taking and Interaction Behavior of Followers

2021 ◽  
Vol 12 ◽  
Author(s):  
Qiufeng Huang ◽  
Kaili Zhang
Keyword(s):  
Leadership Style ◽  
Perspective Taking ◽  
Avoidance Behavior ◽  
Negative Relationship ◽  
Leadership Role ◽  
Negative Evaluation ◽  
Sensemaking Theory ◽  
High Level ◽  
Face Time ◽  
The Impact

How leaders influence followers have been a hot topic in both research and practice. Yet, prior studies have primarily focused on the impact of one leadership style, while overlooking how a leadership role may influence behavioral expressions of leaders. Particularly, being a leader means having to face time demands and workload pressure, and thus, busyness becomes a common phenomenon for leaders. Focused on perceived leader busyness, we had examined how it may influence employee interactions with leaders and how those interactions influenced leader evaluations of the performance of followers. Based on sensemaking theory, we propose that when followers have a high level of perspective taking, they are more likely to take avoidance behavior when perceiving leaders as of high busyness. Further, when followers engage in interaction avoidance behavior, leaders may consider followers as hiding errors or intentionally concealing their work process, which reduces positive evaluations (i.e., task performance and conscientiousness evaluation) while enhancing negative evaluation (i.e., deviance behavior) toward followers. We conducted two studies. Study one was conducted with a 25 participants interview and data of 297 employees to show scale validity of perceived leader busyness. Study two was conducted with 377 employees and their direct supervisors. Applying the complex modeling method, we found that followers with low-level perspective taking are less likely to engage in interaction avoidance behavior, even when perceiving leaders as high busyness; interaction avoidance behavior of followers has a positive relationship with counterproductive behavior evaluation of leaders, but a negative relationship with conscientiousness behavior evaluation. This study enriches the dyadic interactions between leaders and followers. In addition, it also shows the burden of perspective taking.

Management of ACCase-Inhibiting Herbicide-Resistant Smooth Barley (Hordeum glaucum) in Field Pea with Alternative Herbicides

2016 ◽  
Vol 30 (2) ◽  
pp. 441-447 ◽  
Author(s):  
Lovreet S. Shergill ◽  
Benjamin Fleet ◽  
Christopher Preston ◽  
Gurjeet Gill
Keyword(s):  
Seed Production ◽  
Negative Relationship ◽  
South Australia ◽  
Field Pea ◽  
Forage Yield ◽  
Weed Species ◽  
Herbicide Resistant ◽  
Large Yield ◽  
High Level ◽  
The Impact

Smooth barley is an annual weed species that is infesting crops and pastures in South Australia. Complicating control options is the presence of herbicide-resistant biotypes. A field trial was conducted to identify alternative herbicides for the management of acetyl coenzyme A carboxylase (ACCase)-inhibiting herbicide-resistant smooth barley in field pea. Preplant (PP) soil applications of pyroxasulfone; prosulfocarb plus S-metolachlor; dimethenamid-P; propyzamide; trifluralin alone or with triallate or with diuron; or imazamox applied POST were evaluated for their effectiveness and crop safety. Propyzamide, pyroxasulfone, or imazamox applied POST provided a high level of smooth barley control, did not cause any crop injury, and increased field pea grain or forage yield compared with the nontreated. Furthermore, propyzamide or pyroxasulfone reduced panicle density and seed production in smooth barley, whereas the effectiveness of POST imazamox varied over the two seasons. Dimethenamid-P reduced the impact of smooth barley on field pea yield, but cause stunting, and was less effective than propyzamide, pyroxasulfone, and imazamox in reducing smooth barley seed production. Negative relationship between field pea yield and smooth barley panicle density indicated that smooth barley is highly competitive in field pea crops and can cause large yield losses. The results of this investigation suggest that propyzamide or pyroxasulfone applied PP and imazamox applied POST could be used effectively in the field for the management of ACCase-inhibiting herbicide-resistant smooth barley in South Australia.

scholarly journals Shifting styles of church leadership: Paul’s pragmatic leadership style in 1 and 2 Corinthians during the organization of the collection for Jerusalem

2002 ◽  
Vol 23 (3) ◽  
pp. 678-688 ◽  
Author(s):  
S. J. Joubert
Keyword(s):  
Leadership Style ◽  
Church Leadership ◽  
Leadership Role ◽  
1 Corinthians ◽  
2 Corinthians ◽  
Autocratic Leadership ◽  
Pragmatic Leadership ◽  
The Impact ◽  
The Church ◽  
Textual Strategy

This essay focuses on Paul’s shifting leadership styles in his relationship with the church in Corinth during the organization of an ecumenical collection for the believers in Jerusalem (cf 1 Cor 16:1-4; 2 Cor 8-9). Paul’s basic textual strategy in 2 Corinthians 8-9, which involves the assignment of new roles to the interlocutors, serves to anti-structurally bridge the hierarchical gap between him (as the mild patriarchal figure) and the Corinthians (as his spiritually mature children) within the intratextual discourse. This pragmatic adjustment of the apostle’s autocratic leadership role in 1 Corinthians 16, in order to salvage the collection project in Corinth, serves as an example to modern church leaders to take cognizance of the impact of social and ideological contexts on their own styles of leadership.

Revisiting the “Authoritarian Versus Participative” Leadership Style Legacy: A New Model of the Impact of Leadership Inclusiveness on Employee Engagement

2018 ◽  
Vol 26 (4) ◽  
pp. 510-525
Author(s):  
Ronald Busse ◽  
Sam Regenberg
Keyword(s):  
Employee Engagement ◽  
Leadership Style ◽  
Financial Services ◽  
Quantitative Research ◽  
Large Body ◽  
Participative Leadership ◽  
Services Sector ◽  
High Level ◽  
Psychological Meaningfulness ◽  
The Impact

The present quantitative research extends the large body of knowledge on the leader–follower relation. On the basis of Kahn’s (1990) engagement model, we develop a new framework featuring a curvilinear inverted U-shaped relationship between leadership inclusiveness and employee engagement. Our survey data ( N = 277), collected in the Financial Services Sector in Europe and North America, reveals that three antecedents of engagement (psychological meaningfulness, safety, and availability) mediate the relationship between our main variables. To be more specific, engagement levels culminate at a moderately high level of leadership inclusiveness followed by a “progressive decline” as inclusiveness moves further along the continuum. Despite the presence of advantages on both ends of the leadership inclusiveness continuum, we advise practicing managers to avoid both extremes in light of unjustifiable compromises.

The impact of leadership style on employment in the context of an emerging economy

2019 ◽  
Vol 3 (1) ◽  
pp. 19-31
Author(s):  
Viwe Mrwebi
Keyword(s):  
Transformational Leadership ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Quantitative Research ◽  
Employee Retention ◽  
Negative Relationship ◽  
Primary Objective ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style ◽  
The Impact

The leadership styles such as transformational leadership and transactional leadership have captured the interest of scholars in the contemporary world of organisational behaviour since it is associated with the perceptions of supervision skills to the presence of retentions within the organisational setting. The primary objective of this study is to examine the impact of leadership style on employee retention in the South African automotive industry. A quantitative research design was employed. Non-probability sampling was used and 96 usable questionnaires were returned. The empirical results reveal that transactional and transformation leadership have positive influence on employee retention. Evidence shows that a leadership style is a powerful instrument that can be used to retain talent within the organisational settings. The main aim of this study was to determine the impact of leadership style on employee retention in the context of automobile sector. By using descriptive and inferential statistics, the study shows that there is a negative relationship between leadership style and employee retention. In particular, the study argues that transactional leadership style and transformational leadership style are forces that are needed in order to retain talents in the organisation settings. Furthermore, based on the findings, the study, therefore, recommends the implementation of both transformational leadership style and transactional leadership style in mitigating employee turnover in the automotive organisations in South Africa.

scholarly journals Impact of Leadership Patterns by Likert Classification on Job Performance in the Jordanian Ministry of Youth: أثر الأنماط القیادیة حسب تصنيف ليكرت على الأداء الوظيفي في وزارة الشباب الأردنية

2017 ◽  
Vol 1 (4) ◽  
Author(s):  
Moaaz Labib Sulaiman Sabah
Keyword(s):  
Job Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Management Style ◽  
Point Of View ◽  
Participative Leadership ◽  
Work Requirements ◽  
The Right ◽  
High Level ◽  
The Impact

The purpose of this study was to investigate the impact of leadership styles:  Exploitive Authoritative, Benevolent Authoritative, Consultative and Participative, according to Likert Leadership styles on job performance: work requirements knowledge, the quality of work, the amount of work done and perseverance and trust, in the directorates of The Ministry of Youth in Jordan.  A questionnaire is designed to collect the required data, SPSS is used to analyze it, to achieve the objectives of the study, which focuses on identifying the methods and leadership styles used by the Ministry of Youth directors and their impact on the functionality of the staff of its directorates. 100 questionnaires had been distributed on the employees of the Ministry center, 89 of them were valid for analyzing.  The study shows that the Benevolent Authoritative leadership style comes first, then the Exploitive Authoritative, followed by the Consultative leadership style, and then the Participative leadership style ranks last. The study also shows that the prevalent management style in the Ministry of Youth in Jordan is a Benevolent Authoritative leadership style. Depending on the answers of the sample, the study shows a high level of functionality of the staff in the Ministry of Youth in Jordan. The study also shows statistically significant relationship at the level of significance (α ≤0.05) between the independent variable, that is each of the leadership patterns on the dependent variable which is the performance in the Ministry of Youth in Jordan.  The study recommends several recommendations, including: giving employees the authority to take some of the non-critical daily decisions, improving the communication channels between the manager and his employees, through regular meetings for example. Focusing on the motivating factors and trying to take advantage of the private sector expertise and success in the field of management. Finally, the confirmation to place the right person in the right place for supervisory positions as heads of departments because of its potential impact on job performance and recommended by the study, another recommendation is to repeat the same study but from the manager’s point of view, while this study is from the employees point of view.

scholarly journals IMPACT OF MANAGERIAL ENTRENCHMENT AND GROUP AFFILIATION ON DIVIDEND POLICY IN EMERGING ECONOMY OF PAKISTAN EMPIRICAL EVIDENCE FROM KSE LISTED NON-FINANCIAL FIRMS

2017 ◽  
Vol 5 (1) ◽  
pp. 11-22
Author(s):  
Muhammad Anjum Fareed ◽  
Arshad Hassan
Keyword(s):  
Linear Relationship ◽  
Dividend Policy ◽  
Random Effect ◽  
Random Effect Model ◽  
Negative Relationship ◽  
Group Affiliation ◽  
Managerial Entrenchment ◽  
Non Linear ◽  
High Level ◽  
The Impact

For analysis of managerial entrenchment hypothesis, insider’s ownership (MSO) is divided into three parts, i.e., MSO less than 25%, between 25% and 50% and above 50%. For data analysis Random effect model and Tobit model are used. Many studies have shown the linear relationship among managerial ownership and firm’s performance but a very few studies documented a non linear relationship in literature (Farinha, 2002; Chen et al., 2005). The study presented a non linear relationship between insiders’ ownership and dividend policy, i.e. at low level (MSO< 25%) a negative relationship exists which proves the agency theory hypothesis, whereas above this level (MSO>25%) a significant positive relationship is documented which is backed by the managerial entrenchment hypothesis, as at high level of MSO “resource extraction” and above 50% level “expropriation of minority rights” exist. Group affiliation (ASSO) is also included to see the impact on dividend policy and results reveal a significant negative relation between group affiliation and dividend policy.

THE IMPACT OF LEADERSHIP STYLES AND THE COMPONENTS OF LEADERSHIP STYLES ON INNOVATIVE BEHAVIOUR

2017 ◽  
Vol 21 (02) ◽  
pp. 1750015 ◽  
Author(s):  
TEBOGO SETHIBE ◽  
RENIER STEYN
Keyword(s):  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Negative Relationship ◽  
Intellectual Stimulation ◽  
Interaction Terms ◽  
Innovative Behaviour ◽  
Transformational And Transactional Leadership ◽  
Transactional Leadership Style ◽  
The Impact

The study on which this paper is based examined the effect of transformational and transactional leadership styles as well as the effect of each component of transformational and transactional leadership on innovative behaviour. A sample of 3 180 respondents from 52 South African companies participated in this research. Two main hypotheses and six sub-hypotheses were tested using multiple regression analysis with and without interaction terms. The results indicate that it is useful to utilise both transformational and transactional leadership styles to enhance employees' innovative behaviour. The study substantiated the expected positive relationship between transformational and transactional leadership style and innovative behaviour. Furthermore, the results showed that amongst the components of these leadership styles, inspirational motivation, intellectual stimulation and contingent reward positively influence innovative behaviour. The results showed no relationship between individual consideration, management-by-exception and innovative behaviour. Contrary to expectations, the results revealed a negative relationship between idealised influence and innovative behaviour. Recommendations and suggestions for further research are provided.

scholarly journals Coarse Woody Debris Variability Due to Human Accessibility to Forest

Forests ◽  
2018 ◽  
Vol 9 (9) ◽  
pp. 509 ◽  
Author(s):  
Farshad Behjou ◽  
Angela Lo Monaco ◽  
Farzam Tavankar ◽  
Rachele Venanzi ◽  
Mehrdad Nikooy ◽  
...  
Keyword(s):  
Coarse Woody Debris ◽  
Woody Debris ◽  
Negative Relationship ◽  
Small Diameter ◽  
Social Needs ◽  
Fuel Wood ◽  
Ecological Processes ◽  
Future Policy ◽  
High Level ◽  
The Impact

Coarse woody debris (CWD) plays an important role in supporting biodiversity and assisting ecological processes. Sometimes local people intervene modifying the expected distribution of CWD components, harvested as fuel wood. The effect of the human accessibility (HA) on the volume and characteristics of CWD (snag, downed log and stump) was investigated in the natural uneven-age mixed hardwood stands of the Hyrcanian forests of Iran to quantify the impact on CWD. The HA was classified into three classes (easy, medium and difficult) on the basis of slope class, slope direction to the nearest road and road type. As expected, a negative relationship between the degree of accessibility was found with respect to the main qualitative and quantitative indices referring to CWD. The results showed that the volume of CWD decreased with an increase in human accessibility class (HAC), thus the mean volume of CWD in the difficult, medium and easy accessibility classes were 14.87 m3 ha−1, 8.84 m3 ha−1 and 4.03 m3 ha−1, respectively. The decrease in CWD volume was more associated with the decreasing volume of small diameter of low decayed downed logs. The ratio of snag volume to standing volume, the ratio of downed log volume to the volume of trees and the ratio of CWD volume to standing volume increased with a decrease in HAC, while the ratio of downed log volume to snag volume decreased with a decrease in HAC. No selective behaviour on the botanical species of CWD was recorded. For ecological forest management, the effect of HAC on CWD should be considered. A constant supply of snags and downed logs must be preserved to assure a high level of biodiversity. To balance social needs and biodiversity requirements, an increased level of CWD retention might be needed in areas with easy accessibility. The obtained results may be useful when ecological and socio-economical needs have to be taken into consideration in future policy-making decisions.

scholarly journals Relationship of Biometric Attendance System with Performance, Job Related Stress and Satisfaction of University Teachers in Pakistan

2018 ◽  
Vol 2 (2) ◽  
pp. 42-49
Author(s):  
Abid Ali ◽  
Javed Mustafa ◽  
Ihsan Ullah Khan
Keyword(s):  
Negative Relationship ◽  
Biometric System ◽  
University Teachers ◽  
Significant Negative Relationship ◽  
Related Stress ◽  
High Level ◽  
Job Related Stress ◽  
Relationship Of ◽  
The Impact ◽  
Structured Questionnaire

The main target of this research study is to dig-out the impact of biometric attendance on teachers’ performance at Hazara University. A self-administered structured questionnaire is developed for data collection. A sample of 150 employees are chosen from the targeted population through stratified random sampling. The collected data is collated, coded, and punched in the SPSS for descriptive and inferential analysis. The results point out that 67% of those informants are male, while 33% are females. The highest number, 58% of employees are in Grade-18, and only 5% employees are in Grade-21. Further, it shows that 88% participants are agreed to the installation of biometric attendance system. However, 87% respondents agreed that biometric system ensures teachers attendance on time. Moreover, correlation analysis results indicate that biometric system has a strong positive significant relationship with employees’ attendance and employees’ performance. But it has a significant negative relationship with job-related stress. Alongside, by independent sample T-test, gender differences are found that females are more in job-related stress than male due to the biometric system. The study concludes that biometric system has a high-level significant influence on the teachers’ attendance schedule and their performance. Further, the study recommends the application of biometric attendance system in academia, it will, in turn, improve and ensure the performance level of employees.

scholarly journals Transformational Leadership Style on Nursing Job Satisfaction Amongst Nurses in Hospital Settings: Findings From Systematic Review

2019 ◽  
Vol 11 (6) ◽  
pp. 25 ◽  
Author(s):  
Saleh Alzahrani ◽  
Abd Alhadi Hasan
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Transformational Leadership ◽  
Saudi Arabia ◽  
Leadership Styles ◽  
Leadership Style ◽  
Negative Relationship ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

BACKGROUND: The nursing shortage is a common problem in Saudi Arabia with multi-factorial causes. In addition to the low supply of Saudi graduate nurses from training facilities, job satisfaction remains a significant determinant of nurse turnover and intention to leave that contribute to the shortage of nursing workforce. The higher number of expatriate nurses who have a short stay compared to Saudi nurses compounds this problem. Therefore, effective strategies for making the nursing profession attractive and increasing nurse retention in Saudi Arabia are required. OBJECTIVE: The general objective was to examine the impact of transformational leadership style on job satisfaction amongst nurses in hospital settings. Specifically, the appraisal examined how transformational leadership style improves nursing job satisfaction in hospital settings, determined the mediating factors of the relationship between transformational leadership style and nurses&rsquo; job satisfaction, and investigated nurses&rsquo; perceptions of transformational leadership style compared with other leadership styles. METHODOLOGY: This study was used systematic review design with eight selected quantitative nursing research published between 2012 and 2017. A systematic search of the recent literature was conducted on PubMed, Scopus, Wiley Online, and Web of Science databases using search terms developed a priori to identify the articles that met the inclusion criteria. The quality of the included studies was evaluated by McMaster Critical Review Form for Quantitative Studies. Extracted data were summarised, explored and correlated using narrative synthesis. FINDINGS: Eight studies of cross-sectional design were appraised. Transformational leadership style was positively related to nurses&rsquo; job satisfaction. Transactional leadership also had a positive correlation while passive-avoidant or laissez-faire style had a negative relationship. Transformational leadership improved nursing job satisfaction through its dimensions (idealised influence, inspirational motivation, intellectual stimulation and individualised consideration). Nurse empowerment and workplace support mediated the relationship between transformational leadership and nurse job satisfaction. Nurses had a higher perception of transformational style compared to other leadership styles, and job satisfaction was found to improve nurse and patient outcomes. CONCLUSION: Transformational leadership appears to improve job satisfaction of nurses working in a hospital setting that leads to higher nursing retention. Hospital administrators and managers should practice transformational leadership to improve job satisfaction of staff nurses for better nursing outcomes, and leadership skills should be incorporated in the nursing education curriculum. However, further evaluation of transformational leadership in relation to its influencing factors is required.

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