scholarly journals Authentic leadership and follower trust in the leader: The effect of precariousness

2021 ◽  
Vol 47 ◽  
Author(s):  
Deon J. Kleynhans ◽  
Marita M. Heyns ◽  
Marius W. Stander
Keyword(s):  
Leadership Style ◽  
Authentic Leadership ◽  
Negative Impact ◽  
Survey Design ◽  
Job Insecurity ◽  
Critical Role ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Impact ◽  
Follower Trust

Orientation: In a business context characterised by precariousness and uncertainty, the importance of trusting leader-follower relationships is becoming critical to navigate imminent challenges preventing organisational sustainability and progress. The potential negative impact of related challenges could be reduced by encouraging leaders to adopt an authentic leadership style, culminating in various positive employee and organisational outcomes.Research purpose: This study investigated the impact of authentic leadership (AL) on follower trust in the leader (TL), while considering the possible indirect influence of perceived precariousness in the form of job insecurity.Motivation for the study: Establishing a high level of trust among the followers and their leaders employed by a manufacturing organisation under operational and financial pressure might contribute to a more effective functioning of the entity.Research approach/design and method: A quantitative cross-sectional survey design was applied. The Authentic Leadership Inventory, Workplace Trust Survey, and Job Insecurity Scale were administered.Main findings: Authentic leadership was a significant predictor of TL. Job insecurity did not moderate the relationship between AL and TL.Practical/managerial implications: Promoting an AL style will benefit manufacturing organisations as it will elevate the trustful relationship between leaders and followers, despite precarious working conditions.Contribution/value-add: The study emphasises AL’s critical role in cultivating a trustful relationship between followers and their leaders. The non-significant influence of job insecurity on a trustful relationship in a precarious work context was also highlighted.

scholarly journals Job insecurity, burnout and work engagement: The impact of positive and negative affectivity

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
J Bosman ◽  
S Rothmann ◽  
J H Buitendach
Keyword(s):  
Work Engagement ◽  
Survey Design ◽  
Job Insecurity ◽  
Negative Affectivity ◽  
Measuring Instruments ◽  
Cross Sectional Survey ◽  
Positive Affectivity ◽  
Cross Sectional ◽  
Government Organisation ◽  
The Impact

The objective of this study was to investigate the relationship between job insecurity, affectivity, burnout and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. The Job Insecurity Questionnaire, Affectometer 2, Oldenburg Burnout Inventory, and Utrecht Work Engagement Scale were used as measuring instruments. Job insecurity as well as negative and positive affectivity had main effects on burnout and work engagement. Negative affectivity also interacted with job insecurity to influence the burnout and work engagement of employees. No interaction effects were found between positive affectivity and job insecurity. Opsomming Die doelstelling van hierdie studie was om die verband tussen werksonsekerheid, affektiwiteit, uitbranding en werksbegeestering van werknemers (N = 297) in ’n staatsorganisasie te ondersoek. Daar is gebruik gemaak van ’n dwarsdeursnee-opname-ontwerp. Die Werksonsekerheidsvraelys, Affectometer 2, die Oldenburg-Uitbrandingsvraelys en die Utrecht-Werksbegeesteringskaal is as meetinstrumente gebruik. Die resultate het daarop gedui dat werksonsekerheid, sowel as negatiewe en positiewe affektiwiteit hoofeffekte op uitbranding en werksbegeestering gehad het. Uitbranding en begeestering is ook deur die interaksie tussen negatiewe affektiwiteit en werksonsekerheid beïnvloed. Geen interaksie-effekte is tussen positiewe affektiwiteit en werksonsekerheid gevind nie.

Are e-learning Webinars the future of medical education? An exploratory study of a disruptive innovation in the COVID-19 era

2020 ◽  
pp. 1-10
Author(s):  
Colin J. McMahon ◽  
Justin T. Tretter ◽  
Theresa Faulkner ◽  
R. Krishna Kumar ◽  
Andrew N. Redington ◽  
...  
Keyword(s):  
Deep Learning ◽  
Carbon Footprint ◽  
Quantitative Research ◽  
Survey Design ◽  
Hybrid Approach ◽  
Disruptive Innovation ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
E Learning ◽  
The Impact

Abstract Objective: This study investigated the impact of the Webinar on deep human learning of CHD. Materials and methods: This cross-sectional survey design study used an open and closed-ended questionnaire to assess the impact of the Webinar on deep learning of topical areas within the management of the post-operative tetralogy of Fallot patients. This was a quantitative research methodology using descriptive statistical analyses with a sequential explanatory design. Results: One thousand-three-hundred and seventy-four participants from 100 countries on 6 continents joined the Webinar, 557 (40%) of whom completed the questionnaire. Over 70% of participants reported that they “agreed” or “strongly agreed” that the Webinar format promoted deep learning for each of the topics compared to other standard learning methods (textbook and journal learning). Two-thirds expressed a preference for attending a Webinar rather than an international conference. Over 80% of participants highlighted significant barriers to attending conferences including cost (79%), distance to travel (49%), time commitment (51%), and family commitments (35%). Strengths of the Webinar included expertise, concise high-quality presentations often discussing contentious issues, and the platform quality. The main weakness was a limited time for questions. Just over 53% expressed a concern for the carbon footprint involved in attending conferences and preferred to attend a Webinar. Conclusion: E-learning Webinars represent a disruptive innovation, which promotes deep learning, greater multidisciplinary participation, and greater attendee satisfaction with fewer barriers to participation. Although Webinars will never fully replace conferences, a hybrid approach may reduce the need for conferencing, reduce carbon footprint. and promote a “sustainable academia”.

Quality of Life in People Living With HIV: An Exploratory Cross-Sectional Survey in Belgium

2021 ◽  
Vol 33 (3) ◽  
pp. 249-264
Author(s):  
Gert Scheerder ◽  
Sandra Van den Eynde ◽  
Patrick Reyntiens ◽  
Ria Koeck ◽  
Jessika Deblonde ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Negative Impact ◽  
Sexual Life ◽  
People Living With Hiv ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Related Stigma ◽  
Living With Hiv ◽  
The Impact

This cross-sectional survey explored the quality of life in 505 people living with HIV in Belgium. Several domains of quality of life were impaired: 26% had been diagnosed with depression and 43% had weak social support. HIV-related stigma is still widespread, with 49% believing most people with HIV are rejected and 65% having experienced discrimination due to HIV. The impact of HIV was limited on professional life, but 40% experienced a negative impact on life satisfaction and 41% a negative impact on sexual life. For several domains, people with a recent diagnosis of HIV and long-term survivors had significantly worse scores. This survey also uncovered strengths of people living with HIV, such as positive coping and HIV self-image. Expanding the scope of quality of life in people living with HIV may provide a more complete picture of relevant life domains that may be impacted by living with HIV, but this needs further validation.

scholarly journals Leadership Styles of Principals Based on Setting, Zone, and Location of Public Colleges of Education in Ghana

2021 ◽  
Vol 4 (2) ◽  
Author(s):  
Kweku Esia-Donkoh ◽  
◽  
David Kwame Quansah ◽  
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Survey Design ◽  
Tertiary Education ◽  
Sampling Technique ◽  
Public Colleges ◽  
National Council ◽  
Colleges Of Education ◽  
Cross Sectional Survey ◽  
Cross Sectional

This study investigated the leadership styles of principals in public Colleges of Education (CoEs) in Ghana based on the setting, zone and location of the colleges. The quantitative method of the cross-sectional survey design was adopted for the study. The census sampling technique was employed to obtain 38 principals for the study. The Multifactor Leadership Questionnaire (MLQ) by Bass and Avolio (2004) was adapted to collect data from the principals. Means, standard deviation, t-test and ANOVA were utilised in analysing the data. The descriptive analysis established that generally, principals of public CoEs in Ghana mostly used transformational leadership style as compared to transactional and laissez-faire leadership styles. The inferential analyses also revealed that there were no statistically significant differences in the leadership styles of the principals based on setting, zone and location of the colleges. Among the recommendations is that the Ghana Tertiary Education Commission (GTEC), formerly known as the National Council for Teacher Education (NCTE), should consider competence when selecting and appointing principals and not the setting, zone and location of public CoEs because generally, these variables did not statistically significantly determine the leadership styles adopted by the principals.

scholarly journals Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Helen Elena Jekelle ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Laissez Faire ◽  
Transformational Leadership Style ◽  
The Impact

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

scholarly journals Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

2021 ◽  
Author(s):  
Helen Elena Jekelle
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Laissez Faire ◽  
Transformational Leadership Style ◽  
The Impact

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

scholarly journals Alcohol-related harm to others in England: a cross-sectional analysis of national survey data

BMJ Open ◽  
2019 ◽  
Vol 9 (5) ◽  
pp. e021046 ◽  
Author(s):  
Caryl Beynon ◽  
David Bayliss ◽  
Jenny Mason ◽  
Kate Sweeney ◽  
Clare Perkins ◽  
...  
Keyword(s):  
Negative Impact ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Factors Associated ◽  
Harm To Others ◽  
Using Data ◽  
Socioeconomic And Demographic Factors ◽  
The Impact ◽  
Alcohol Related Harm ◽  
Related Harm

ObjectivesTo estimate the prevalence, the frequency and the perpetrators of alcohol-related harm to others (AHTO) and identify factors associated with experiencing harm and aggressive harm.DesignCross-sectional survey.SettingEngland.ParticipantsAdults (general population) aged 16 and over.Outcome measuresPercentage of respondents who experienced harm. Socioeconomic and demographic factors associated with the outcomes. Outcomes were (1) experienced harm/did not experience harm and (2) experienced aggressive harm (physically threatened, physically hurt and forced/pressured into something sexual)/did not experience an aggressive harm (no aggressive harm plus no harm at all).ResultsData to support a response rate calculation were not collected; 96.3% of people surveyed completed the AHTO questions. The weighted sample was 4874; 20.1% (95% CI 18.9 to 21.4, N=980) reported experiencing harm in the previous 12 months and 4.6% (95% CI 4.0 to 5.4, N=225) reported experiencing an aggressive harm. Friends and strangers were the dominant perpetrators. Most harms (74.8%) occurred less than monthly. Factors associated with experiencing harm were: younger age (p<0.001), drinking harmfully/hazardously (p<0.001), white British (p<0.001 compared to other white groups and Asian groups and p=0.017 compared to black groups), having a disability (p<0.001), being educated (p<0.001 compared to no education) and living in private rented accommodation (p=0.004 compared with owned outright). Being in the family stage of life (defined as having children in the household) had significantly lower odds of harm (p=0.006 compared to being single), as did being retired (p<0.001 compared to being employed). Factors associated with experiencing an aggressive harm were similar.ConclusionsThis exploratory study, using data collected through the Alcohol Toolkit Survey, shows that AHTO affects 20.1% of the population of England. Even apparently minor harms, like being kept awake, can have a negative impact on health, while aggressive harms are clearly of concern. Using a standard methodology to measure harm across studies would be advantageous. Policies that focus on alcohol must take into consideration the impact of drinking on those other than the drinker.

scholarly journals Performance Appraisal as an Antecedent to Innovation: an Analysis of Its Relative Importance

2020 ◽  
Vol 10 (2) ◽  
pp. 1
Author(s):  
Navin Gazanchand Matookchund ◽  
Renier Steyn
Keyword(s):  
Performance Appraisal ◽  
South African ◽  
Survey Design ◽  
Full Time ◽  
Relative Importance ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
African Context ◽  
Broad Cross Section ◽  
The Impact

Literature suggests that performance appraisal (PA) contributes to innovation. However, the absolute and relative importance of PA to innovation, the different aspects of PA which drive innovation, as well as PA as a precursor among other antecedents to innovation, has not been adequately described. The aim of the study is to provide clarity on the drivers of innovation, specifically contextualising the impact of PA within the South African context. This study used a cross-sectional survey design, where only quantitative data was collected from full-time employees across private sector, parastatal, and government organisations. The respondents represented a broad cross-section of South African employees. PA and three other known antecedents to innovation, as well as innovation itself, were measured. It was found that PA (as a single variable) was responsible for 5.7% of the variance in innovation. Items in the PA scale with a clear link to innovation were identified, and thematically integrated. It was further found that, when PA was combined with other antecedents of innovation, leading to 26.6% of the variance in innovation being explained, the role of PA was significant, though mostly secondary. Proactive personality was the most dominant predictor of innovation. The importance and relative importance of PA as an antecedent to innovation in the workplace has thus been established. The outcomes of this study may assist managers and human resource practitioners to focus on appropriate, evidence-based information when attempting to enhance innovation.

scholarly journals Occupational stress of employees in an insurance company

2006 ◽  
Vol 37 (3) ◽  
pp. 29-39 ◽  
Author(s):  
W. J. Coetzer ◽  
S. Rothmann
Keyword(s):  
Occupational Stress ◽  
Survey Design ◽  
Job Insecurity ◽  
Insurance Industry ◽  
Job Characteristics ◽  
Insurance Company ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
And Control

The objectives of this study were to assess the internal consistency of the ASSET, to identify occupational stressors for employees in an insurance company and to assess the relationships between occupational stress, ill health and organisational commitment. A cross-sectional survey design was used. An availability sample (N = 613) of employees in an insurance company was used. An Organisational Stress Screening Tool (ASSET) was used as measuring instrument. The results showed that job insecurity as well as pay and benefits were the highest stressors in the insurance industry. Two stressors, namely job characteristics and control were statistically significant predictors of low organisational commitment. Physical ill health was best predicted by overload and job characteristics. Three stressors, namely work-life balance, overload and job characteristics best predicted psychological ill health.

The Role of Helplessness in the Appraisal of Illness Uncertainty in Women With Fibromyalgia

2020 ◽  
Vol 33 (4) ◽  
pp. 346-352
Author(s):  
Melody D. Reibel ◽  
Marianne H. Hutti
Keyword(s):  
Survey Design ◽  
Well Being ◽  
Subjective Well Being ◽  
Regression Analyses ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Illness Uncertainty ◽  
High Level ◽  
The Impact

Fibromyalgia is a chronic pain disorder characterized by uncertainty in etiology, symptomatology, diagnosis, treatment, and outcome. The high level of illness uncertainty that results from fibromyalgia is a risk factor for maladjustment to illness. A cross-sectional survey design was used to examine the relationships among illness uncertainty, helplessness, and subjective well-being in 138 women with fibromyalgia. Multiple regression analyses were conducted to examine a predictive model for mediation. We found illness uncertainty is negatively associated with subjective well-being and that helplessness strongly influences the impact of illness uncertainty on subjective well-being in women with fibromyalgia.

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