Recognition and development of hope for South African organizational leaders

The significant challenges faced by South Africa at present are well known. How to deal with the problems from a political and economic perspective abound, but taking a psychological approach has been neglected. This paper proposes a positive approach to South African organizational leadership based on the psychological capacity of hope. After giving a brief background on the context surrounding South African organizations, the theory, research, and application of hope relevant to organizational leadership in the “Rainbow Nation” are presented and analyzed. Such an overlooked positive approach represented by hopeful organizational leaders seems needed at this juncture of South Africa’s present and future

The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance

Everyone knows about China’s huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological capital of Chinese workers and their performance has been largely ignored. Within the context of three factories (two private and one state-owned) in the People’s Republic of China, this exploratory study examined the relationship of a sample (n=422) of Chinese workers’ positive psychological capital states and their performance. Results indicated the workers’ positive states of hope, optimism, and resiliency, separately and when the three were combined into a core construct of psychological capital, significantly correlated with their performance, as rated by their supervisors. An analysis of workers in one of the factories (n=272) also found a significant relationship between the workers’ positive psychological capital and the performance outcome of relative merit-based salary. Limitations, future research, and practical implications conclude the article. 中國工人的心理資本:探索其勻工作績效的美系 摘要 美于中園，女所周知的是其令多的人口和快過增長的經濟。且然宏視居面的社 含辛和經濟半分析注意到了兩者祠的朕系，但在微視居面，人力資源，更具体地愣， 中園工人的心理資本勻其工作績效的美系在很大程度上是被忽視了。本項探索性研 究通述考察中園的三家工r( 兩家小体企血和一家固有企~) ，探汁了中固工人的 心理資本狀恣(取祥人教 N= 422) 和其工作領效的美系。研究結果且示，中園工 人的希望、主長親、以及堅韌性三項心理狀恣指杯，元捨是單項j丕是合并方一小核心 心理資本交量，都勻他們的工作績效(由其主管i平{介)有旦著相夫。通述文才其中一 家工r( 取梓人數N= 272) 的分析逐友現，中園工人的心理資本勻基于~績工資 制的領效表現有看里著的美系。本文指出了該研究的局限，未末的研究方向以及財 笑肢的意火

Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors

The conceptual and empirical links between authentic leadership and follower attitudes, behaviors, and performance outcomes have not been fully developed. Although we have a number of articles developing the theory of authentic leadership and testing propositions that will appear in a forthcoming special issue of The Leadership Quarterly (Vol. 16, Issue 3, 2005), the focus of this article is to provide some of the initial foundation work for the broader theoretical framework of how authentic leaders influence follower attitudes, behaviors, and performance. Here, we draw from positive organizational behavior, trust, hope, emotion, identification, and identity theories to describe the processes by which authentic leaders exert their influence on followers’ attitudes and behaviors. Research propositions based on the proposed theoretical model and implications for future theory building and research are presented

Psychological Capital and Employee Performance: A Latent Growth Modeling Approach

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross-sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization (N = 179 financial advisory-type employees) to examine withinindividual change in psychological capital over time and if this change relates to their change in performance. Latent growth modeling analyses revealed statistically significant within-individual change in psychological capital over time, and that this change in psychological capital was related to change in 2 types of performance outcomes (supervisor- rated performance and financial performance, i.e., individual sales revenue). Moreover, results of an exploratory cross-lagged panel analysis suggested a causal relationship such that prior psychological capital leads to subsequent performance rather than vice versa. Taken together, these results highlight the impact employees’ psychological capital may have on their subjectively and objectively measured performance over time and offer evidence-based practical guidelines for human resource selection, development, and performance management

Psychological Capital and Employee Performance: A Latent Growth Modeling Approach

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross-sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization (N = 179 financial advisory-type employees) to examine withinindividual change in psychological capital over time and if this change relates to their change in performance. Latent growth modeling analyses revealed statistically significant within-individual change in psychological capital over time, and that this change in psychological capital was related to change in 2 types of performance outcomes (supervisor- rated performance and financial performance, i.e., individual sales revenue). Moreover, results of an exploratory cross-lagged panel analysis suggested a causal relationship such that prior psychological capital leads to subsequent performance rather than vice versa. Taken together, these results highlight the impact employees’ psychological capital may have on their subjectively and objectively measured performance over time and offer evidence-based practical guidelines for human resource selection, development, and performance management

“Can you see the real me?” A self-based model of authentic leader and follower development

To address present and future leadership needs, a model of authentic leader and follower development is proposed and examined with respect to its relationship to veritable, sustainable follower performance. The developmental processes of leader and follower self-awareness and self-regulation are emphasized. The influence of the leader’s and followers’ personal histories and trigger events are considered as antecedents of authentic leadership and followership, as well as the reciprocal effects with an inclusive, ethical, caring and strength-based organizational climate. Positive modeling is viewed as a primary means whereby leaders develop authentic followers. Posited outcomes of authentic leader–follower relationships include heightened levels of follower trust in the leader, engagement, workplace well-being and veritable, sustainable performance. Testable propositions and directions for exploring them are presented and discussed

Recognition and development of hope for South African organizational leaders

The significant challenges faced by South Africa at present are well known. How to deal with the problems from a political and economic perspective abound, but taking a psychological approach has been neglected. This paper proposes a positive approach to South African organizational leadership based on the psychological capacity of hope. After giving a brief background on the context surrounding South African organizations, the theory, research, and application of hope relevant to organizational leadership in the “Rainbow Nation” are presented and analyzed. Such an overlooked positive approach represented by hopeful organizational leaders seems needed at this juncture of South Africa’s present and future

The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance

Everyone knows about China’s huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological capital of Chinese workers and their performance has been largely ignored. Within the context of three factories (two private and one state-owned) in the People’s Republic of China, this exploratory study examined the relationship of a sample (n=422) of Chinese workers’ positive psychological capital states and their performance. Results indicated the workers’ positive states of hope, optimism, and resiliency, separately and when the three were combined into a core construct of psychological capital, significantly correlated with their performance, as rated by their supervisors. An analysis of workers in one of the factories (n=272) also found a significant relationship between the workers’ positive psychological capital and the performance outcome of relative merit-based salary. Limitations, future research, and practical implications conclude the article. 中國工人的心理資本:探索其勻工作績效的美系 摘要 美于中園，女所周知的是其令多的人口和快過增長的經濟。且然宏視居面的社 含辛和經濟半分析注意到了兩者祠的朕系，但在微視居面，人力資源，更具体地愣， 中園工人的心理資本勻其工作績效的美系在很大程度上是被忽視了。本項探索性研 究通述考察中園的三家工r( 兩家小体企血和一家固有企~) ，探汁了中固工人的 心理資本狀恣(取祥人教 N= 422) 和其工作領效的美系。研究結果且示，中園工 人的希望、主長親、以及堅韌性三項心理狀恣指杯，元捨是單項j丕是合并方一小核心 心理資本交量，都勻他們的工作績效(由其主管i平{介)有旦著相夫。通述文才其中一 家工r( 取梓人數N= 272) 的分析逐友現，中園工人的心理資本勻基于~績工資 制的領效表現有看里著的美系。本文指出了該研究的局限，未末的研究方向以及財 笑肢的意火

The Relationships Between Leadership Styles, Cultural Orientation, Organizational Commitment, Job Satisfaction and Perceptions of Organizational Withdrawal Behaviors

164 p.Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2002.Previous cross-cultural research on transformational leadership theory has mainly focused on replicating the augmentation effects of transformational leadership over transactional leadership on followers' attitudes and behaviors. Relatively few studies have systematically examined cultural impacts in moderating the influence of transformational leadership and transactional leadership behaviors on work-related outcomes. Using a field survey of 577 employees from banking and financial sectors in three emerging economies, namely: China, India, and Kenya, I examined the moderating effects of cultural orientation on the relationships between leadership styles, work-related attitudes, and organizational withdrawal intentions. Hierarchical moderated multiple regression and graphical probing of the interactions revealed that cultural orientation moderated the effects of leadership styles on outcome variables. A three-stage procedure was used to assess the fit of the measurement model using Analysis of Moment Structures (AMOS) maximum likelihood estimation procedure. Measures of goodness-of-fit for the measurement model indicated a satisfactory fit to the data, even under very rigorous constraints. The implications of these findings for future research on transformational leadership theory and cross-cultural research are discussed.U of I OnlyRestricted to the U of I community idenfinitely during batch ingest of legacy ETD

Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors

The conceptual and empirical links between authentic leadership and follower attitudes, behaviors, and performance outcomes have not been fully developed. Although we have a number of articles developing the theory of authentic leadership and testing propositions that will appear in a forthcoming special issue of The Leadership Quarterly (Vol. 16, Issue 3, 2005), the focus of this article is to provide some of the initial foundation work for the broader theoretical framework of how authentic leaders influence follower attitudes, behaviors, and performance. Here, we draw from positive organizational behavior, trust, hope, emotion, identification, and identity theories to describe the processes by which authentic leaders exert their influence on followers’ attitudes and behaviors. Research propositions based on the proposed theoretical model and implications for future theory building and research are presented