Balanced Processing Research Articles

Authentic Leadership, Employee Work Engagement, Trust in the Leader, and Workplace Well-Being: A Moderated Mediation Model.

This study proposes a model based on social contagion theory to evaluate the impacts of authentic leadership on employee work engagement (WE) and trust in the leader (TL), integrating the mediating effect of TL and the moderating effect of workplace well-being (WW). Authentic leadership is disaggregated into its subscales: relational transparency (RT), internalized moral perspective (IMP), balanced processing (BP), and self-awareness (SA). Dubai hotel employees completed 476 surveys. Applying the bootstrapping technique, SmartPLS 4 software was utilized to test the hypotheses in a mediation model. The findings indicate (1) that three subscales of authentic leadership (RT, IMP, and BP) positively impact WE; (2) that RT, IMP, and SA positively impact TL; (3) that TL positively impacts WE; (4) that TL mediates the relationship between RT, IMP, SA, and WE; (5) and that WW moderates the relationship between RT, BP, and WE. Authentic leadership and its subscales are proven to be an excellent tool for achieving employee WE and TL. TL is crucial for effective hotel operation, as it impacts employee WE and acts as a mediator between three subscales of authentic leadership and WE. WW moderates the relationship between two authentic leadership subscales and WE but does not interact in the relationship between TL and WE. Both researchers and hotel managers can benefit from these new findings, which also provide a foundation on which to build future investigations.

THE ROLE OF AUTHENTIC LEADERSHIP IN ENHANCING ORGANIZATIONAL COMMITMENT: EVIDENCE FROM EGYPT

The purpose of this paper is to explore the effect of toxic leadership on organizational commitment from the point of view of employees in cement sector companies in Egypt. The study used a survey questionnaire. Respondents were 310, The descriptive analytical approach was applied. The study used regression analysis to determine the relationship between the independent variable on the dependent variables. The results of the regression analysis proved that authentic leadership dimensions (Self-awareness, Balanced Processing, Internalized Moral Perspective, and Relational Transparency) has a positive and significant effect on organizational commitment dimensions from the point of view of employees in cement sector companies

Authentic Leadership and its Impact on Supporting Strategic Intelligence

The practice of authentic leadership can serve as a free solution for organizations to achieve strategic intelligence in dynamic, important, rapidly changing markets in light of globalization and global competition. The study aimed to investigate the impact of authentic leadership with its dimensions (Self-Awareness, Balanced Processing, Ethical Perspective, and Relational Transparency), on strategic intelligence with its dimensions (Foresight, Systems Thinking, Future Vision, Partnership) at the Specialty Hospital in Amman-Jordan. The study adopted the descriptive analytical approach; the study was conducted on a sample of 80 managers and supervisors in middle and operational management. The results of the study indicated that there are high levels of interest in the dimensions of authentic leadership and strategic intelligence by hospital managers. The results also showed that authentic leadership had a significant impact on strategic intelligence and its dimensions. The study recommended the administrative leaders in the Specialty Hospital to adopt authentic leadership behaviors, such as encouraging an honest and open environment with others, listening to and accepting the opinions of followers, exchanging information openly with them, and giving them the opportunity freely participate in their opinions and ideas in the decision-making process.

Authentic leadership at the Cleveland Clinic: psychological safety in the midst of crisis

ObjectivesThe goal of this research was to examine the leadership experiences of senior leaders at the Cleveland Clinic during the recent COVID-19 pandemic crisis. A secondary goal was to examine...

How does authentic leadership influence the safety climate in nursing?

BackgroundAuthentic leadership controls quality care and the safety of patients and healthcare professionals, especially nurses.AimThis study examined the influence of nurses’ authentic leadership on the safety climate.MethodsIn this predictive research,...

The meaning and functions of pragmatic markers in Russian oral speech

* Review: Pragmatic Markers of Russian Everyday Speech: dictionary-monograph. Bogdanova-Beglaryan N. V. (comp., ed., forew.). The reviewed dictionary-monograph Pragmatic Markers of Russian Everyday Speech (St Petersburg, 2021) is devoted to the lexicographic description of pragmatic markers, considered as a class of discursive words whose typical features (absence of denotation, lexical and grammatical meanings, multi-categorization, multi-functionality) are manifested to the highest degree. The dictionary-monograph is the first dictionary that provides a detailed description of over 60 Russian discursive units in various contexts and in the variety of their functions, which makes it a unique phenomenon in modern Russian linguistic studies. The genre of the publication is defined not as a dictionary but as a dictionary-monograph, since the dictionary entries are not traditional. They are more like linguistic essays which include both common lexicographic zones and rich illustrative material, as well as the functions of the markers in speech. In addition, the description is given not in the genre of a dictionary but rather in the genre of a scientific article. All this provides extensive material important for understanding the functioning of markers in speech; without such data the dictionary of discursive units would not make sense. The dictionary is based on the results of work of many linguists while creating the corpora One speech day and Balanced annotated text collection and processing the richest material from these sources. The structure of the dictionary-monograph includes the editor’s preface, the dictionary of pragmatic markers itself, and some final reflections. The editor’s preface is a theoretical introduction that explains to the reader the point of view of the authors’ team on the units of the dictionary, and the results of the studies on how they function in speech. The most important part of the theoretical introduction is the typology of pragmatic markers based on the functions they perform in speech. The dictionary entry includes the headword, all the functions of the pragmatic marker, rich illustrative material from everyday speech for each of the marker’s functions and, in some cases, statistics on the use of the marker in a particular function. The dictionary clearly demonstrates multi-functionality of pragmatic markers. In conclusion, the author-compiler notes that the work on the dictionary is still in progress, and it is open for additions. A multimedia version of the dictionary is already available.

Monetary Policy and Enterprise Investment Efficiency: Perspective from Enterprise Financing Constraints

Combining theoretical analysis and empirical research, this paper constructs a theoretical framework for the threshold model on the basis of a review and classification of relevant documents, for instance the empirical study on the existence of monetary policy bank credit channels and the study on the micro transmission mechanism of China's monetary policy credit channels. Based on the actual situation in China and the current state of China's enterprise financing policies, financing constraints, and investment efficiency, this article selects the data of listed companies in China from 2015 to 2021, chooses the balanced panel data as the research object, and obtains 8745 samples from 11624 samples via the balanced panel processing. The empirical analysis of descriptive analysis and regression analysis indicates that when the national monetary policy is maintained at a permissive level, the efficiency of SME joint investment portfolios may be considerably enhanced. In the future, the main monetary policy objectives when China is implemented should be scientifically formulated according to the main characteristics of the behaviors of microeconomic subjects in different industries as much as possible, and a differential monetary policy more suitable for "targeted" development should be adopted to maximize the effect of economic policy, so as to effectively promote the rapid and healthy growth and progress of small and medium-sized enterprises and the stable, sustainable and coordinated development of regional economic development.

카지노 관리자의 진정성리더십이 종사원의 공감능력과 긍정심리자본에 미치는 영향

Purpose: This study purposes how authentic leadership affect empathy ability and positive psychological capital in casino manager.
 Method: In this empirical study, the survey was carried out targeting employee in casino industry, questionnaires were collected for analysis using the SPSS(24.0) statistical package program.
 Results: It studied whether the authentic leadership(self-awareness, balanced processing of information, internalized moral perspective and relational transparency) does influence relation between the empathy ability(cognitive empathy, emotional empathy and communication) and the positive psychological capital(self-efficacy, hope, resilience and optimism). First, authentic leadership(self-awareness) was found to have a positive (+) effect on positive psychological capital(self-efficacy, hope, resilience and optimism). Second, it was analyzed upon the results from the influence relation of empathy ability(cognitive empathy, emotional empathy that authentic leadership(self-awareness, internalized moral perspective) influences positive result. Third, empathy ability(cognitive empathy) was found to have a positive (+) effect on positive psychological capital(self-efficacy, hope, resilience ).
 Conclusion: Consequently, It carried out examination about the effect on casino employee caused by authentic leadership are effective system to enhance positive psychological capital.

Authentic Leadership Behaviors and Thriving at Work: Empirical Evidence From The Information Technology Industry in Australia.

Authentic leaders display an exceptional level of integrity and honesty, a high level of awareness and responsibility as well as a commitment to achieving their goals; as a result, they develop more trusting relationships with their employees, which could be translated into many positive outcomes, such as enhancing the ability to thrive at work. The present study aims to determine the role of authentic leadership´s (AL's) four dimensions (self-awareness, relational transparency, balanced processing, and internalized moral perspective) in fostering an environment that offers workers the opportunity to do well, including in terms of two related elements (vitality and learning). An online questionnaire was conducted to collect data from a sample of 402 participants from the information technology (IT) industry in Australia. The study used WarpPLS software to analyze the collected data by the structural equation model. According to the results, balanced processing of AL has a positive and significant effect on two aspects of thriving at work, namely vitality and learning, Moreover, the internalized moral perspective inherent in the aforementioned phenomenon affects learning. The current study is novel as it is among examples of pioneering research that employ the path model, and it uses multi-dimensional structures to examine authentic leadership and thriving at work in the workplace. The research also discusses theoretical contributions, managerial implications, and limitations along with future study directions.

The Relationship between Authentic Leadership and Work Engagement

The purpose of this research to examine the relationship between the authentic leadership behaviors of the school administrator and the work engagement of the teachers, according to the perceptions of the teachers of secondary school. The research was designed in the relational survey model and carried out with 300 teachers. Descriptive and inferential statistical techniques were used in the research. As a result of the research, it was found that teachers’ general perceptions of authentic leadership of school administrators was relatively high and the highest level on balanced processing. Teachers’ general perceptions work engagement was relatively high and the highest level on dedication. Positive, medium and low-level relationships were found between authentic leadership and work engagement. According to teachers, the authentic leadership of school administrators significantly predicted teachers’ perceptions of work engagement. Based on these findings it has been proposed to various suggestions have been put forward such as protect and increase the authentic leadership behaviors of school administrators and teachers’ work engagement levels.

MASTERING AUTHENTIC LEADERSHIP: A FOUNDATIONAL QUALITY FOR WORKING TOGETHER

AbstractDowden contends that leaders must “possess an advanced level of understanding of our minds and our hearts.” To do this, they must be authentic. He references a 2008 Journal of Management article covering “four distinct, yet overlapping, elements”: self‐awareness, relational transparency, balanced processing, and internalized moral perspective. He draws on research that it was the “strongest predictor of job satisfaction for employees. It also had positive impacts on overall attitudes toward work and happiness.” He notes that it also increases employee innovation and that authentic leaders “inspired significantly higher levels of interpersonal trust between themselves and their direct reports, which also increased levels of work engagement.” He relates leadership conversations with Alan Mulally, the former CEO of Boeing Commercial Airplanes and Ford Motor Company, who “leveraged and implemented his “Working Together”© Principles, Practices, and Management System to drive exceptional results and high employee engagement in two of the largest and most globally recognized companies.” Dowden also outlines five leadership practices, which in his words are: #1 Show and tell people who you are and confirm with them that they see you that way. #2 Create expected behaviors. #3 Authenticity equals consistency. #4 Embrace the power of operating without a safety net. #5 Authenticity applies to context as well as people.

Developing responsible, self-aware management: An authentic leadership development program case study

Given the ongoing call for responsible management and leadership, it is incumbent for development programs to provide students with the knowledge and skills to lead organizations that are effective, ethical, and meet the United Nation's sustainable development goals. One such way is to develop authentic leaders. The purpose of the current mixed method case study was to understand how students in an authentic leadership development program offered at a United States university improved self-awareness and how this change informed their leadership behaviour. The current study contributes to the understanding of the development of responsible management and leadership by describing the pedological approaches the participants found effective in developing heightened self-awareness. Students were able to improve self-awareness using a combination of didactic and experiential learning through the development of a trusted community of diverse leaders. They viewed self-reflection experiences as a way to gain self-awareness of who they are as leaders and be more present in their leadership. In this self-reflection, students reported gaining a greater sense of self (self-concept clarity), which gave them more confidence in their leadership. Heightened self-awareness facilitated behavioural changes in relational transparency and moral and ethical decision making, but not balanced processing.

The Effect of Balanced Processing on the Performance of Employees of Commercial Banks in Kenya

The study investigated the effect of Balanced Processing of Information on the performance of employees of commercial banks in Kenya. The independent variables that were measured include private knowledge, internal experiences and externally based evaluative information. These independent variables were regressed against performance of employees, whose indicators include efficiency, productivity, turnover and quality of work output. A cross-sectional descriptive research design was used. The population was 31,605 employees of 38 commercial banks in Kenya. The study sample was 395 respondents, which was attained using proportionate stratified sampling method. A structured questionnaire was used to collect primary data from respondents. The study formulated the null hypothesis and tested it using the spearman correlation coefficient aided by the statistical package for social sciences (SPSS) version 28.0.0.0. The analysis results at 0.05 level of significance showed that Balanced Processing of information has a statistically significant effect on the performance of employees of commercial banks in Kenya. The findings would be useful to commercial banks in Kenya and other organizations in evaluating their leaders’ Balanced Processing behaviour in order to improve performance of their employees. Keywords: Balanced processing, employee performance, private knowledge, internal experiences, externally based evaluative information . DOI: 10.7176/EJBM/14-16-04 Publication date: August 31 st 2022

The Real Deal: A Qualitative Investigation of Authentic Leadership in Irish Primary School Leaders

Recognition of the importance of authentic leadership is growing in popularity amonleadership scholars. However, little remains known about how it is valued or received among practicing school leaders. The purpose of this research was to explore the perspectives and experiences of school leaders with reference to authentic leadership in Irish primary school leaders. As this is a scoping study, a qualitative research design was adopted, using semi-structured interviews with school leaders. Core traits of self-awareness, balanced processing, relational transparency and internalized perspectives, that are associated with authentic leadership emerged as important for those interviewed. Barriers and facilitators of authentic leadership were also identified including educational policy, procedures and school culture.

Poly(lactic acid) toughen by aromatic sulfonamide toward balanced rheology processing and mechanical properties

The inherent brittleness of poly(lactic acid) (PLA) usually limits its application in the high ductile requirements sector. To address the above issue, n-ethyl-p-toluenesulfonamide (N-PTSA) as the toughening agent, was utilized to optimize the rheological and mechanical performance of the PLA matrix. The microstructure, thermal stability, rheological behavior, and mechanical properties of PLA/N-PTSA were systematically investigated. A rheological test showed that N-PTSA can reduce the melt processing viscosity of PLA matrix and the decreasing of processing viscosity strongly depended on the N-PTSA content rather than shear rate. Mechanical properties results confirmed that the 14.7% N-PTSA can improve the toughness of PLA/N-PTSA without deteriorating the tensile strength and Yong’s modulus. This reason was ascribed to the reduction of hydrogen bonds of PLA matrix caused by N-PTSA to accelerate the movement of PLA molecular chain meanwhile forming new hydrogen bond between PLA and N-PTSA. By adding N-PTSA, the thermal stability of PLA was decreased. With the synergistic effect of plasticizing and toughening N-PTSA, the rheology and mechanical properties of PLA had been effectively improved.

초등학교 체육부장교사의 진성 리더십이 부장-교사 교환관계 및 직무만족에 미치는 영향

This study aims to draw up a plan to efficiently operate the organization through the relationship between the head of the elementary school sports department and the head of the department and the teacher. As a result of the analysis, the following conclusions were obtained. As a result of the structural analysis, it was significant in the relationship between intrinsic morality, self-awareness, balanced information processing → sports manager-teacher exchange relationship → job satisfaction and

The Role of Authentic Leadership on Employee Engagement in Europe

Authentic leadership encourages self-awareness, relational transparency, balanced processing and Internalized moral perspective of information and the relations with respect to the leaders working with their subordinates, consequently cultivating positive self-improvement. This study related the idea of authentic leadership in refining employee engagement. The concepts of authentic leadership incorporate self-awareness, relational transparency, balanced processing and relational transparency. An extensive literature review was done to infer the findings, conclusions, and recommendations. In perspective on the assessed review, authentic leadership positively affect and employee engagement. There was a significant and positive connection between authentic leadership, work fulfilment and employee engagement. Numerous studies concluded that teams with more authentic characteristics in their leaders, had more satisfied and engaged employees. The influential mentors were perceived as authentic leaders who acted within dimensions that were consistent with authentic leadership theory: self-awareness, relational transparency, balanced processing and internalized moral perspective. Employee engagement is positively influenced by quality employee organization relationships and positive internal reputation. Results showed that both leader’s consistency between words and actions as well as their balanced processing are positively related to employee engagement. As an antecedent, authentic leadership critically affects the nurturing of an organization’s transparency and positive employee relational outcomes, which, in turn, enhance reputation and thus overall performance. Keywords: Authentic Leadership, Employee Engagement & American Workplaces.

Authentic Leadership and its Impact on Crisis Management: An analytical Study in a Sample of Palestinian Central Ministries in the West Bank Governorates

This study aims at identifying the impact of the practice of Authentic Leadership on the Crisis Management in the sample of Palestinian central ministries in the West Bank in order to achieve the objectives of the study, the researcher used the descriptive analytical method, and the questionnaire was used as a tool for collecting the necessary data from the study community, which represents the managers of categories (A, B, C), whose number is (298) managers distributed over a sample of (11) ministries .The study reached several results the most: important of which are The Palestinian ministries under study are generally concerned with practicing all dimensions of Authentic Leadership to a moderate degree, where the highest level of practice of these dimensions, respectively, was associated with self-awareness, followed by Relational Transparency hen the Balanced information processing, while the lowest level of practice was associated with the dimension of the Internalized Moral Perspective. The results of the study also indicated that the Palestinian ministries under study are generally interested in applying all stages of crisis management to a high degree. Where the highest level of application of these phases was associated with the phase of restoring activity, followed by the phase of containing and limiting damages. Then the stage of strategic learning, then discovering early warning signals, while the lowest level of application was associated with the stage of preparedness and prevention. The study results also showed that all dimensions of Authentic Leadership have a positive moral impact on the stages of crisis management in the Palestinian ministries under study, the dimensions of Authentic Leadership were the most influential in predicting the stages of crisis management, respectively (Balanced information processing, self-awareness, Internalized Moral Perspective, Relational Transparency), in light of the findings of the study, several recommendations were presented aimed at enhancing the practice of Authentic Leadership and its impact on the stages of crisis management in Palestinian ministries.

The impact of authentic leadership on employee’s engagement at Tan Son Nhat Operation Center in the COVID-19 period: The mediating role of job satisfaction

Human resources is one of the important resources to promote the development of enterprises in the aviation sector in Vietnam. Therefore, airline firms are increasingly interested in job satisfaction and employee engagement. Aviation is a sector of special importance in economic development. Before the COVID-19 pandemic, the aviation sector developed strongly. However, when the COVID-19 pandemic broke out, the world economy suffered from enormous damage, with the first hardest-hit sector being air transport. Vietnam's aviation sector was also not an exception from the impact of the COVID-19 pandemic, according to a report by the Ministry of Planning and Investment, which said that in 2020 and the first 5 months of 2021, the revenue of aviation enterprises decreased by 61% compared to that of 2019. In Vietnam Airlines Annual report 2020, Vietnam Airline had more than 100 aircraft temporarily suspended from operation. Tan Son Nhat Operation Center was a unit of Vietnam Airline JSC with the role of a representative at Tan Son Nhat airport, which was also affected by many related impacts. In a difficult period, the role of leadership in general and authentic leadership in particular was very important in improving employee satisfaction and engagement. This research investigated and tested affecting authentic leadership on employee engagement at Tan Son Nhat Operation Center in the covid-19 period: the mediating role of job satisfaction. It uses both qualitative and quantitative research. The qualitative research was carried out through focus group discussions with 10 employees. The quantitative research was conducted with 155 employees at Tan Son Nhat Operation Center – Vietnam Airlines JSC through a survey questionnaire by the convenient sampling method. The research results analyzed by partial least square – structural equation modeling (PLS – SEM) indicated that: Components of authentic leadership (AL): self-awareness (SA), internalized moral perspective (IMP), balanced processing (BP), and relational transparency (RT) have a positive impact on employee’s engagement through the mediating role of job satisfaction.

Evaluating Impact of an Online Leadership Course for Newly Graduated Occupational Therapists

Leadership has been established as a key competency for occupational therapists, however the literature on how occupational therapists conceptualize leadership is limited. Additionally, there is a dearth of literature on best practices to develop occupational therapists’ leadership skills and there is yet to be an evaluation of an online educational approach. This study aimed to understand if an online educational platform contributed to the development of leadership skills among occupational therapists. Participants were newly graduated occupational therapists who participated in a four-week Leadership Skills Development massive open online course (MOOC). This study used a mixed methods quasi-experimental design with two intervention cohorts and time series delay. All participants completed the MindTools Leadership Skills Assessment, the Authentic Leadership Self-Assessment Questionnaire and open-ended self-reflection questions. Analysis of the data was conducted using Rstudio, for the quantitative data, and thematic coding, for the qualitative data. The results showed there was not a significant change in scores on the leadership evaluation tools over time. However, cohort A demonstrated an increase in self-awareness and cohort B showed increases in balanced processing, providing support, and stimulation. Both cohorts showed increases in relational transparency. Participants reported that participating in the MOOC provided education on how to further develop leadership skills. Leadership skill development takes time to develop and further evaluation is required to determine if these skills continue to develop when put into practice.