The left side of courage: Three exploratory studies on the antecedents of social courage

Howard, Matt C.; Cogswell, Joshua E.

doi:10.1080/17439760.2018.1426780

Cited by 32 publications

(44 citation statements)

References 83 publications

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“…Courage involved taking risks, transformational self-belief, and hope for an improved future. These results match findings observed in other studies where courage undeniably influenced subsequent outcomes (Howard & Cogswell, 2019;Koerner, 2014). Further, Howard and Cogswell (2019) assert that despite the relationship between courage and outcomes, more research on the antecedents of courage (personality, work experiences, leadership, culture, and demographic factors) is required to determine how courageous traits can be developed (Howard, Farr, Grandey & Gutworth, 2017).…”

Section: Discussionsupporting

confidence: 85%

Grit-ability: Which Grit Characteristics Enable Success for Mothers Entering University?

Braund

James

Johnston

et al. 2020

SUCCESS

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Personal characteristics contributing to success in higher education has become an important area of focus in recent years. Duckworth’s (2007) grit framework shows positive correlations with a range of academic outcomes. This article explores the characteristics of grit in a study of female students who identified as mothers during their enrolment in an enabling program at CQUniversity Australia. Data was gathered from 284 participants and findings suggest that despite mothers facing competing challenges that conflict with study; demonstrating grit-ability is what enables success. The courage to begin; conscientious determination to achieve; resilience to overcome obstacles; endurance to persist; and striving for excellence were identified as key contributors to positive academic outcomes and personal fulfilment. Framework Methodology underpinned this thematic analysis using the grit terms of reference to examine survey responses. These findings highlight the relevance of grit as desirable student characteristics for experiencing success in enabling education.

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Section: Discussionsupporting

confidence: 85%

Grit-ability: Which Grit Characteristics Enable Success for Mothers Entering University?

Braund

James

Johnston

et al. 2020

SUCCESS

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“…Similar antecedents have been empirically examined in the context of servant leadership (Beck, 2014; Haakonsson et al , 2008); transactional, charismatic, and transformational leadership (TL) (Barbuto, 2005; Martin and Bush, 2006); ethical leadership (Mayer et al , 2012); and various traditional and “new genre” leadership and leadership development in general (Avolio et al , 2009), but not in the context of AL (Yukl, 2013). Thus, the purpose of this study is to examine the antecedents, or proverbial “the left side” (Avey, 2014; Howard and Cogswell, in press) of AL. In line with the AL theory, personal strengths and psychological resources are operationalized in terms of psychological capital (PsyCap; Luthans et al , 2015).…”

Section: Introductionmentioning

confidence: 99%

The “left side” of authentic leadership: contributions of climate and psychological capital

Petersen

Youssef‐Morgan

2018

LODJ

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Purpose The purpose of this paper is to examine the individual and contextual antecedents of authentic leadership (AL) proposed in the authentic leadership development (ALD) theory. Design/methodology/approach Survey data were collected from 74 leaders from two Midwestern organizations. Surveys were used to collect AL, psychological capital (PsyCap), and psychological climate data. Hierarchical regression was used to analyze the data. Findings Results support PsyCap, and to a lesser extent psychological climate, as antecedents of AL. Organizations that desire to increase leader authenticity and realize its many favorable outcomes should emphasize the development of leaders’ PsyCap hope, efficacy, resilience, and optimism. Originality/value This was the first study to examine the antecedents of AL, which can be personal (PsyCap) or contextual (psychological climate).

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“…Further, courage is recognized to be a multidimensional construct, such that people may habitually perform certain courageous behaviors while withdraw from others (Howard et al , 2017; Koerner, 2014; Sekerka et al , 2009). The number and nature of these proposed courage dimensions differs from author to author, but three dimensions are most often discussed (Howard and Cogswell, 2019; Pury et al , 2007; Schilpzand, 2008; Sekerka et al , 2009).…”

Section: Introductionmentioning

confidence: 99%

“…The third commonly-identified dimension of courage is social courage, which is an act of courage in which the risks involved are to the actor’s esteem in the eyes of others (Detert and Bruno, 2017; Howard and Cogswell, 2019; Howard et al , 2017). Typically, social courage behaviors involve risking one’s social image and/or damaging their relationships, and both of these risks commonly occur in the workplace.…”

Section: Introductionmentioning

confidence: 99%

“…First, the study of voice and silence can test prior results and discover new relationships of social courage, which can further stress the importance of courage in the modern workplace (Koerner, 2014). Second, investigating a multidimensional perspective of voice and silence can demonstrate that the relationships of courage with relevant outcomes may be more nuanced than previously expected, and thereby future authors should take a finer-grained perspective of social courage’s dynamics (Howard and Cogswell, 2019). Third, the study of boundary conditions can provide insights into the resilience of social courage.…”

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confidence: 99%

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Social courage fosters both voice and silence in the workplace

Howard

Holmes

2019

JOEPP

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Purpose One of the strongest and most important outcomes of trait social courage is employee voice, but researchers have only studied this relationship with unidimensional conceptualizations of voice. The purpose of this paper is to apply Van Dyne et al.’s (2003) three-dimensional conceptualization of voice, which also distinguishes three dimensions of silence, to provide a nuanced understanding of the relationship of social courage with voice and silence. The authors also test for the moderating effect of three contextual influences: top management attitudes toward voice and silence, supervisor attitudes toward voice and silence, as well as communication opportunities. Design/methodology/approach The authors conducted a four-timepoint survey with each measurement occasion separated by one week. A total of 134 participants completed all four timepoints. Findings The results support that social courage positively relates to prosocial voice and silence, whereas it negatively relates to defensive voice and silence as well as acquiescent voice and silence. In other words, social courage positively relates to beneficial voice and silence as well as negatively relates to detrimental voice and silence. The results also failed to support any moderating effects, suggesting that the relationships of social courage are very resilient to outside forces. Practical implications These findings both test prior results and discover new relationships of social courage, which can further stress the importance of courage. The authors also draw direct connections between the influence of social courage on the surrounding workplace environment – as well as the influences of the environment on social courage. While the current paper provides insights into social courage, it also directs future researchers toward new insights of their own. Originality/value Courage is an emergent research topic within organizations. While many authors have assumed that courage is important to work, the current paper is among the few to empirically support this notion.

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The left side of courage: Three exploratory studies on the antecedents of social courage

Cited by 32 publications

References 83 publications

Grit-ability: Which Grit Characteristics Enable Success for Mothers Entering University?

Grit-ability: Which Grit Characteristics Enable Success for Mothers Entering University?

The “left side” of authentic leadership: contributions of climate and psychological capital

Social courage fosters both voice and silence in the workplace

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