Coach leadership style and Korean professional soccer team performance: Collective efficacy as a mediator

2020 ◽  
Vol 48 (8) ◽  
pp. 1-14
Author(s):  
Eunah Hong ◽  
Yejee Jeong
Keyword(s):  
Collective Efficacy ◽  
Leadership Style ◽  
Team Performance ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Head Coaches ◽  
Coach Leadership ◽  
Professional Soccer ◽  
Positive Effect

We examined the connection between the transformational and authentic leadership of head coaches and team performance, and the mediating role of collective efficacy in this relationship in the context of Korean men's K League. Participants were 106 K League players and we analyzed their data using structural equation modeling. The results show that transformational and authentic leadership of head coaches both had a positive effect on players' collective efficacy, which had a positive effect on team performance. Transformational leadership had a direct effect on team performance, but authentic leadership did not. Further, transformational and authentic leadership both had a positive effect on team performance. Collective efficacy partially mediated the former relationship and fully mediated the latter relationship. Our findings have practical implications for K League coaches seeking to develop their leadership through education and training programs, in that they should provide special care to underperforming players and pair players of different ages and educational backgrounds to increase team performance and collective efficacy.

THE RELATIONSHIP OF LEADERSHIP, TEAM TRUST AND TEAM PERFORMANCE: A COMPARISON OF THE SERVICE AND MANUFACTURING INDUSTRIES

2007 ◽  
Vol 35 (5) ◽  
pp. 643-658 ◽  
Author(s):  
Ming-Jian Shen ◽  
Ming-Chia Chen
Keyword(s):  
Team Performance ◽  
Structural Equation ◽  
Leadership Team ◽  
Manufacturing Industries ◽  
Relational Trust ◽  
Equation Modeling ◽  
Manova Analysis ◽  
Relationship Of ◽  
Team Trust ◽  
Positive Effect

The objective of this study was to investigate and compare the relationships and variations among leadership, team trust and team performance in the service and manufacturing industries. The results of using structural equation modeling to conduct hypotheses testing show that leadership has a positive effect on team trust and team performance, and that team trust also has a positive effect on team performance. By using MANOVA analysis to test for significant variances in leadership, team trust and team performance in the service and manufacturing industries, a significant variance was discovered in the testing of instructed leadership, relational trust and institutional trust in both industries.

scholarly journals THE EFFECT OF TEAM WORK, LEADERSHIP STYLE, AND ORGANIZATIONAL CULTURE ON NURSE PERFORMANCE WITH ORGANIZATIONAL COMMITMENTS AS MEDIATION VARIABLES IN HOSPITAL TYPE B IN JAKARTA

2019 ◽  
Vol 27 (3) ◽  
pp. 106-136
Author(s):  
Sri Wahyuningsih ◽  
Armanu Thoyib ◽  
Rofiaty ◽  
Ananda Sabil
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Partial Least Square ◽  
Team Work ◽  
Least Square ◽  
Equation Modeling ◽  
Type B ◽  
Positive Effect

This study aims to analyze the influence of team work, leadership style and organizational culture on nurse performance with organizational commitment as a mediating variable. The research unit is nurses at Type B hospitals in Jakarta. The population is 1362 nurses. Methods of collecting data using surveys. The research instrument used a questionnaire. Questionnaires were distributed to 523 respondents. Data analysis method uses Structural Equation Modeling-Partial Least Square SEM-PLS). The results of the study prove that teamwork has a positive effect on nurse performance. Teamwork does not affect organizational commitment. Organizational culture has a positive effect on nurse performance. Organizational culture has a positive effect on organizational commitment. Leadership style does not affect nurse performance. Leadership style does not affect organizational commitment. Organizational commitment has a positive effect on nurse performance. Organizational commitment cannot play a role in mediating the influence of teamwork on nurse performance. Organizational commitment can play a role in mediating the influence of organizational culture on nurse performance. Organizational commitment cannot play a role in mediating the influence of leadership style on nurse performance.

scholarly journals Pengaruh Gaya Kepemimpinan Transformasional dan Budaya Organisasi terhadap Kinerja dan Kepuasan Kerja sebagai variabel intervening

2020 ◽  
pp. 217-234
Author(s):  
Asriani Asriani, ◽  
Sri Mintarti, ◽  
Saida Zainurossalamia ZA,
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Corporate Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Organization Culture ◽  
Equation Modeling ◽  
Transformational Leadership Style ◽  
Positive Effect

The purpose of this research is to investigate the effects of transformational leadership style and corporate culture on job satisfaction as a variable intervening to enhance employee performance. The approach used in this study is a quantitative approach to data collection using questionnaires. The study was conducted at PT. Mahakam Berlian Samjaya the sample size is about 139 employees, using the Structural Equation Modelling (SEM). The results show that transformational leadership and organizational culture significantly affect job satisfaction as an intervening variable. Job satisfaction significant positive effect on employee performance. Keywords: transformasional leadership style, organization culture, job satisfaction, employee performance ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan melalui kepuasan kerja sebagai variable intervening untuk meningkatkan kinerja karyawan. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan pengumpulan data menggunakan kuesioner. Penelitian ini dilakukan di PT. Mahakam Berlian Samjaya, dan responden yang digunakan sebanyak 139 karyawan, menggunakan Structural Equation Modeling (SEM). Hasil penelitian menunjukkan gaya kepemimpinan transformasional dan budaya organisasi mempunyai pengaruh positif dan signifikan terhadap kepuasan kerja sebagai variable intervening dan berpengaruh positif dan signifikan terhadap kinerja. Kata kunci: Gaya Kepemimpinan Transformasional, Budaya Organisasi, Kepuasan Kerja, Kinerja

scholarly journals FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

2021 ◽  
Vol 5 (2) ◽  
pp. 165-186
Author(s):  
Novryansyah Novryansyah ◽  
Dita Oki Berliyanti ◽  
Ida Ariyani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Millennial Generation ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership  dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan  agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

scholarly journals Analisis Determinan Terjadinya Fraud Di Pemerintahan

2021 ◽  
Vol 4 (2) ◽  
pp. 123
Author(s):  
Syaipul Rokhim ◽  
I Made Laut Mertha Jaya
Keyword(s):  
Leadership Style ◽  
Internal Control ◽  
Structural Equation ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Self Awareness ◽  
Government Sector ◽  
Organizational Ethical Culture ◽  
The Government ◽  
Positive Effect

The 2018 Corruption Perception Index (CPI) data states that Indonesia is in 89th position out of 180 other countries. The purpose of this study is to determine the factors of fraud in the government sector. This study used a sample of 150 employees of government agencies in Indramayu Regency. Data collection by using a questionnaire. The sampling technique uses convenience sampling. Analysis of the data using Structural Equation Modeling (SEM) with smartPLS. The results of the study found that leadership style, effectiveness of internal control, suitability of compensation, organizational ethical culture and law enforcement had no effect on the existence of fraud in the Indramayu Regency Government. Meanwhile, organizational commitment has been shown to have a positive effect on fraud in the Indramayu Regency Government. This study provides a new argument where hard work is needed to eradicate fraud in the government environment. It takes cooperation, commitment, and self-awareness from all elements of society so that fraud can be suppressed.

scholarly journals The The Influence of Transformational Leadership and Employee Integrity through Organizational Citizenship Behavior (OCB) on Employee Innovation in Regency / City Inspectorates

2020 ◽  
Vol 4 (1) ◽  
pp. 81-90
Author(s):  
Praseno Hadi ◽  
Hamidah ◽  
David Paul Saerang ◽  
David Paul Saerang
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Survey Method ◽  
North Sulawesi ◽  
Positive Effect

This study aims to analyze and discuss the effect of Transformational Leadership and Employee Integrity through Organizational Citizenship Behavior (OCB) Against Employee Innovation at Regency / City Inspectorates in North Sulawesi Province. This research is a quantitative study, using a survey method with a causal approach, with data analysis techniques using Structural equation modeling (SEM) analysis. Research respondents numbered 200 employees at the District / City Inspectorate in North Sulawesi Province. The results of this study indicate that 1) Transformational leadership has a direct and positive effect on employee innovation. The better the leadership at the regional Inspectorate adopts the transfrormational leadership style, the better the innovator will be at the regional inspectorate. 2) Integrity has a direct and positive effect on employee innovation. The more integrity with APIP Regional Inspectorate, the better will be innovations in the field of supervision. 3) Organizational citizenship behavior (OCB) has a direct and positive effect on employee innovation. The better the Organizational Citizenship Behavior (OCB) of the APIP Regional Inspectorates, the innovations of the APIP in the field of supervision will also increase. 4) Transformational leadership has a direct and positive effect on organizational citizenship behavior (OCB). The better the leadership at the regional Inspectorate adopts the transformational leadership style, the more it increases organizational citizenship behavior (OCB) from the APIP. 5) Employee integrity has a direct and positive effect on organizational citizenship behavior (OCB). The more integrated the APIP regional Inspectorate, the better the organizational citizenship behavior (OCB) of the APIP. 6) Transformational leadership has an indirect and positive effect on employee innovation through organizational citizenship behavior (OCB). 7) Employee integrity has an indirect and positive effect on employee innovation through organizational citizenship behavior (OCB).

The effects of authentic leadership and organizational commitment on turnover intention

2016 ◽  
Vol 37 (2) ◽  
pp. 181-199 ◽  
Author(s):  
Anthony Gatling ◽  
Hee Jung Annette Kang ◽  
Jungsun Sunny Kim
Keyword(s):  
Organizational Commitment ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Self Awareness ◽  
Content Type ◽  
The Impact

Purpose – The purpose of this paper is to explore whether authentic leadership in hospitality is composed of four distinctive but related substantive components (i.e. self-awareness, relational transparency, balanced processing, and internalized moral); the impact of authentic leadership on employees’ organizational commitment (OC); the impact of employees’ OC on their turnover intention (TI); and the indirect effect of authentic leadership on employees’ TI via OC. Design/methodology/approach – The authors tested a sample of 236 students working as employees in hospitality in the USA, on the idea that authentic leadership increases OC which in turn decreases TI. The participants were asked to rate the manager’s leadership style and the frequency of their leadership behavior. Findings – Results of structural equation modeling provide support for the positive effect of authentic leadership on OC in the hospitality industry, and suggest that OC mediates reduced TI. Practical implications – The findings in the present study are extremely useful to managers, human resource managers, and organizations as a whole. Practitioners looking to increase employee OC and decrease TI can do so by augmenting the authentic leadership qualities of managers. Originality/value – The results of this study suggests a variety of significant theoretical contributions as well as critical leadership and organizational implications. The effects of authentic leadership were empirically tested on employees’ OC and the effects of that OC on TI.

scholarly journals Fostering Workplace Innovation through CSR and Authentic Leadership: Evidence from SME Sector

2021 ◽  
Vol 13 (10) ◽  
pp. 5388
Author(s):  
Wei Gao ◽  
Lin Wang ◽  
Jingdong Yan ◽  
Yanxiong Wu ◽  
Sadik Yusuf Musse
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Life Cycles ◽  
Mediating Effect ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Work Behavior ◽  
Current Survey ◽  
Corporate Social

The cut-throat situation of competitiveness in almost every business sector, followed by globalization, shortened product life cycles, and rapid technological changes have raised the importance of innovation to overrun the rivals. Scholars have established that appropriate leadership style is a key enabler for organizational success. However, it is not clear in existing literature how the concept of authentic leadership is related to innovative work behavior (IWB). Likewise, the role of corporate social responsibility (CSR) to induce IWB is also vague in current literature. Thus, the basic purpose of the current study was to test the relationship of CSR and IWB with the mediating effect of authentic leadership. The proposed model was tested in the small and medium-sized enterprises (SMEs) sector of China. The data were collected through a questionnaire that was distributed among different respondents of the current survey. The data were obtained from a dyad of supervisor and subordinate serving in different SMEs in Wuhan city of China. The study used the structural equation modeling (SEM) technique to validate different hypotheses. The empirical results confirm that CSR positively relates to IWB while authentic leadership partially mediates this relationship. The findings of the current survey will be helpful for policymakers to recognize employees as a source of innovation through CSR and authentic leadership.

Authentic leadership outcomes in detail-oriented occupations: Commitment, role-stress, and intentions to leave

2018 ◽  
Vol 26 (5) ◽  
pp. 832-849 ◽  
Author(s):  
Elad Kalay ◽  
Yael Brender-Ilan ◽  
Jeffrey Kantor
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Ethical Climate ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Role Stress ◽  
Equation Modeling ◽  
Public Accounting ◽  
Intentions To Leave

AbstractIn recent years there has been a growing scholarly interest in authentic leadership, a leadership style that fosters positive psychological capacities and a positive ethical climate. This study focuses on the Certified Public Accounting profession, which is known as a detail-oriented occupation. We examined if Certified Public Accounting managers exhibiting an authentic leadership style were capable of strengthening the commitment of their subordinates and, at the same time, reducing role-stress and intentions to leave. The hypotheses were tested on a sample of 512 Certified Public Accountings in Israel using structural equation modeling. Results revealed that perceived authentic leadership was negatively related to role-conflicts and role-ambiguity, directly and through the mediation of affective commitment. In addition, the negative correlation between authentic leadership and intention to leave was fully mediated by affective commitment. Limitation and applications for organizations are discussed.

scholarly journals Collective Efficacy as a Mediator of the Relationship between Authentic Leadership and Well-being at Work

2016 ◽  
Vol 9 (6) ◽  
pp. 17
Author(s):  
Semra Ozkan ◽  
Adnan Ceylan
Keyword(s):  
Collective Efficacy ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Well Being ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Future Research ◽  
Clear Understanding ◽  
Full Time

Prior research, both theoretically and empirically, has revealed that authentic leadership is positively related to work attitudes and behaviors. But the fundamental mechanisms through which an authentic leader utilizes his/her influence on followers have not fully been explored. To provide a clear insight into authentic leadership and the inner working of the construct, further research is needed. This study addresses that needs and proposes that positive organizational outcomes are fundamentally related with the emotions felt by followers at work and followers' belief in their competences. Thus, the mechanisms that link the authentic leadership behavior to positive work outcomes are followers' well-being at work and collective efficacy perceptions. In this way, the aim of present study is to explore the influence of authentic leadership behavior on employees' well-being at work and also develop a clear understanding about the role of collective efficacy perceptions of employees' in that relationship. We conducted the research with full-time employed 556 construction engineers. Consequently, structural equation modeling results exposed that there is a positive relationship between authentic leadership and well-being at work. Moreover collective efficacy perception of employees' partially mediates this relationship. The implications of results and routes for future research are argued.

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