I Will Do and I Can Do: How Spiritual Leadership Behavior Enhances Employee Career Growth Potential

Abstract Informed by social resources theory, we provide an explanation for how political skill enables employees' access to social resources, notably expressive network resources and developmental feedback granted by supervisors, thereby enhancing their potential for career growth. Employees can further leverage the attained resources to maximize their chances for career growth by exercising ingratiation toward their supervisors. Data from 399 independently matched subordinate-supervisor dyads in Japan partially support our predictions. While supervisor-focused expressive network resources and supervisor developmental feedback account for mediating mechanisms through which political skill could predict career growth potential, the use of ingratiation to further leverage these social resources is rather deemed insignificant. Theoretical and practical implications of the findings are discussed.

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Proactive Personality as a Predictor of Career Adaptability and Career Growth Potential: A View From Conservation of Resources Theory

Frontiers in Psychology ◽

10.3389/fpsyg.2021.699461 ◽

2021 ◽

Vol 12 ◽

Author(s):

Su Wang ◽

Mei Mei ◽

Yang Xie ◽

Yiting Zhao ◽

Fu Yang

Keyword(s):

Social Support ◽

Emotional Exhaustion ◽

Proactive Personality ◽

Growth Potential ◽

Conservation Of Resources ◽

Career Adaptability ◽

Friend Support ◽

Career Growth ◽

Positive Effect ◽

Individualized Consideration

In the present study, we offered a new account for the development of career adaptability and the realization of career growth potential based on conservation of resources (COR) theory. Using data collected from 903 university students in China, we examined how and when proactive personality influences students’ career adaptability and career growth potential by introducing emotional exhaustion as a mediator as well as friend support and teacher individualized consideration as boundary conditions. Specifically, the results confirmed a positive effect of proactive personality on career adaptability, with this relationship mediated by emotional exhaustion. In addition, results suggested a positive effect of proactive personality on career growth potential, with this relationship mediated by emotional exhaustion and career adaptability. Moreover, results showed that in-school social support (i.e., friend support and teacher individualized consideration) served as moderators in the relationship between proactive personality and emotional exhaustion, such that the negative effect of proactive personality on emotional exhaustion was strengthened when students received high levels of social support. Theoretical implications of career adaptability research and COR theory and practical implications for promoting adaptability resources and career growth in university are provided.

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The effect of servant leadership on employee turnover in SMEs in Nigeria: the role of career growth potential and employee voice

Journal of Small Business and Enterprise Development ◽

10.1108/jsbed-01-2019-0009 ◽

2020 ◽

Vol 27 (6) ◽

pp. 885-904

Author(s):

Okechukwu Ethelbert Amah ◽

Kabiru Oyetuunde

Keyword(s):

Servant Leadership ◽

Work Environment ◽

Employee Turnover ◽

Growth Potential ◽

Employee Voice ◽

Servant Leaders ◽

Cross Sectional ◽

Content Type ◽

Career Growth

PurposeEmployee turnover has been established as a major cause of the abysmal performance of SMEs in Nigeria. Hence, the study explored the role of servant leadership and the work climate created by the leader in the reduction of employee turnover in SMEs.Design/methodology/approachThe study involved 1,000 participants drawn from 200 SMEs in the city of Lagos. Cross-sectional data was acquired through questionnaire designed in such a way as to minimise common method variance.FindingsResults indicate that servant leadership reduced employee turnover, and that employee voice and the career growth dimensions partially mediated this relationship. The study variables explained 59% of the variance in employee turnover.Practical implicationsThe paper highlights that SMEs leaders who adopt servant leadership behaviour can reduce employee turnover directly and through the positive work environment they create. SMEs leaders must not only be servant leaders but must ensure that the entire organisation is managed by servant leaders. They achieve this through recruitment and promotion process.Originality/valuePast studies in Nigeria were in the area of government intervention and the effects of turnover on the productivity of SMEs. This appears to be the only paper that studied the effects of leadership on employee turnover in SMEs in Nigeria. This study advances research by studying the effect of servant leadership and the work environment created by leaders on employee turnover. Thus, the study advances past studies by suggesting possible ways to reduce employee turnover and enhancing the needed productivity of SMEs in Nigeria.

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Measuring Political Will in Organizations: Theoretical Construct Development and Empirical Validation

Journal of Management ◽

10.1177/0149206314566460 ◽

2015 ◽

Vol 43 (7) ◽

pp. 2252-2280 ◽

Cited By ~ 24

Author(s):

Ilias Kapoutsis ◽

Alexandros Papalexandris ◽

Darren C. Treadway ◽

Jeffrey Bentley

Keyword(s):

Discriminant Validity ◽

Organizational Politics ◽

Growth Potential ◽

The Political ◽

Political Will ◽

Construct Development ◽

Work Related ◽

Convergent And Discriminant Validity ◽

Conceptual Clarity ◽

Career Growth

Political will is widely recognized as an important, yet profoundly underinvestigated, construct that lacks conceptual clarity and valid measurement. To address this lack, we conducted four studies encompassing six samples (N = 925) from three countries (United States, Greece, and United Kingdom) that establish the psychometric properties and nomological network of the Political Will Scale. We demonstrate that the scale exhibits both convergent and discriminant validity with several conceptually related constructs while also determining that political will positively relates to influence and work-related behaviors. As an extension of our findings, political will seems to explain variance over and above political skill in relation to influence tactics, status, and career growth potential. The theoretical implications of this new scale are discussed in relation to organizational politics, leadership, and social change.

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Does person–organization spirituality fit stimulate ethical and spiritual leaders: an empirical study in Jordan

Personnel Review ◽

10.1108/pr-06-2020-0492 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Tamer Koburtay ◽

Radi Haloub

Keyword(s):

Performance Appraisal ◽

Leadership Behaviors ◽

Leadership Behavior ◽

Spiritual Leadership ◽

Future Research ◽

Content Type ◽

Ethical Behaviors ◽

Hrm Practices ◽

Future Research Directions ◽

Hr Managers

PurposeThis paper emphasizes the theoretical relevance that workplace spirituality may add to the person–organization (P-O) fit theory through the examination of a framework that comprises how workplace and self-spirituality fit enhances the perceived P-O spirituality fit. A related aim is to test how the perceived P-O spirituality fit enhances both employees' ethical and spiritual leadership behavior.Design/methodology/approachData were collected using a quantitative study of 132 employees across various organizations in Jordan. Data were firstly checked by the use of exploratory factor analysis (EFA) and reliability tests. Hypotheses have been tested by the use of hierarchical multiple regression analysis.FindingsIn line with the hypotheses, the study's results exhibited that workplace and self-spirituality fit positively enhances the perceived P-O spirituality fit. The results also show that the perceived P-O spirituality fit enhances both employees' ethical and spiritual leadership behaviors.Practical implicationsThe present study warrants several practices for human resource management (HRM), policy and development. It suggests that HRM practices should encourage a more “spiritual– and ethical-friendly” environment by ensuring that staffing and other HRM responsibilities are clearly committed to ethics and supportive of spirituality. Specifically, within performance appraisal policies, HR managers may include specific policies and ethical action targets to promote more ethical behaviors. There may be regular monitoring to track the trajectory of the HRM practices in this regard.Originality/valueThe contribution of this paper extends beyond the vast literature on P-O fit with the generation of a new concept (i.e. P-O spirituality fit) to the literature in a Muslim-majority country. This offers reinvigorated awareness of the topic under study and suggests specific future research directions.

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SPIRITUALITAS DAN LANDASAN SPIRITUAL (MODERN AND ISLAMIC VALUES); DEFINISI DAN RELASINYA DENGAN KEPEMIMPINAN PENDIDIKAN

Ar-Risalah: Media Keislaman, Pendidikan dan Hukum Islam ◽

10.29062/arrisalah.v19i1.571 ◽

2021 ◽

Vol 19 (1) ◽

pp. 068

Author(s):

Kurniyatul Faizah

Keyword(s):

Role Model ◽

Leadership Behavior ◽

Spiritual Leadership ◽

Human Relations ◽

General Science ◽

Religious Knowledge ◽

Internal Factors ◽

Leadership Model ◽

The Core ◽

Islamic Values

Spirituality is not something foreign to humans, because it is the core (core) of humanity itself. Manpu's spiritual drive brings the material dimension of man to his spiritual dimension (spirit, divinity) by understanding and internalizing His attributes, living life according to His instructions and imitating His Messenger. The goal is to gain His pleasure, to become a "friend" of Allah, "lover" (wali) of Allah. Spiritual leadership is leadership capable of inspiring, arousing, influencing and mobilizing through exemplary, service, compassion and the implementation of values and other divine traits in goals, processes, culture and leadership behavior. The spiritual leadership model is not only influenced by external factors, but is more guided by internal factors, namely the human conscience, but spiritual leadership does not mean anti-intellectual leadership. The leadership implemented by Muhammad SAW. become a role model with its main characteristics, namely siddiq (integrity), trust (trust), fathanah (working smart) and tabligh (openly, human relations) capable of influencing others by inspiring without indoctrinating, awakening without hurting, arousing without forcing and inviting without ordering. Spiritual leadership in schools or madrasas really needs to be applied by the principal, because madrasas are schools or places to study both general science and Islamic religious knowledge, and what characterizes madrasas are very focused on cultivating values. or the science of religion for students where the aim of the madrasa in general is to form a human who understands religion (to be a human being who is faithful and pious). So ideally, a principal, especially at a school with an Islamic background or known as a madrasa, should be able to apply spiritual leadership in carrying out its main duties and functions.

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Do Work Characteristics Mediate the Negative Effect of Transformational Leadership on Impaired Well-Being?

Zeitschrift für Arbeits- und Organisationspsychologie A&O ◽

10.1026/0932-4089/a000249 ◽

2017 ◽

Vol 61 (4) ◽

pp. 167-180 ◽

Cited By ~ 6

Author(s):

Sylvie Vincent-Höper ◽

Sabine Gregersen ◽

Albert Nienhaus

Keyword(s):

Transformational Leadership ◽

Focal Point ◽

Leadership Behavior ◽

Workplace Health Promotion ◽

Well Being ◽

Mediating Effect ◽

Equation Modeling ◽

Related Factor ◽

Work Characteristics ◽

Role Clarity

Abstract: In recent years, transformational leadership as a health-related factor has become a focal point of interest in research and practice. However, the pathways and mechanisms underlying this association are not yet well understood. In order to gain knowledge on how or why transformational leadership and employee well-being are associated, we investigated the mediating effect of the work characteristics role clarity and predictability. The study was carried out on 618 employees working in the health-care sector in Germany. We tested the mediator effect using structural equation modeling. The results indicate that role clarity and predictability fully mediate the relation between transformational leadership and negative indicators of well-being. These results give credit to the notion that work characteristics play an important role in identifying health-relevant aspects of leadership behavior. Our findings advance the understanding of how to enhance employee well-being and have implications for the design of leadership-related interventions of workplace health promotion.

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The Emergence and Maintenance of Ethical Leadership in Organizations

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000055 ◽

2012 ◽

Vol 11 (1) ◽

pp. 7-19 ◽

Cited By ~ 33

Author(s):

Silke Astrid Eisenbeiß ◽

Steffen R. Giessner

Keyword(s):

Cultural Values ◽

Ethical Leadership ◽

Leadership Behavior ◽

Peer Group ◽

Organizational Characteristics ◽

Future Research ◽

Environmental Complexity ◽

Group Influence ◽

Analysis Society ◽

Different Levels

The present paper gives a review of empirical research on ethical leadership and shows that still little is known known about the contextual antecedents of ethical leadership. To address this important issue, a conceptual framework is developed that analyzes the embeddedness of organizational ethical leadership. This framework identifies manifest and latent contextual factors on three different levels of analysis – society, industry, and organization – which can affect the development and maintenance of ethical leadership. In particular, propositions are offered about how (1) societal characteristics, notably the implementation and the spirit of human rights in a society and societal cultural values of responsibility, justice, humanity, and transparency; (2) industry characteristics such as environmental complexity, the content of the organizational mandate, and the interests of stakeholder networks; and (3) intra-organizational characteristics, including the organizational ethical infrastructure and the ethical leadership behavior of a leader’s peer group, influence the development and maintenance of ethical leadership in organizations. This list of factors is not exhaustive, but illustrates how the three levels may impact ethical leadership. Implications for managerial practice and future research are discussed.

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