...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>European Journal of Training and Development: A Journal for HRD Specialists >Two of a kind? A canonical correlational study of transformational leadership and authentic leadership
【24h】

Two of a kind? A canonical correlational study of transformational leadership and authentic leadership

机译：一个样？变革型领导与真实领导的典范相关研究

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

Purpose - The purpose of this study is to examine the relationship between transformational leadership (TL) and authentic leadership (AL) using a canonical correlation analysis (CCA). Design/methodology/approach - The sample was 427 knowledge workers from a Fortune Global 100 company in Korea. Descriptive statistics and CCA were used to test the relationship between the two perceived leadership constructs. Findings - A canonical correlation indicated that the composite of TL(i.e. idealized influence, inspirational motivation, intellectual stimulation and individualized consideration) was strongly and significantly related to the composite of AL(i.e. transparency, moral/ethical, balanced processing and self-awareness), accounting for 82.3 per cent of the shared variance between the two variable sets. Research limitations/implications - This empirical study was based on employees' perceptions on the two leadership behaviors of their supervisors, using a cross-sectional survey method. In addition, this study is confined to the employees in a for-profit organization in Korean cultural setting, leaving room for speculation with regard to cultural issues. Practical implications - It is noted the two leadership behaviors are not substitutable, but complementary. Therefore, human resources development (HRD) practitioners are suggested to design leadership development programs focusing both on AL and TL in a concerted way. In this way, HRD professionals can help their managers enhance their AL and TL capability, and thus let their followers emulate their leader's behaviors, which ultimately will lead to higher level of organizational commitment, employee/job engagement and in-role and extra-role performance. Originality/value - This is the first study that empirically confirmed Burns' (1978) initial intuitive conceptualization of the authentic transformational leaders. We found that an authentic leader appears to be a transformational leader or vice versa. Another contribution lies in that to identify the common denominator between the two leadership behaviors this study used a relatively rare CCA in the field of HRD.
机译：目的-这项研究的目的是使用规范相关分析（CCA）来检查变革型领导（TL）和真实领导（AL）之间的关系。设计/方法/方法-样本来自韩国《财富》全球100强公司的427名知识工人。描述性统计数据和CCA被用来检验两个感知领导结构之间的关系。发现-典型的相关性表明，TL的组合（即理想化的影响力，鼓舞动机，智力刺激和个性化考虑）与AL的组合（即透明度，道德/道德，平衡的处理能力和自我意识）强烈且显着相关，占两个变量集之间共享方差的82.3％。研究的局限性/含意-这项实证研究是基于雇员对上司的两种领导行为的看法，采用的是横断面调查方法。此外，这项研究仅限于韩国文化背景下的一个营利性组织的员工，这为人们在文化问题上进行猜测提供了空间。实际意义-注意到两种领导行为不是可替代的，而是互补的。因此，建议人力资源开发（HRD）的从业者以一致的方式设计针对AL和TL的领导力发展计划。通过这种方式，HRD专业人员可以帮助其经理增强其AL和TL能力，从而使他们的追随者效仿其领导者的行为，最终将导致更高的组织承诺水平，员工/工作敬业度以及角色内和角色外性能。原创性/价值-这是第一项以经验证明Burns（1978）对真实的变革型领导者的初步直观概念化的研究。我们发现，真正的领导者似乎是变革型领导者，反之亦然。另一个贡献在于，为了确定两种领导行为之间的共同点，本研究在人力资源开发领域使用了一种相对罕见的CCA。

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