Abstract
Today leaders are more like employee supporters than employee supervisors. Creating intentionally supportive and motivating environment, demonstrating concern for employees’ well being, providing opportunities for autonomy support, avoiding rewards that actually decrease motivation and performance in the workplace for employee to be creative and innovative is part of modern leadership. The aim of the present paper is to provide a deeper understanding of how autonomy-supportive leadership fosters positive employee outcomes by taking employee innate needs into consideration. For this purpose, self-determination theory (SDT) fits best for its consideration of both social context (i.e., autonomy-supportive leadership) and individuals’ basic psychological needs (i.e., autonomy, competence, and relatedness) as antecedents of motivation and well-being. In addition, we will give leaders some implications and discuss the importance of providing autonomy support, making sure of having the supportive environments required, and explain a clear path from leadership to employee positive behavior.
Highlights
Thousands of management studies have been devoted to autonomy issues in organizations, places autonomy in the forefront of research on leadership and the management of employees [1]
The present paper investigates the relationship between autonomy-supportive leadership behaviors and employees’ creative performance and its effectiveness
Nowadays organizations suffer from poor supervision, poor interpersonal relationships, poor working conditions, and lack of healthy work conditions, which as explained by Sager is a hindrance to employee motivation
Summary
Thousands of management studies have been devoted to autonomy issues in organizations, places autonomy in the forefront of research on leadership and the management of employees [1]. Zhang and emphasized the relationship between supervisors’ and employees’ benefits on the basis of Social Exchange Theory (support-reward), which is an extrinsic motivation. This kind of empowerment mechanism is completely different from the new trend in the research of motivation. The present paper investigates the relationship between autonomy-supportive leadership behaviors and employees’ creative performance and its effectiveness. It explains the path of impact of autonomy support on leadership and employee’s creative performance
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