• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of organizational behavior >Who takes the lead? A multi-source diary study on leadership, work engagement, and job performance
【24h】

Who takes the lead? A multi-source diary study on leadership, work engagement, and job performance

机译：谁带头？关于领导力，工作投入和工作绩效的多来源日记研究

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Transformational leadership is associated with a range of positive outcomes. Yet, according to substitutes for leadership theory, there may be circumstances under which it is difficult, if not impossible, for leaders to inspire and challenge their employees. Therefore, we hypothesize that transformational leadership behaviors as well as employee self-leadership strategies contribute to employee work engagement and job performance. Furthermore, we hypothesize that transformational leadership behaviors are more effective when employees have a high need for leadership, whereas self-leadership strategies are more effective when employees have a low need for leadership. A sample of 57 unique leader-employee dyads filled out a quantitative diary survey at the end of each week, for a period of five weeks. The results of multilevel structural equation modeling showed that employees were more engaged in their work and received higher performance ratings from their leader when leaders used more transformational leadership behaviors, and when employees used more self-leadership strategies. Furthermore, we showed that transformational leadership behaviors were more effective when employees had a high (vs. low) need for leadership and that the opposite was true for employee self-leadership. These findings contribute to our understanding of the role of employees in the transformational leadership process. Copyright (c) 2015 John Wiley & Sons, Ltd.
机译：变革型领导与一系列积极成果相关。然而，根据领导理论的替代者，在某些情况下，即使不是不可能，领导者也很难激励和挑战自己的员工。因此，我们假设变革型领导行为以及员工自我领导策略有助于员工的工作投入和工作绩效。此外，我们假设当员工对领导的需求很高时，变革型领导行为会更有效，而当员工对领导的需求较低时，自我领导策略会更有效。在每个星期的结尾（共五周），我们对57个独特的领导员工双星进行了抽样调查，以完成他们的定量日记调查。多层次结构方程建模的结果表明，当领导者使用更多的变革型领导行为以及员工使用更多的自我领导策略时，员工会更加积极地参与工作并获得领导者更高的绩效评级。此外，我们表明，当员工对领导的需求较高（相对于对员工的需求较低）时，变革型领导行为会更有效，而员工的自我领导则相反。这些发现有助于我们了解员工在变革型领导过程中的角色。版权所有（c）2015 John Wiley＆Sons，Ltd.

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号