Authentic leadership competences and positional favouritism: impact on positive and negative organisational effectiveness

Akuffo, Isaac Nana; Kivipõld, Kurmet

doi:10.1504/ijads.2021.112927

Cited by 8 publications

(7 citation statements)

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“…Third, despite EALM having been developed in Estonia, its applicability is not limited to a single country or culture. The English version of EALM has been used in studies in Ghana by Akuffo and Kivipõld (2020, 2021) – studies were conducted in a homogeneous industry, but a heterogeneous cultural and demographic context. Their results indicated that the EALM model showed acceptable fit (Table 7) and factors were internally consistent (Cronbach alpha’s varied between 0.78 and 0.85).…”

Section: Discussionmentioning

confidence: 99%

“…It can be argued that different industries require and emphasise different qualities of leadership and the same leadership behaviour in different industries could result in different outcomes. In addition, the recent study by Akuffo and Kivipõld (2021) highlighted the external validity of the EALM instrument, where intrapersonal and interpersonal competencies of AL were seen to affect organisational effectiveness directly as well as indirectly in terms of job satisfaction, organisational performance and turnover intention. Therefore, EALM is a suitable instrument for assessing both intrapersonal and interpersonal AL competencies in leaders in different lingual and cultural environments in homogeneous samples, such as in single organisations or different organisations within the same industry.…”

Section: Discussionmentioning

confidence: 99%

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Possibilities for assessing authentic leadership competencies: testing existing instruments and proposing an extended one

Meerits

Kivipõld

Akuffo

2021

MRR

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Purpose The purpose of this paper is twofold: to test existing Authentic Leadership (AL) instruments simultaneously in the same environment, and based on these, to propose an extended instrument for the assessment of AL intrapersonal and interpersonal competencies. Design/methodology/approach Three existing instruments of AL – Authentic Leadership Questionnaire (ALQ) (Walumbwa et al., 2008), Authentic Leadership Inventory (ALI) (Neider and Schriesheim, 2011) and the Three Pillar Model (TPM) (Beddoes-Jones and Swailes, 2015) – were tested, and an extended instrument was proposed based on the results. Two different samples were used – a homogeneous sample (N = 1021) from the military and a heterogeneous sample (N = 547) from retail, catering, public services and logistics industries. Construct validity for the instruments was assessed using a confirmatory factor analysis, and the internal consistency of the factors was analysed using Cronbach’s alpha. Findings From existing instruments, two out of three indicate issues with internal factor consistency and model fit. The internal consistency of factors and model fit of the extended instrument developed here is satisfactory and suitable for assessing authentic leadership competencies in a single organisation or industry. Originality/value This paper sees AL as the behaviour of leaders affected by leadership competencies. Three existing AL instruments were tested alongside a proposed extended instrument to assess AL intrapersonal and interpersonal competencies in the same context.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Possibilities for assessing authentic leadership competencies: testing existing instruments and proposing an extended one

Meerits

Kivipõld

Akuffo

2021

MRR

Self Cite

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“…Researchers studying organizational politics often emphasize the realities of organizational life (Akuffo & Kivipo˜ld, 2021, such as office politics, workplace politics, and organizational climates (Drory & Vigoda-Gadot, 2010). This emphasis has resulted in a stigma attached to organizational politics, especially in policymaking (Gotsis & Kortezi, 2010).…”

Section: Organizational Politicsmentioning

confidence: 99%

“…Uncontrolled organizational politics can decrease performance and create negative perceptions of politics as a source of conflict (Agung & SeTin, 2021; Cheong & Kim, 2018; Kumari & Saradadevi, 2016). Conversely, when properly and objectively controlled, it can increase work effectiveness within an organization (Akuffo & Kivipõld, 2021).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Organizational politics has been extensively researched and has significant implications for the study of management and organizational behavior. Researchers have examined the concept from various perspectives, including the political behavior of individuals and groups within organizations, sources of power (Patel et al, 2019), and influence (Akuffo & Kivipo˜ld, 2021;Kapur, 2018), and the consequences of political behavior (Agung & SeTin, 2021;Cheong & Kim, 2018;Kumari & Saradadevi, 2016). Despite the extensive research conducted on this topic, there are still gaps in our understanding of the key themes, trends, and knowledge gaps in this area.…”

Section: Introductionmentioning

confidence: 99%

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Mapping Research Trends With Factorial Analysis in Organizational Politics

Iman,

Yuadi,

Sukoco

et al. 2023

SAGE Open

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Organizational politics can lead to stigmatization among employees, creating division within an organization. As a result, researchers are interested in studying this topic. This study aims to identify trends and developments in scientific publications related to organizational politics, using 828 international journals in the Web of Science database. The study employs various factorial analysis visualizations, including correspondence analysis, multiple correspondence analysis, and multidimensional scaling analysis. The present study shows that research on organizational politics has increased over time, with a significant focus on perception in the most recent years. Further analysis reveals that perception and performance are the most frequently associated topics with organizational politics. Besides, the three-factor analysis approach highlights the keyword “perception” as having the largest cluster among the three approaches. However, bibliometric analysis of this topic is limited, particularly regarding the use of biblioshiny software as an analytical tool. The findings suggest potential areas for future research, including creativity and employee personality, using the bibliometric method with a time evolution approach.

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Favouritism behaviours of school principals: teachers’ perceptions on the causes and consequences of favouritism in Turkey

Sakçak¹,

Arslan

Polat

2021

Educational Studies

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Authentic leadership competences and positional favouritism: impact on positive and negative organisational effectiveness

Cited by 8 publications

References 0 publications

Possibilities for assessing authentic leadership competencies: testing existing instruments and proposing an extended one

Possibilities for assessing authentic leadership competencies: testing existing instruments and proposing an extended one

Mapping Research Trends With Factorial Analysis in Organizational Politics

Favouritism behaviours of school principals: teachers’ perceptions on the causes and consequences of favouritism in Turkey

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