Examining why employee proactive personality influences empowering leadership: The roles of cognition‐ and affect‐based trust

2019 ◽  
Vol 92 (2) ◽  
pp. 352-383 ◽  
Author(s):  
Soojung Han ◽  
Crystal M. Harold ◽  
Minyoung Cheong
Keyword(s):  
Proactive Personality ◽  
Empowering Leadership ◽  
Cognition And Affect

scholarly journals Nurturing individual job performance through psychological capital power

2021 ◽  
Vol 14 (1) ◽  
pp. 27-45
Author(s):  
Gus Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo ◽  
Yuni Candra
Keyword(s):  
Job Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Psychological Capital ◽  
Individual Performance ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Empowering Leadership ◽  
The Relationship

The overarching objectives of this inquiry are twofold: first, to investigate the relationship between proactive personality, empowering leadership, and individual job performance; second, to examine the mediating role of psychological capital on the relationship between empowering leadership and an individual's job performance. The sample consists of 215 entrepreneurs of Minang migrants in Purwokerto-Central Java, Indonesia. The Minangnese is an ethnic group in Indonesia with a high success rate of entrepreneurs, and hence there is a stigma in the society that the Minang tribe was born to be entrepreneurs. Despite the abundant literature on entrepreneurship, few have focused on the leadership style of specific ethnicities in doing business. The burgeoning popularity of entrepreneurship theory has attracted academic attention. Scholars attempt to enhance the entrepreneurship literature from various perspectives, one of which is a cultural value. Moreover, little discussion on the role of psychological capital in nurturing individual job performance is the primary motive behind the study. Data were collected using a questionnaire and analysis with Structural Equation Modeling (SEM). The results proactive personality positively influences empowering leadership. Likewise, empowering leadership determines both psychological capital and individual job performance. The study also supported the view that psychological capital mediates the relationship between empowering leadership and individual performance. The theoretical implication of this research is that psychological capital is important in building individual characters who respond to difficult conditions, so that psychological capital is a competency in improving individual performance.

scholarly journals Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors?

2017 ◽  
Vol 25 (2) ◽  
pp. 184-196 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Well Being ◽  
Proactive Personality ◽  
Job Crafting ◽  
Equation Modeling ◽  
Full Time ◽  
Empowering Leadership ◽  
Time Points

This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower levels of physical and depressive symptoms and higher levels of career satisfaction and commitment. Together, these findings highlight the role of empowering leadership in encouraging and facilitating job crafting behaviors of employees, which in turn leads to subjective career success as well as physical and psychological well-being.

PSYCHOLOGICAL CAPITAL AS A MEDIATION, RELATIONSHIP BETWEEN EMPOWERING LEADERSHIP , TRANSFORMATIONAL LEADERSHIP BEHAVIOR, PROACTIVE PERSONALITY TO INDIVIDUAL JOB PERFORMANCE

2019 ◽  
Vol 4 (3) ◽  
pp. 492 ◽  
Author(s):  
Gus Andri Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Structural Equation ◽  
Psychological Capital ◽  
Leadership Behavior ◽  
Hypothesis Test ◽  
Individual Performance ◽  
Proactive Personality ◽  
Empowering Leadership ◽  
The Relationship

<p><span lang="EN-US">This study aims at examine is the moderating role of psychological capital on the relationship, empowering leadership, transformational leadership behavior, and proactive personality toward individual job performance. The samples are 215 respondents using questionaire. The respondents are Minang migrant entrepeneurs in Purwokerto-Central Java. Data analysis using Structural Equation Model (SEM). The result of this study shows that the first hypothesis test, the influence of empowering leadership toward employee’s proactive personality. The second hypothesis test, the influence of transformational leadership behavior toward Employee’s proactive personality. The third hypothesis, the influence of employee’s proactive personality toward psychological capital. Based on Sobel Test, psychological capital mediates the relationship between employee’s proactive personality and individual performance </span></p><p><span lang="EN-US"><br /></span></p><p><span lang="EN-US"><em>Tujuan Penelitian ini dilakukan adalah untuk menguji apakah variabel modal psikologis sebagai variabel mediasi mempengaruhi hubungan antara kepemimpinan yang memberdayakan, kepemimpinan transformasional, dan kepribadian proaktif terhadap kinerja individu. Penelitian ini mengambil sampel sebanyak 215 responden dengan menggunakan kuesioner. Responden adalah pengusaha Perantau Minang di Purwokerto-Jawatengah. Fonemena gab yang terjadi kesenjangan   kepemimpinan perantau Minang yang tergabung dalam Ikatan keluarga Minang dibandingkan dengan suku lainnya dalam membangun kewirausahaan di Purwokerto-Jawatengah. Permasalaha penelitian yang ditemukan adalah terbatasnya pembahasan modal psikologi kewirausahaan, sehingga faktor yang mendorong individu secara psikologis dan proaktif dalam keberhasilann kinerja semakin rendah.</em> <em>Analisis data menggunakan model persamaan struktural (SEM). Hasil penelitian menunjukkan hipotesis pertama, adanya pengaruh pemberdayaan kepemimpinan terhadap kepribadian proaktif individu.  Hipotesis dua, adanya pengaruh kepemimpinan transformasional terhadap kepribadian proaktif individu. Hipotesis tiga, adanya pengaruh kepribadian proaktif individu terhadap modal psikologis. Dan pada hipotesis   empat, pengaruh modal psikologis memediasi hubungan antara kepribadian proaktif individu dengan kinerja individu, berdasarkan hasil uji sobel, maka nilai </em><em>3,62 Sobel test; p &lt;0.0012).</em></span></p>

Following the Ants

2017 ◽  
Vol 33 (6) ◽  
pp. 409-421 ◽  
Author(s):  
Anne B. Janssen ◽  
Martin Schultze ◽  
Adrian Grötsch
Keyword(s):  
Short Form ◽  
Supervisor Support ◽  
Proactive Personality ◽  
Work Behavior ◽  
Model Fit ◽  
Item Selection ◽  
Short Version ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

Proactive personality meta-analysis: Relationships with performance and job satisfaction

2009 ◽  
Author(s):  
Elizabeth A. McCune ◽  
David Cadiz ◽  
Damon Drown ◽  
Todd Bodner
Keyword(s):  
Job Satisfaction ◽  
Meta Analysis ◽  
Proactive Personality
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