County Magistrate Leadership Behaviors and County Government Performance: Mediating Effect of Subordinate Trust

2012 ◽  
Author(s):  
Jiazheng Ma
Keyword(s):  
Leadership Behaviors ◽  
Mediating Effect ◽  
County Government ◽  
Government Performance ◽  
County Magistrate

Getting Old at the Top: The Role of Agentic and Communal Orientations in the Relationship Between Age and Follower Perceptions of Leadership Behaviors and Outcomes

2019 ◽  
Vol 6 (1) ◽  
pp. 46-58 ◽  
Author(s):  
Gregory R Thrasher ◽  
Benjamin Biermeier-Hanson ◽  
Marcus W Dickson
Keyword(s):  
Leadership Behaviors ◽  
Empirical Support ◽  
Mediating Effect ◽  
Socioemotional Selectivity ◽  
Age Related ◽  
Follower Perceptions ◽  
Perceptions Of Leadership ◽  
The Relationship ◽  
Development Perspective

Abstract Leadership behaviors and the outcomes they foster have historically been central issues to organizational researchers and practitioners alike. Despite the continuing rise in the average age of the workforce, empirical research on leadership from a lifespan development perspective remains surprisingly rare. The current study applies socioemotional selectivity theory (SST) to address this gap in the literature in several ways. We test a holistic socioemotional model of age and leadership that examines dominance and amicability as agentic and communal mediators in the relationship between age and follower ratings of leadership behaviors and effectiveness. To accomplish this goal, we apply multisource data from a sample of 422 leaders with 2,016 follower ratings. We offer empirical support for a socioemotional model of age and leadership that highlights the role of communal shifts in the relationship between age and follower perceptions of leadership behaviors. Specifically, we find a positive mediating effect of amicability in the relationship between age and follower-rated relational-oriented leadership behaviors. Age also displayed a sequential mediating effect on effectiveness through amicability and relational-oriented leadership behaviors. Our results highlight the unique role that age-related changes in social orientations play in the perceptions of leadership behaviors and outcomes across the lifespan. Implications for research and practice are discussed.

The role of transformational leadership in reinforcing product and service innovation: Job satisfaction as a mediator

2019 ◽  
Vol 27 (5) ◽  
pp. 4-6
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Leadership Behaviors ◽  
Service Innovation ◽  
Mediating Effect ◽  
Content Type ◽  
Product Service ◽  
Transformational Leadership Style ◽  
Workplace Cultures

Purpose This purpose of this study is to examine the role played by transformational leadership in reinforcing product service and innovation and the mediating effect of job satisfaction. Design/methodology/approach Data was gathered from the responses of 486 employees working in three telecom companies providing mobile phones and internet services in Jordan to a questionnaire survey and from semi-structured in depth interviews with 15 team leaders. Findings The results suggest that all four aspects of transformational leadership behaviors are positively and directly associated with product and service innovation. In addition, transformational leadership behaviors have a positive and direct effect on job satisfaction. Finally job satisfaction does act as mediator between transformational leadership and innovation. Practical implications Therefore for organizations to improve performance and encourage innovative behaviors middle management and employees should be trained to use a transformational leadership style and measures to improve job satisfaction should be put in place. Originality/value This paper adds to the understanding of how leaders can develop innovation through developing appropriate workplace cultures and conditions. 10; 10.

Impact mechanism of direct supervisor’s leadership behaviors on employees’ extended use of information technologies

2019 ◽  
Vol 32 (4) ◽  
pp. 626-645 ◽  
Author(s):  
Zhen Shao
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Information Technologies ◽  
Leadership Behaviors ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Autonomy ◽  
Research Model ◽  
Content Type

Purpose The purpose of this paper is to examine the mediating effect of job autonomy on the relationship between direct supervisor’s transformational leadership behaviors and employees’ extended use of information technologies (IT). In addition, this study considers IT innovativeness as a significant moderator in the research model, in order to examine if the relative influences of leadership behaviors on IT extended use are contingent upon employees’ IT innovativeness. Design/methodology/approach A field survey was conducted in China and empirical data were collected from 299 employees who use IT in support of daily work. Structural equation modeling technique was used to examine the research model and corresponding hypotheses. Findings The empirical results indicate that: three dimensions of transformational leadership, specifically interpersonal consideration, intellectual stimulation and inspirational motivation, are significant antecedents of employees’ IT extended use; perceived job autonomy partially mediates the relationships between transformational leadership behaviors and IT extended use; and employees’ IT innovativeness positively moderates the effects of transformational leadership behaviors on IT extended use. Practical implications This study can provide first-line managers with a better understanding of how to stimulate employees to make an extended use of IT by granting them more freedom in job assignments. Furthermore, the managers also need attend to subordinates’ personal IT innovativeness when exhibiting transformational leadership behaviors. Originality/value This study contributes to the extant literature of IT extended use through the lens of transformational leadership and job characteristics theory. In particular, this study identifies the boundary condition of the proposed research model by uncovering the moderating effect of IT innovativeness between transformational leadership behaviors and IT extended use.

Human Resource Management in American Counties, 2002

2005 ◽  
Vol 34 (1) ◽  
pp. 59-84 ◽  
Author(s):  
Sally Coleman Selden
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
County Government ◽  
Government Performance ◽  
County Governments ◽  
Management Roles ◽  
The Government ◽  
Using Data ◽  
Performance Project

Human resource management (HRM) in public organizations is changing as there are numerous policy, procedural and structural reforms underway. Human resource management studies have focused primarily at the state and federal levels, with relatively fewer comprehensive views of county governments. This article looks at human resource management roles, structures and practices from the perspective of county government using data from the Government Performance Project. The article describes approaches to reforms, the role and structures of the central HRM department, and the range of HRM practices related to selection, training, classification and compensation. The study finds that while different innovations and reforms have been adopted, county governments continue to function somewhat traditionally, leaving many opportunities for additional reforms to improve county governance.

Good Things Are Not Eternal: How Consideration Leadership and Initiating Structure Influence the Dynamic Nature of Organizational Justice and Extra-Role Behaviors at the Collective Level

2017 ◽  
Vol 25 (2) ◽  
pp. 211-232 ◽  
Author(s):  
Michel Tremblay ◽  
Marie-Claude Gaudet ◽  
Xavier Parent-Rocheleau
Keyword(s):  
Leadership Behaviors ◽  
Positive Influence ◽  
Mediating Effect ◽  
Unit Level ◽  
Initiating Structure ◽  
Positive Effects ◽  
Business Units ◽  
High Structure ◽  
Over Time ◽  
Role Behaviors

The objective of this study was to test the linear and curvilinear influence of initiating structure (IS) and consideration leadership on the variability of extra-role behaviors over time, through the mediating effect of within-store level of distributive (DJ) and procedural justice (PJ). Data from 1,857 employees in 116 business units of a Canadian retailer collected over four waves were analyzed using random coefficient modeling. Our results show that IS and consideration have significant linear and curvilinear effects on within-unit PJ and DJ climates over time, and an indirect influence on the within-unit variability of extra-role behaviors through the mediating effect of DJ and PJ climates. Results underline the complexity of the effects of both leadership dimensions on PJ and DJ climates. While consideration is associated with an increase of both justice climates over time, low and high levels of IS are associated with a decrease in PJ climate over time, and a moderate level of IS was related to an increase of PJ climate. Moreover, the positive effects of leadership behaviors on extra-role behaviors shift completely after a certain time threshold. Surprisingly, while unit-level extra-role behaviors increased over time under high structure leadership, such behaviors decreased under high consideration. Finally, the results showed that the positive influence of PJ and DJ climates on unit-level extra-role behaviors decreases over time, and that low fairness units experience a more dramatic decrease of extra-role behaviors with time.

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

2017 ◽  
Vol 61 (4) ◽  
pp. 167-180 ◽  
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.

Specifying the Contact Hypothesis in a Minority-Minority Context

2013 ◽  
Vol 221 (4) ◽  
pp. 223-231 ◽  
Author(s):  
Tuuli Anna Mähönen ◽  
Katriina Ihalainen ◽  
Inga Jasinskaja-Lahti
Keyword(s):  
Mediating Effect ◽  
Survey Study ◽  
Ethnic Identification ◽  
Contact Hypothesis ◽  
Negative Attitudes ◽  
Intergroup Anxiety ◽  
Intergroup Interactions ◽  
Identity Processes ◽  
Minority Adolescents ◽  
Basic Tenet

This survey study focused on the attitudes of Russian-speaking minority youth (N = 132) toward other immigrant groups living in Finland. Along with testing the basic tenet of the contact hypothesis in a minority-minority context, the mediating effect of intergroup anxiety and the moderating effect of perceived social norms on the contact-attitude association were specified by taking into account the identity processes involved in intergroup interactions. The results indicated, first, that the experience of intergroup anxiety evoked by a negative intergroup encounter was reflected in negative outgroup attitudes only among the weakly identified. Second, negative contact experiences of minority adolescents were found not to be reflected in negative attitudes when their ethnic identification was attenuated, and when they perceived positive norms regarding intergroup attitudes.

Boxed in by your inbox: Implications of daily e-mail demands for managers’ leadership behaviors.

2019 ◽  
Vol 104 (1) ◽  
pp. 19-33 ◽  
Author(s):  
Christopher C. Rosen ◽  
Lauren S. Simon ◽  
Ravi S. Gajendran ◽  
Russell E. Johnson ◽  
Hun Whee Lee ◽  
...  
Keyword(s):  
Leadership Behaviors ◽  
E Mail

The Mediating Effect of Reactions to Multisource Feedback

2005 ◽  
Author(s):  
Lori Anderson Snyder ◽  
George C. Thornton ◽  
Rob Edwards
Keyword(s):  
Multisource Feedback ◽  
Mediating Effect
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