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首页> 外文期刊>The Leadership & Organization Development Journal >The influence of superleader behaviors on organization commitment, job satisfaction and organization self-esteem in a self-managed work team
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The influence of superleader behaviors on organization commitment, job satisfaction and organization self-esteem in a self-managed work team

机译：自我领导的工作团队中超级领导者行为对组织承诺，工作满意度和组织自尊的影响

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Purpose - The purpose of this paper was to examine the impact of superleader behaviors in self-managed work teams, on organization commitment, job satisfaction and organization self-esteem. Design/methodology/approach - Data were collected on-site over a period of three days from employees working in a non-union paper mill located in a small rural community in the northwestern region of the USA. The survey was completed by 141 employees, representing a 9 per cent response rate. Self-leadership, organization commitment, job satisfaction and organization self-esteem were all measured using different instruments. Findings - The results indicated that teams groups that were led by a supervisor who exhibited the characteristics of a superleader had higher levels of organization commitment, job satisfaction, and organization self-esteem. Research limitations/implications - The study is based on a small sample and relied on self-report data, thereby allowing for the possibility of same source bias. However, this is a common problem with cross-sectional designs. Practical implications - Leading in a self-managed work team environment requires a unique approach to leadership. The results of this study illustrated that superleader behaviors result in some beneficial outcomes for organizations including enhanced levels of organization commitment, job satisfaction and organization self-esteem. It behoves organizations to encourage, through training programs, the development of these behaviors.
机译：目的-本文的目的是研究自我管理工作团队中的超级领导者行为对组织承诺，工作满意度和组织自尊的影响。设计/方法/方法-在为期三天的时间里，数据是从位于美国西北部一个小型农村社区的一家非工会造纸厂工作的员工那里收集的。这项调查由141名员工完成，答复率为9％。自我领导力，组织承诺，工作满意度和组织自尊都使用不同的工具进行了测量。结果-结果表明，由表现出超级领导者特征的主管领导的团队具有更高的组织承诺，工作满意度和组织自尊心。研究的局限性/意义-该研究基于少量样本，并依赖于自我报告数据，因此可以考虑存在相同来源偏差的可能性。然而，这是横截面设计的普遍问题。实际意义-领导自我管理的工作团队环境需要采用独特的领导方法。这项研究的结果表明，超级领导者的行为会给组织带来一些有益的结果，包括提高组织承诺水平，工作满意度和组织自尊心。组织应该通过培训计划鼓励这些行为的发展。

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