Leadership in “Confucian Asia”: a three-country study of justice, trust, and transformational leadership^†

Leader humility in Singapore

“…As a function of a shared history and social and political relationships with Mainland China, it is argued that this cultural cluster is heavily influenced by Chinese traditional values (Pillai, Kohles, Bligh, Carsten, & Brodowsky, 2011). Two of the philosophies central to leadership in this type of cultural context are Taoism and Confucianism (Cheung & Chan, 2005), both of which explicitly mention the role of leader humility.…”

Transformational Leadership And Teamwork Attitude: Trust And Collective Efficacy As Mediators

“…The effectiveness of transformational leaders in promoting positive work outcome among their team members has been often explained using social exchange theory (Cropanzano & Mitchell, 2005). Drawing from social exchange theory, transformational leaders form a social exchange process that ultimately creates a quality leader-member relationship within a collaborative change process (Pillai et al, 2011). A quality leader-member relationship is vital as transformational leaders are capable of influencing not only team members' values and emotions, but also their attitudes, which allow them to work beyond their expectations (Bass, 1985;Yukl, 2012).…”

“…Trust is defined as a willingness to rely on another party and to behave in circumstances in which such action makes them vulnerable to the other party (Doney et al, 1998). In teamwork settings, transformational leadership has been found to gain and establish trust among team members effectively (Dirks & Ferrin, 2002;Jung & Avolio, 2000;Podsakoff et al, 1990;Pillai et al, 2011). Creating a trusting leader-member relationship is vital as high mutual trust allows these leaders to mobilize their team https: //doi.org/10.15405/epsbs.2020.10.68 Corresponding Author: Michelle Chin Chin Lee Selection and peer-review under responsibility of the Organizing Committee of the conference eISSN: 2357-1330 753 members' commitment toward the leader's vision (Ngodo, 2008).…”

The Effect of Transformational Leadership Style on Job Satisfaction with Trust-In-Leader as Intervening Variable

“…Trust-in-leader determines the success of job relationship between leader and followers (Yang & Mossholder, 2010). Followers who trust their leader are motivated to perform extra jobs, willing to complete difficult jobs, and eager to sacrifice personal interest for the achievement of leader's expected goals (Pillai et al, 2011). Trust in the relationship between leader and followers can increase job satisfaction, commitment, and organizational success (Pereira & Gomes, 2012).…”