Followers’ HEXACO personality traits and preference for charismatic, relationship-oriented, and task-oriented leadership

Breevaart, Kimberley; Vries, Reinout E. de

doi:10.1007/s10869-019-09671-6

Cited by 20 publications

(18 citation statements)

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“…Also, Elkhwesky et al (2022) bemoaned the neglect of relevant intervening variables by researchers in investigating the nexus between leadership styles and employee behaviour following their critical review of empirical studies on leadership styles in contemporary hospitality. According to Breevaart and de Vries (2021), relational leadership focuses on the overall welfare of followers by connecting with them, listening to their input, demonstrating trust and confidence in them and praising their accomplishments. Unlike other forms of leadership styles, relational leaders provide encouragement to employees in risky and challenging tasks, recognize their efforts and ensure the availability of resources necessary to engender creativity (De Jong and Den Hartog, 2007).…”

Section: Introductionmentioning

confidence: 99%

Relational leadership and employee creativity: the role of knowledge-sharing behaviour and leader–follower dyadic tenure

Ansong

Ennin²,

Yeboah³

2022

JHTI

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PurposeThe study investigated the effects of relational leadership on hotel employees' creativity, using knowledge-sharing behaviour and leader–follower dyadic tenure as intervening variables.Design/methodology/approachA self-administered questionnaire was used to collect data from 355 employees of authorized hotels from the conurbation of Cape Coast and Elmina in Ghana. To evaluate the study's research hypotheses, the authors used WarpPLS and PLS-SEM.FindingsThe findings demonstrated that while knowledge-sharing behaviour did not directly affect employee creativity, it did have a significant mediating effect on the link between relational leadership and the creativity of employees. The study also revealed that the ability of relational leaders to drive knowledge-sharing behaviour was not contingent on leader–follower dyadic tenure.Practical implicationsThe results of this study have practical relevance for human resource practitioners in the hospitality industry. Given that relational leadership has a positive relationship with employee creativity, the authors recommend that hotel supervisors relate well with employees by sharing valuable information and respecting their opinions in decision-making.Originality/valueStudies on the role of relational leadership and employee creativity are scanty. This study develops a model to explain how relational leadership could influence employee creativity by incorporating knowledge-sharing behaviour and leader–follower dyadic tenure.

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Section: Introductionmentioning

confidence: 99%

Relational leadership and employee creativity: the role of knowledge-sharing behaviour and leader–follower dyadic tenure

Ansong

Ennin²,

Yeboah³

2022

JHTI

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“…In addition, the democratic leadership style was only predicted by honesty-humility which is characterized by the leaders having differences in fairness, sincerity, modesty versus manipulation, greed, and self-enhancement. Further, the democratic leadership style is one of the most effective leadership styles because it allows lower-level employees to exercise authority during different decision-making scenarios (Breevaart & de Vries, 2019).…”

Section: Discussionmentioning

confidence: 99%

Mapping the Terrain of Organizational Leadership Styles through HEXACO Personality Inventory

Naz

2022

plhr

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The present research aimed to explore the association between HEXACO personality traits and the perspective leadership styles of organizational leaders. The layers of leadership and their shapes seem to have some connections with the personality facets. The sample was comprised of N=98 organizational leaders including (males=70, females= 28) with having age range from 30 to 58 years (M= 42.76, SD = 6.28). The data were collected through the purposive sampling technique. The results of the study included a profile of personality traits and how these traits related to preferred leadership styles. The HEXACO-personality inventory and multifactor models of leadership styles were used. The results of the confirmatory factor analysis revealed that all the factors of the HEXACO personality inventory and multifactor leadership styles questionnaire were retained with complete items and a well-fitted model. Correlational analysis indicated a positive association between personality traits and preferred leadership style. Moreover, results in regression analysis showed that organizational leaders who are high on honesty-humility, agreeableness, and conscientiousness preferred a democratic leadership style. Further, the leaders who are high on emotionality, openness to experience, and conscientiousness preferred multiple leadership styles such as autocratic, and bureaucratic. However, emotionality was inversely associated with preferences toward laissez-faire leadership. Besides, agreeableness was positively associated with laissez-faire, servant, and authentic leadership styles, in contrast, it was found negatively associated with preferences toward transactional leadership style. Furthermore, the findings of this research would also contribute to scientifically determining the succession of leadership.

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“…According to Begum & Mujtaba (2016), Relationship-Oriented Leadership emphasizes job satisfaction, motivation, work-life balance and general wellbeing for employees. Leaders who take this approach focus on supporting, two-way communication, meeting their employees' needs, motivating, and developing their employees (Breevaart & de Vries, 2019;Carbonneau et al, 2010;Ruzgar, 2018;Sirén et al, 2016). They foster teamwork by developing positive relationships, encouraging communication with their employees, and provide support that enables them to take risks.…”

Section: Relationship-oriented Leadership and Harmonious Passionmentioning

confidence: 99%

“…According to Pathak and Srivastava (2020) and Vallerand & Houlfort (2019), there is a need to fulfill this psychological state in order to motivate employees toward their work than others. Moreover, passion resides in every individual, so an understanding must be acquired about how conscientiousness (a personality trait) is a potential moderator in the leader-follower relationship, which is also suggested by literature that personality is an important personal factor related to the emerging and developing of this construct (Balon et al, 2013;Breevaart & de Vries, 2019;Dalpé et al, 2019a).…”

Section: Introductionmentioning

confidence: 99%

Igniting the Harmonious Passion among Fast Moving Consumer Goods Companies’ Frontline Employees: The Role of Relationship-oriented Leadership

Iftikhar

Haq

2022

JMS

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The primary purpose of this paper is to examine the impact of relationship-oriented leadership on harmonious passion based on Self-Determination Theory. Self-efficacy is taken as a mediator between the relationship-oriented leadership style and harmonious passion. A conscientious personality trait is integrated as a moderator to check whether it moderates the effect of relationship-oriented leadership on harmonious passion. The data were collected using a cross-sectional research design, and the study population is the front-line employees of fast-moving consumer goods companies in Pakistan. The research model was tested using a questionnaire survey instrument, and the sample size was 487. PLS-SEM was used for testing the hypotheses. Similarly, Hays process macro was used for testing mediating and moderating effects. Results revealed that employees increase their Harmonious Passion in the presence of relationship-oriented leadership. Self-efficacy mediates the relationship between relationship-oriented leadership and Harmonious Passion. Conscientiousness personality trait significantly acts as a moderator between relationship-oriented leadership and Harmonious Passion. As research on this leadership style and employee passion is scarce, this paper will help get a proper understanding of the specific leadership style necessary for cultivating harmonious passion. This study also concludes that fast-moving consumer goods companies should consider this leadership style and motivate their managers to adopt this particular style to increase their employees’ harmonious passion for better outcomes.

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Followers’ HEXACO personality traits and preference for charismatic, relationship-oriented, and task-oriented leadership

Cited by 20 publications

References 54 publications

Relational leadership and employee creativity: the role of knowledge-sharing behaviour and leader–follower dyadic tenure

Relational leadership and employee creativity: the role of knowledge-sharing behaviour and leader–follower dyadic tenure

Mapping the Terrain of Organizational Leadership Styles through HEXACO Personality Inventory

Igniting the Harmonious Passion among Fast Moving Consumer Goods Companies’ Frontline Employees: The Role of Relationship-oriented Leadership

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