Concept Of Self-leadership Research Articles

Self-leadership: a value-added strategy for human resource development

PurposeIn a rapidly shifting market, organizations seek more diverse and innovative employee development interventions. Yet, these initiatives may have limited impact without employees’ engagement. This conceptual paper aims to propose self-leadership as a value-added strategy for promoting both individual and organizational development.Design/methodology/approachThe authors conducted a conceptual analysis with three case examples. The cases were purposefully selected, aiming to comprehend how the concept of self-leadership has been applied within organizations and to identify real-life examples where self-leadership has been adopted as an organizational strategy.FindingsThis study demonstrates that self-leadership plays a significant role in facilitating human resource development (HRD) initiatives. Specifically, the authors illustrate how self-leadership interventions in companies empower individuals to take charge of their development, aligning personal and organizational goals. When effectively applied, self-leadership strategies positively impact HRD practices in the areas of training and development, organization development and career development, yielding benefits for both employees and employers.Originality/valueThis study addresses knowledge gaps in the emerging field of self-leadership in HRD by providing three companies’ examples of how self-leadership can add value to HRD. The findings offer unique insights into the synergy between self-leadership and HRD, benefiting academics interested in this line of inquiry and HRD practitioners seeking innovative approaches to employee and organizational development.

Process of Self-Leadership: Establishing Yourself as Leader No Matter Your Role

As the field of early intervention/early childhood special education (EI/ECSE) focuses intently on building, supporting, and sustaining leaders across varying contexts and roles, this study introduced the concept of self-leadership to EI/ECSE self-identified leaders. The research explores differences in self-rated skills based on role, analyzes themes of goals for developing self-leadership skills, and analyzes the measurability of goals set by participants. Fifty-six participants completed the Abbreviated Self-Leadership Questionnaire (ASLQ) (Houghton, Dawley, & DiLiello, 2012), self-rated their own skills, and identified leadership goals. Results show that participants scored themselves highest on evaluating beliefs and assumptions about self-leadership. Self-identified goals resulted in three primary themes (administrative tasks, relationship building and coaching, and growth in learning). Directions for future research, policy, and recommendations for practice are discussed.

TÜRKİYE’DE BULUNAN KAMU VE ÖZEL SEKTÖR ÇALIŞANLARINA AİT BEŞ FAKTÖR KİŞİLİK ÖZELLİKLERİNİN ÖZ-LİDERLİK KARAKTERİSTİKLERİ ÜZERİNDE ETKİSİNİN ARAŞTIRILMASI

In the contemporary era, as a result of the radical progress of technology through digitization, business ecosystems are transforming into structures that are more competitive, innovative, and capable of responding rapidly to change. Throughout this transformative process, the concept of leadership has evolved towards more diverse perspectives, building on its significance since the Industrial Revolution. Beyond the traditional notion of leadership, the concept of self-leadership emerges as a crucial tool in the rapidly changing dynamics of competitive business environments. Research suggests that the characteristics of self-leadership vary according to individuals' personality structures. Due to the insufficient exploration of studies concerning the relationship between individuals' self-leadership and their personality structures within Turkish culture, this study was conducted. In this perspective, a quantitative research methodology was employed by researchers, with a focus on relational analysis among variables. The study involved the administration of self-leadership and the Big Five personality traits scales to 349 participants. Gender and sectoral differences in the relationship between self-leadership and the five personality traits were also examined. The analyses revealed significant effects of the five personality traits on self-leadership in the overall context (β: .376, p < .05). The extraversion personality trait exhibited a significant impact on self-leadership (β: .322, p < .05). Openness to experience had a significant effect on self-leadership (β: .344, p < .05), as did the responsibility personality trait (β: .348, p < .05). When examined from a gender perspective, the gender factor was identified as a significant variable in the impact of the agreeableness personality trait on self-leadership (β1: .247; β2: .192, p < .05). Additionally, the gender factor was found to be a significant variable in the impact of extraversion personality trait on self-leadership (β1: .271; β2: .382, p < .05). Furthermore, when exploring differences between individuals working in the public or private sectors, the sector factor was identified as a significant variable in the impact of emotional stability personality trait on self-leadership (β1: .243; β2: .337, p < .05).

Relationship between work-related psychosocial factors and self-leadership in advanced nurse practitioners: A cross-sectional study.

The aim of this study was to investigate the relationship between advanced nurse practitioners' self-leadership and commitment to the workplace, work engagement and influence at work. The concept of self-leadership is particularly suited to ANPs, who are required to take responsibility for their work roles. An optimum balance between the ANPs' psychosocial work environment and self-leadership may positively impact work ability in this group and can be compromised by interactions between and among these variables. A cross-sectional correlational study was conducted from July 2020 to August 2020 on 153 ANPs across a national health service. The survey was distributed to respondents online. The revised self-leadership questionnaire was used to measure self-leadership, and three scales from the Copenhagen Psychosocial Questionnaire were used to measure commitment to the workplace, work engagement and influence at work. Multiple linear regression was used to examine the association between self-leadership and the psychosocial variables. ANPs with high levels of self-leadership reported high levels of work engagement and commitment to the workplace. No relationship was found between self-leadership and influence at work. Improving self-leadership among ANPs by involving them in strategic leadership activities at an organizational level could be an effective strategy for optimizing the role and facilitating ANPs to contribute at an organizational level beyond the clinical interface. However, organizational support is required to ensure that ANPs practise to the full potential of their training and capability. No patient or public contribution. This study provided new evidence of a relationship between ANPs' self-leadership and psychosocial factors. This study found that ANPs with high levels of self-leadership reported high levels of work engagement and commitment to the workplace. Policymakers and organizational leaders can optimize the ANP role and facilitate ANPs to contribute strategically to improve care systems. This study identifies a relationship between ANPs' self-leadership and specific psychosocial variables.

The Mediator Role of Proactive Personality in the Effect of Psychological Empowerment on Self-Leadership: A Study for the Aviation Industry

In recent years, psychological empowerment has been a tool to solve management problems arising from the need for creativity, innovation, and flexibility. In an environment where competition is intense, meeting the needs and expectations of conscious customers is only possible with a working style that can benefit from the initiative of the personnel. The concept of self-leadership consists of the theory of self-control and includes the concepts of self-influence and self-leadership. This study examines the mediating role of proactive personality in the effect of psychological empowerment on self-leadership. In this direction, a questionnaire was applied to 406 people in the province of Istanbul, including the cabin cockpit, ground services, operations, and general directorate in the civil aviation industry. The study used a structural equation model for the analysis. As a result, it concludes that personality has a partial mediating role in the effect of psychological empowerment on self-leadership. It suggests a need for personnel who can take the initiative, manage themselves, and adapt quickly to change, especially in the aviation sector, where safety and security are the most critical factors. Accordingly, there is a need for appropriate industry professionals in recruitment, selection and placement, training and development, and talent and career management. This need will continue to grow in the future.

BİREYSEL DEĞERLERİN KENDİ KENDİNE LİDERLİK DAVRANIŞINA ETKİSİ ÜZERİNE BİR ARAŞTIRMA

Kendi kendine liderlik kavramı genel anlamda bireylerin kendi eylem ve düşüncelerini düzenleyebilmek amacıyla iç motivasyonlarını sağlamaları ve bu bakış açısını edinmelerine odaklanmaktadır. Sosyal öğrenme kuramında da, bireylerin davranışlarının, bireysel özellikleri ve çevresel etkiler ile etkileşim içerisinde olduğu ve öğrenilebileceği hususları belirtilmektedir. Bu noktada bireysel değerlerin kendi kendine liderlik davranışlarının öğrenilmesinde ve uygulanmasındaki etkisi içsel motivasyon ve sosyal öğrenme kuramı kapsamında değerlendirilecektir. Araştırmanın amacı, yöneticilerin ve işgörenlerin bireysel değerlerinin kendi kendine liderlik davranışı üzerinde etkisinin olup olmadığının incelenmesidir. Araştırma çerçevesinde verilerin değerlendirilmesi amacıyla nicel araştırma yönteminden yararlanılmıştır. Araştırma örneklemini yöneticiler ve işgörenler oluşturmaktadır. Araştırma çerçevesinde korelasyon ve regresyon analizleri yapılmıştır. İşgörenlerin davranışlarına rehberlik eden değerlerin, kendilerine liderlik etme davranışlarını etkilediği, bireylerin kendilik algılarının arttığı görülmüştür. Yoğun çalışma temposu altında yöneticilerin ve işgörenlerin kendilerini yönetme becerilerini edinmeleri önemli yetkinlikler arasındadır. Araştırmanın, yöneticiler ve işgörenler kapsamında birlikte değerlendirilerek bireysel değerlerin kendi kendine liderlik davranışlarına etkisinin incelenmesinin ilgili literatüre katkı sağlayacağı düşünülmektedir.

A concept analysis of self-leadership: The "bleeding edge" in nursing leadership.

To explore the concept of self-leadership in nursing. Self-leadership, while frequently referenced, has not been clearly defined in either the literature or within nursing. Common language sources were reviewed, along with literature searched from 2017 to 2019 using seven electronic databases: CINAHL, EbscoHost, Sabinet, ScienceDirect, ProQuest, Nexus, and Academic Complete. Database searches yielded 10 articles. REVIEWMETHODS: Walker and Avant's method of concept analysis was modified, as suggested by Risjord. Reviews of the broad literature demonstrated that self-leadership is the creation of a space for the individual with self-awareness to live a better self through reflective consciousness. The multidimensionality of work and blurring of boundaries between work and living has prompted the individual to understand their own qualities or abilities. The individual has a true sense of who they are and what they think and feel. This shift in leadership refocuses on a more desirable way of living and envelopes being a master of one's own destiny. Analytic work provides support for a middle-range explanatory theory that engenders self-awareness, taking the lead, and personal satisfaction. Explication of the concept and the relevance to professional nursing gives direction for future research.

Academic leadership commences by self-leadership

Enhancing leaders and leadership are major elements when pursuing improvement of learning and teaching in the higher education sector. This study was conducted to investigate the self-leadership skills of the academic staff in the Lebanese higher education sector. It is stated that “an effective academic leader must be able to lead oneself effectively before he or she can lead others within and outside the classroom”. Through a survey, academic staff (instructors) were asked to rank selfleadership skills that they believe they possess and apply. This survey also presented questions that allowed the researcher to identify whether academics have a clear comprehension of this concept in Lebanese universities and what prevents them from attaining and applying them. The data collected was analyzed using SPSS. The findings indicated that the skills of self-leadership were not being applied effectively and the concept was not clearly comprehended by the Lebanese higher education institutions. Thus, it is recommended to train the academic staff to improve their knowledge, attitudes and skills regarding the concept of selfleadership and it presented potential strategies that facilitated sharing innovations to effectively apply such leadership and promote the importance of quality teaching experiences.

The Effect of Work Stress and Emotional Intelligence on Self-leadership among Nurses in Leadership Positions in the Lesotho Ministry of Health and Social Welfare

The current work environment increasingly requires independent individuals who are able to take the initiative and make responsible decisions in settings where they are not always supported by hierarchical superiors. In this context, the concept of self-leadership has been linked to professional and personal effectiveness. This study investigated the theory of self-leadership and factors that have an impact on the quality and use of the individual’s self-leadership, namely work stress and emotional intelligence. For this purpose, a sample of 159 nursing leaders working at the Lesotho Ministry of Health and Social Welfare was selected. Self-leadership, work stress and emotional intelligence were measured using the Revised Self-leadership Questionnaire, the Experience of Work and Life Circumstances Questionnaire, and the Emotional Intelligence Index, respectively. Statistical analyses such as stepwise multiple regression analysis, correlations and a t-test were applied to determine the effect of work stress and emotional intelligence on self-leadership. Results indicate that the variance in self-leadership (total) scores can be attributed to EQI (self-regulation) and causes of work stress (physical working conditions). The independent t-test results also indicate no statistically significant differences in self-leadership between the different age groups in the sample. In the light of these findings, a few recommendations are made.

Reflexive work and the duality of self-leadership

The concept of self-leadership is known and accepted, but still under-researched. By considering the reflexive work involved in the process of self-leadership, we seek to understand what factors are relevant for managers to be effective in a sustainable and productive way. We ask how managers engage in self-leadership. Empirically, we find that self-leadership is a process that can be translated into the capability of handling and sustaining four dualities: challenge and routine; self and others; nonwork and work; mind and body.

Leading the Self: Self-Leadership Skills of Lebanese Private School Principals

This study attempted to investigate the concept of self-leadership within 80 private schools in Beirut, Lebanon. Through a survey, participant principals were requested to rank the self-leadership skills they believed to exhibit and practice. As such the study highlights the 8 top ranking and the 8 low ranking self-leadership skills displayed by school principals as per their own view point. Moreover, this study sought to identify the obstacles inhibiting respondents from acquiring and practicing selfleadership skills. Data was analyzed using SPSS 18.0. Descriptive statistics were used to describe and summarize the properties of the mass of data collected from the respondents. Percentages were calculated per each item of the survey instrument. Results indicate that while the skills of selfleadership were not being effectively practiced, the concept of self-leadership itself was not clear enough to Lebanese private school principals. This was manifested by the conflicting responses they gave on various items of the survey. The study offers recommendations to help principals enhance their knowledge, attitudes and skills related to self-leadership.

The Comparative Study between Korean and Indian Students regarding Relationship among Self-leadership Types, Performance and Class Attendance Attitudes

A number of organizations have had big interests in studies concerning leadership and not only academia but also psychological areas do also. Until now, leadership has been accentuated by managers or team leaders especially. Recently, however, the concept of self-leadership directing one's own activities through self-control or self-management is being focused on in practices and in academia. This study is to investigate the influence between self-leadership strategies as predictors and learning performance in IT classes as dependents variables mediated by attitude of attendance focused on the social science students in two universities (Korea(116 samples) and India(36 samples)). And this research tried to compare difference between two university students. As a result of empirical analysis, Korean learners making an effort by themselves show a tendency to think constructively. Namely, even though the level of difficulty may be high, by positive self-talk, respondents usually make an effort to get high academic performance. In case of Indian respondents, students who are in behavior-oriented show higher academic performance. Research results can give us direction of task-taking attitudes in firms or learning attitudes in teaching organizations and implications to human resource managers who are in charge of improving learning performance or productivity.

A Study on the Influence between Self-leadership Strategies and Learning Performance at IT Classes mediated by Attitude of Attendance: Comparative Research between Korea and China

Recently concept of self-leadership that leads one's own activities toward right direction through self-control or self-management has been being focused on practices as well as academia. This study is to investigate the influence between self-leadership strategies and learning performance at IT classes mediated by attitude of attendance focused on the social science students at an university. This study performed the comparative study to investigate whether differences among Korean(64 samples) and Chinese(31 samples) students is or not Research results can give us right direction of task-taking attitudes in firms or learning attitudes in teaching organization and implications to human resource managers who are in charge of improving learning performance or productivity.

Self-Leadership: A Multilevel Review

Over the past 30 years substantial research has focused on the concept of self-leadership. The authors adopt a multilevel perspective to review this research at both individual and team levels of analysis. At the individual level, studies consistently show that increased self-leadership corresponds with better affective responses and improved work performance. Findings are not as consistent at the team level. Relationships between team-level self-leadership and both affective and performance outcomes appear to be moderated by contextual factors. The authors also identify internal and external forces that influence self-leadership. Among these forces, external leadership is particularly important, as self-leadership is not a complete substitute for external leadership. Specifically, external leadership in the forms of empowering leadership and shared leadership facilitate self-leadership of individuals and teams. The authors also identify a number of cross-level research questions that illustrate how future research can benefit from exploring ways that self-leadership at the individual level interacts with self-leadership at the team level.

Bridging ethics and self leadership: Overcoming ethical discrepancies between employee and organizational standards

In spite of extensive study and efforts to improve business ethics and increase corporate social responsibility, a quick review of almost any business publication will show that breaches of ethics are a common occurrence in the business community. In this paper we explore reasons for potential discrepancies or gaps between organizational and individual ethical standards, the consequences of such discrepancies, and possible methods of reducing the detrimental effects of these differences. The concept of self-leadership, as constructed through social learning theory is examined, and shown to be a potentially valuable tool for employees' use in making reasoned decisions in varying organizational ethical climates. Specifically, the authors will show how the practice of self-leadership can be employed as an important means to improve moral action within the firm.

The Relationships Between Self-Leadership and Enhanced Psychological, Health, and Work Outcomes

Two cross-sectional studies were conducted to examine the correlations between the concept of self-leadership (as described within the framework of the internal family systems model) and enhanced psychological, health, and work outcomes. In Study 1, self-leadership was significantly related to higher psychological functioning (e.g., effective coping style, greater optimism and hardiness, and less ineffectiveness and interpersonal distrust) and better health status (e.g., greater perceived wellness, less perceived stress, and fewer symptoms of illness) in a sample of university students (N = 270). In Study 2, in which a sample of corporate employees (N = 160) was examined, self-leadership was significantly related to greater perceptions of work satisfaction, enhanced communication, quality management, effective work relationships, and in terms of health outcomes, greater perceived wellness and less work stress. Implications of the relationships between self-leadership and psychological, health, and work outcomes are discussed.