Empowering leadership and organizational culture

Singh, Simran; Mahapatra, Mamata; Kumar, Navin

doi:10.53730/ijhs.v6ns1.5112

Cited by 4 publications

(2 citation statements)

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“…Finally, HR practitioners should identify the factors contributing to employees flourishing-at-work, as employees experiencing positive incidents, feeling good and functioning well are prone to stay with the employer (Singh et al , 2022) and achieve superior performance (Janse van Rensburg et al , 2018). If employees increasingly suffer from low well-being and compromised occupational health, designing interventions that increase their flourishing-at-work makes sense.…”

Section: Discussionmentioning

confidence: 99%

Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work

Peethambaran

Naim

2023

ICT

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Purpose This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. Design/methodology/approach On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work. Findings Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work. Research limitations/implications Being a conceptual paper, the proposed framework lacks empirical validation. Practical implications Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP. Originality/value To the best of the authors’ knowledge, this is the first study to propose the role of EWP as a possible conceptual link between empowering leadership and employee flourishing-at-work. This paper emphasizes the importance of flourishing-at-work in the current climate of rising mental tensions among employees, which leads to adverse organizational outcomes.

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Section: Discussionmentioning

confidence: 99%

Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work

Peethambaran

Naim

2023

ICT

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“…Kepemimpinan positif yang berfokus pada nilai kerja dan tujuan organisasi akan meningkatkan flourishing (Cherkowski, 2018;Cherkowski et al, 2020;Ramdas & Patrick, 2019). Juga kepemimpinan yang melayani (Giolito et al, 2021); kepemimpinan autentik (Chevalier et al, 2021); serta kepemimpinan yang memberdayakan (Singh et al, 2022) diketahui meningkatkan flourishing.…”

Section: Pembahasanunclassified

Alpha Female Dan Flourishing Pada Perempuan Bekerja

Masturah

2023

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Individu memiliki keterlibatan, makna, hubungan, dan prestasi sebagai komponen subjektif dan objektif dalam dirinya untuk mampu bertumbuh. orang yang sangat flourish yakin akan kemampuan dirinya untuk memiliki hubungan sosial yang luas dan memuaskan. Kemampuan seperti ini sangat diperlukan oleh perempuan yang bekerja. Salah satu karakter yang dapat menunjang adalah alpha female. Ini karena alpha female digambarkan sebagai perempuan alpha atau perempuan yang menjadi pemimpin sekelompok individu di lingkungan mereka. Tujuan dari penelitian ini untuk mengetahui pengaruh alpha female terhadap flourishing pada perempuan bekerja. Penelitian ini menggunakan pendekatan kuantitatif cross sectional dengan metode accidental sampling yang digunakan dalam melibatkan sejumlah subjek penelitian. Subjek penelitian adalah karyawan perempuan yang memiliki jabatan dan bertanggung jawab memimpin suatu tim. Subjek dalam penelitian ini adalah 35 karyawati yang belum menikah dan 27 karyawati yang sudah menikah. Rentang usia subjek tersebar dari 17-53 tahun. Instrumen yang digunakan dalam penelitian ini ialah Alpha Female Inventory (AFI) dan Flourishing Scale (FS). Analisa data menggunakan regresi linear berganda. Hasil penelitian menemukan alpha female secara simultan mampu memprediksi flourishing (R=0.646; p<0.01) sebesar 41.7%. Namun, hanya alpha female leadership yang memiliki pengaruh terhadap flourishing (β=-0.590; p<0.01). Sementara, alpha female strength (r=-0.355; p<0.01) dan alpha female low introversion (r=0.389; p<0.01) hanya memiliki keterkaitan dengan flourishing. Hasil juga menunjukkan status pernikahan memiliki keterkaitan dengan flourishing (r=0.410; p<0.01) dan alpha female low introversion (r=0.271; p<0.05). Namun, status pernikahan tidak terkait dengan alpha female leadership (r=-0.117; p>0.05) maupun alpha female strength (r=0.106; p>0.05). Artinya, perempuan yang bekerja akan memiliki flourishing yang tinggi bila alpha female leadership mereka cenderung lemah. Ini juga dapat terkait dengan alpha female strength yang tidak dominan, dan alpha female low introversion yang kuat.

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Moving toward employees' flourishing-at-work, an Indian perspective

Peethambaran,

Naim

2024

EBHRM

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PurposeThis study explores the pivotal relationship between humble leadership (HL) and flourishing-at-work (FAW) in the context of the information technology-enabled services (ITes) industry. Specifically, it explores the mediating role of psychological empowerment (PE) and the moderating influence of proactive personality (PP) in this dynamic interplay.Design/methodology/approachData from a comprehensive survey of 342 full-time employees from information technology-enabled services (ITes) organizations in India were meticulously analyzed. Utilizing covariance-based structural equation modeling (CB-SEM) in IBM AMOS 21.0.FindingsThe results illuminate the positive impact of HL on PE, subsequently enhancing FAW among employees. Furthermore, PE was identified as a partial mediator in the relationship between HL and FAW. Intriguingly, this mediation process was found to be significantly stronger when employees exhibited a higher degree of proactive personality.Practical implicationsThis research underscores the critical importance of cultivating humble leadership within organizations. The findings emphasize the potential of targeted training programs aimed at nurturing humble leadership qualities among managerial staff. By doing so, organizations can significantly contribute to the emotional, psychological and social well-being of their employees, ultimately fostering a state of FAW.Originality/valueThis research innovatively links the concepts of humble leadership and FAW within the specific context of the ITes industry. By integrating PE as a mediator and PP as a moderator, this study not only fills a critical gap in existing literature but also provides a robust framework for future research.

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Empowering leadership and organizational culture

Cited by 4 publications

References 0 publications

Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work

Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work

Alpha Female Dan Flourishing Pada Perempuan Bekerja

Moving toward employees' flourishing-at-work, an Indian perspective

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