Leadership Empowerment Research Articles

Mediasi Pemberdayaan Psikologis pada Pengaruh Kepemimpinan Pemberdayaan terhadap Berbagi Pengetahuan

This study uses a quantitative method with a descriptive and explanatory survey approach. The study was conducted at the Kampar Regency Land Office, with the aim of testing the mediation effect of empowerment leadership on the relationship between psychological empowerment and knowledge sharing. The population of this study consisted of all employees of the Kampar Regency Land Office, with a total of 144 people. Based on this population size, according to the Krejcie and Morgan (1970) table, the sample size for this study was 103 people. The sampling method used in this study was Systematic Random Sampling. All respondents will be used to obtain primary data related to the variables, which will be collected through a questionnaire with a Likert scale of 1-5 points. All data obtained will be analyzed using Structural Equation Modeling (SEM) with the Smart PLS 3.0 analysis tool. This study found that (a). empowerment leadership has a significant positive effect on knowledge sharing; (b). empowerment leadership has a significant positive effect on psychological empowerment; (c). psychological empowerment has a significant positive effect on knowledge sharing; (d). psychological empowerment mediates the effect of empowerment leadership on knowledge sharing. This study uses a quantitative method with a descriptive and explanatory survey approach. The study was conducted at the Kampar Regency Land Office, with the aim of testing the mediation effect of empowerment leadership on the relationship between psychological empowerment and knowledge sharing. The population of this study consisted of all employees of the Kampar Regency Land Office, with a total of 144 people. Based on this population size, according to the Krejcie and Morgan (1970) table, the sample size for this study was 103 people. The sampling method used in this study was Systematic Random Sampling. All respondents will be used to obtain primary data related to the variables, which will be collected through a questionnaire with a Likert scale of 1-5 points. All data obtained will be analyzed using Structural Equation Modeling (SEM) with the Smart PLS 3.0 analysis tool. This study found that (a). empowerment leadership has a significant positive effect on knowledge sharing; (b). empowerment leadership has a significant positive effect on psychological empowerment; (c). psychological empowerment has a significant positive effect on knowledge sharing; (d). psychological empowerment mediates the effect of empowerment leadership on knowledge sharing.

The Effect of Leadership Empowerment, Psychological Capital, and Job Meaningfulness with Job Satisfaction as a Mediation Variable on the Performance of SOE Bank Employees in Makassar City

This study aims to analyze the influence of Leadership Empowerment, Psychological Capital and Work Meaningfulness on performance mediated by Job Satisfaction. The research was conducted at a state-owned bank in Makassar City and involved 290 samples, The sample of this study was taken using the Hair Technique whose distribution was carried out proportionally. The data was analyzed using a Structural Equation Model (SEM) with the SmartPLS4 analysis tool. The results of the study prove that Leadership Empowerment has an effect on Performance, Psychological Capital has an effect on Performance, Work Meaningfulness has an effect on Performance, Leadership Empowerment has an effect on Job Satisfaction, Psychological Capital has no effect on Job Satisfaction, Work Meaningfulness has an effect on Job Satisfaction, Job Satisfaction has an effect on Performance, Leadership Empowerment has an effect on Performance through Job Satisfaction, Psychological Capital has no effect on Performance through Job Satisfaction, and Work Meaningfulness has an effect on Performance through Job Satisfaction. Job Satisfaction is able to mediate Leadership Empowerment and Work Meaningfulness and its implications for Performance improvement, but Job Satisfaction cannot mediate Psychological Capital in Performance improvement.

DEVELOPMENT OF A MENTORING APPROACH FOR ENHANCING STUDENT RELATIONAL LEADERSHIP IN PRIVATE UNIVERSITIES OF JINAN, SHANDONG PROVINCE, CHINA

This study aimed to develop a mentoring approach for enhancing student relational leadership in private universities in Jinan, Shandong Province, China. This study employed a mixed-methods approach. The sample consisted of 422 students from six different private universities in Jinan. The result showed that the general level of student relational leadership in private universities in Jinan was high; nevertheless, there was still room to enhance. Based on the quantitative analysis results, the mentoring activities encompassed four significant elements: mentoring for leadership empowerment, mentoring for psychological and emotional support, peer mentoring, and e-mentoring. We developed the mentoring approach based on student relational leadership and effective mentoring activities. Shandong Yingcai University applied it to 97 students. The finding indicated that there was a significant difference before and after implementing the mentoring approach. We recommended the mentoring approach to the private universities in Jinan to foster student relational leadership.

INNOVATION LEADERSHIP AND WORKPLACE INNOVATIVE BEHAVIOUR: AN EXPERIMENTAL INVESTIGATION OF LEADERSHIP DYNAMICS AMONG IT ENGINEERS IN VIETNAM

In recent decades, the economic context and competitiveness have required the development of new competencies and skills at all levels of management. The purpose of this study was to determine the level of development of engagement and knowledge sharing perceived by a group of employees and to assess their relationship to leadership and innovative behaviour. This was an experimental-type, intergroup comparison study that described how work engagement, knowledge sharing, leadership, and innovation behaviour of a group of 395 engineers at an IT company in Vietnam were manifested. The Innovation Leadership Scale (ILS-16) and the Workplace Innovation Behaviour Scale (WIB) were used to design this study. The results of this study could be an important contribution to the development of leadership empowerment programs and innovative work behaviour. Prospects for future research are to analyse other variables related to leadership and innovation behaviour, such as, for example, communication, to stimulate innovative behaviour of IT engineers, and to build a multiple regression model of such a relationship.

Differentiated Empowering Leadership and Interpersonal Counterproductive Work Behaviors: A Chained Mediation Model.

Through an empirical analysis of paired sample data from 308 employees in China, this study examines the chain-mediated effects of trust in leaders and defensive silence on the relationship between differentiated empowering leadership and interpersonal counterproductive work behaviors. The study finds that differentiated empowering leadership does not directly influence employees' interpersonal counterproductive work behaviors. Additionally, it finds that trust in leaders and defensive silence each serve as mediators in the relationship between differentiated empowering leadership and interpersonal counterproductive work behaviors, forming a chained mediation effect. This study is the first empirical research to explore the impact mechanism of differentiated empowering leadership using a chained mediation model. The findings contribute to a deeper understanding of how and why differentiated empowering leadership affects employees' attitudes, such as trust in leaders, and behaviors, such as interpersonal counterproductive work behaviors.

How does employee voice influence empowering leadership? The effects of voice tactics and gender

AbstractAlthough there is considerable evidence that empowering leadership is beneficial to individuals, teams, and organizations, a few studies have examined the antecedents of empowering leadership behaviour itself. To address this gap, this research examines the predictors of empowering leadership in terms of subordinate behaviours and traits. Based on signalling theory and role‐based followership theory, we predict that employee voice expressed in rational appeals is more likely to enhance managerial attributions of employee proactivity compared to emotional appeals, which leads to increased empowering leadership. Furthermore, we propose that this is especially true when the subordinate is female rather than male. To test these hypotheses, we conducted a scenario‐based experiment across two distinct cultural settings, Japan and the United Kingdom. The results from both countries support all hypotheses; our findings provide not only theoretical implications for research on empowering leadership, voice behaviour, and gender, but also several practical implications for subordinates and supervisors.

The Influence of Empowerment Leadership on Proactive Behavior of Employees With Goal Orientation as a Mediation Variable at the Women's Empowerment Office, Protection Children and the People of Binjai City

A deep understanding of the relationship between empowering leadership styles, goal orientation, and proactive behavior of employees can be key to optimizing organizational performance in addressing sensitive issues related to women, children, and society more effectively. The purpose of this study is to find out and analyze the influence of Empowerment leadership on Proactive Behavior mediated by the Orientation of the purpose at the Office of Women's Empowerment, Child Protection and Community of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees, with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) There is no influence of Empowerment Leadership on proactive behavior. where the T-statistic value is 0.960 < 1.96 and the P-Value value is 0.341 > 0.05. 2) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value of 0.028 < 0.05 which means that if the leadership Empowerment is improved, then employee goal orientation will increase.3) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value value of 0.028 < 0.05 which means that if Empowerment leadership is improved, employee goal orientation will increase and 4) Goal orientation is able to mediate the influence between Empowerment Leadership and Proactive Behavior with a T-Statistic value of 2.300 > 1.96 and a P-Value of 0.025 < 0.05. The implication of these findings is that management needs to consider implementing appropriate goal-oriented development strategies, along with empowerment leadership practices, to create a work environment that supports and encourages productive and innovative proactive behaviorsLeadership Empowerment

Too Varying of a Good Thing: The Effect of Inconsistent Empowering Leadership on Follower Outcomes

Too Varying of a Good Thing: The Effect of Inconsistent Empowering Leadership on Follower Outcomes

The Upward Influence of Voice: How and When Employee Voice Behavior Impacts Leader Empowerment

The Upward Influence of Voice: How and When Employee Voice Behavior Impacts Leader Empowerment

Empowering innovative work behaviors: unfolding the contextual, personal and behavioral spectrum

PurposeThis study aims to investigate the impact of empowering leadership (EL) on employee innovative work behavior (IWB), using an interactionist perspective on creativity and conservation of resources theory. Following the premise, the study unravels the mediating role of job crafting (JC) and creative self-efficacy (CSE) as a boundary condition that likely triggers and facilitates this process.Design/methodology/approachUsing a dyadic cross-sectional design, this study focuses on academic staff at four universities in Pakistan. Participants were surveyed, and questionnaires were distributed to collect data pertaining to accomplish the study objectives.FindingsThe study results reveal that JC plays a pivotal role as an intervening factor in establishing the connection between EL and employees’ IWB. This implies that EL likely promotes employees’ JC behavior, thus contributing to a greater manifestation of innovative behaviors at work. Furthermore, this interplay is further enhanced by using CSE as a moderator.Originality/valueThis study accentuates the importance of JC in eliciting the mechanism which effectively channelizes and translates the impact of EL on IWB. It also offers the valuable and fresh perspective on the conditions favoring the innovative behaviors at work.

Torture and blessing: the impostor phenomenon among Spanish female executives

PurposeThis research explores the impostor phenomenon (IP) within the context of gender and leadership, aiming to transform impostor feelings into catalysts for leadership empowerment and positive career outcomes.Design/methodology/approachUtilizing grounded theory, this study conducts in-depth interviews with 34 female Spanish senior executives to analyze their experiences with IP.FindingsThe research reveals that top executive women are not only affected by IP but can also harness it to foster personal and professional growth. It identifies key strategies – such as self-reflection, effective communication and cultivating positive habits – that enable women to transform IP into a lever for enhancing their careers. This approach leads to a proposed virtuous cycle model that empowers women to overcome the negative impacts of IP and advance their leadership capabilities.Originality/valueThis study contributes to the literature on gender and leadership by offering insights into the gendered nuances of IP. By framing IP as a potential catalyst for growth rather than a barrier, the study provides practical tools for human resource (HR) departments to promote gender diversity at senior levels. It also advocates for HR practices to dismantle internal barriers to women’s career progression and address conscious and unconscious gender biases.

Leader empowering and upper echelons decision‐making: How and when does top managers' empowering leadership promote decision‐making speed and comprehensiveness in public organizations?

AbstractThe efficiency of decision‐making in public organizations is a key area of interest for public administration scholars. Drawing on upper echelons theory, this study examines how top managers' empowering leadership affects decision‐making speed and comprehensiveness in public organizations. Through a three‐wave questionnaire survey involving 1149 TMT members from 133 public organizations in China, we tested the proposed theoretical model and hypotheses. Our findings reveal that top manager empowering leadership positively and indirectly influences decision‐making speed and comprehensiveness in public organizations, and through its effects on TMT behavioral integration. Furthermore, TMT work style similarity and TMT cognitive diversity can enhance and weaken the mediating relationships, respectively.Chinese Abstract如何进行高质高效的战略决策是公共管理学者关注的重要话题。然而，从高层视角探讨公共组织有效决策过程的影响因素研究仍极度匮乏。基于高层梯队理论，本研究对来自中国教育部门高层管理团队的调查问卷进行数据分析，探讨了最高领导者授权型领导对公共组织决策速度和全面性的影响机制。结果表明，最高领导者授权型领导通过高管团队行动整合的中介作用对公共组织决策速度和全面性具有积极的间接影响，高管团队的工作方式相似性和认知多样性分别作为边界条件增强和削弱了上述中介关系。本研究为公共部门高层梯队理论与战略领导力研究做出了重要贡献。

Empowering leadership and team change capability: the mediating effect of team PsyCap

PurposeBased on Resource Conservation (COR) theory, this study explores the antecedent of team change capability, which consists of the dimensions of learning, process and context and examines how, under the empowering leadership (EL) of middle managers, team change capability (TCC) may be built through team psychological capital (TPSyCap).Design/methodology/approachThe study was conducted with 853 respondents and 55 teams from 11 leading autonomous higher education institutions (AHEIs) in Indonesia.FindingsThe results show that EL is positively related to TPsyCap, which mediates the relationship between EL and TCC, particularly for TCC learning capability. However, TPsyCap does not mediate the effect of EL on TCC process capability and TCC- context capability.Originality/valueThis study enriches existing leadership literature, which is considered relevant in building organizational change capabilities, particularly on a team level. Furthermore, the findings reveal TPsyCap is an important intervention mechanism in catalyzing the relationship between EL and TCC.

Leadership Empowerment: Financial Management Autonomy of Student Activities under Student Union

Leadership Empowerment: Financial Management Autonomy of Student Activities under Student Union

Youth Leadership Empowerment in Malaysia’s Higher Education

Youth Leadership Empowerment in Malaysia’s Higher Education

Crafting a Job among Chinese Employees: The Role of Empowering Leadership and the Links to Work-Related Outcomes.

The present study aims to examine the process through which empowering leadership shapes employees' work engagement and in-role performance by facilitating job-crafting behaviors, specifically seeking resources, seeking challenges, and reducing demands. Based on the extensive data from 733 Chinese employees across various organizations located predominantly in Chongqing and Xi'an, China, we carried out different types of statistical analysis such as confirmatory factor analysis (CFA) and structural equation modeling (SEM) to examine the relationships among empowering leadership, specific job-crafting behaviors, work engagement and in-role performance, test our hypothesis and our conceptual model. The results from structural equation modeling (SEM) suggested that empowering leadership was positively related to employees' work engagement and in-role performance; empowering leadership was positively related to employees' job crafting (seeking resources, seeking challenges and reducing demands); seeking resources, seeking challenges and reducing demands were positively related to in-role performance, and seeking challenges and reducing demands were positively related to work engagement. In the relationship between empowering leadership and in-role performance, seeking resources serves as a mediating factor. Similarly, seeking challenges mediates the association between empowering leadership and both work engagement and in-role performance. Furthermore, reducing demands mediates the links between empowering leadership and both work engagement and in-role performance. The implications of these findings are subsequently discussed.

Organisational Dynamics and Local Government Autonomy in Nigeria. An Interrogation

This research paper attempt to investigate the critical relationship between the interplay of organizational dynamics and perceptions of local government autonomy in Nigeria political system. A comprehensive analysis of grade level distribution, departmental structure, and length of service among respondents forms the fulcrum of this study. The study unveils the diverse tapestry of influences shaping attitudes towards local government autonomy in Kogi State, Nigeria. Key findings highlight the pivotal role of mid-level professionals (grade levels 11 to 13), the varied priorities across departments, and the dynamic evolution of perceptions over time. Informed by these insights, our recommendations emphasized tailored strategies, leadership empowerment, and continuous engagement to foster an organizational environment that values and champions local government autonomy in Nigeria. This research contributes to a deeper understanding of the organizational intricacies influencing local governance and offers practical insights for policymakers and administrators seeking to enhance local government autonomy in Nigeria political systems.

Construction of a Model of the Influence of Empowering Leadership on Librarians' Creativity

In the stage of digital transformation of library, the transformation of library has become the main feature of contemporary library, and the most direct and profound driving force to promote the transformation of library is innovation. The optimization, upgrading and innovation of libraries depend on the creativity of librarians. Therefore, how to enhance the creativity of librarians has become an urgent problem to be solved. In the workplace, leadership is mostly cited as the primary driver of innovation. However, relevant studies have found that leader empowerment can improve employees' creativity. Therefore, it is necessary to further explore the impact of empowering leadership on librarians' creativity and its mechanism.

The Effect of Empowering Leadership Characteristics of School Principals According to Teachers' Perceptions on Teachers' Psychological Ownership and Work Engagement

This study examines the effect of school principals' empowering leadership according to teachers' perceptions of teachers' psychological ownership and work engagement. The study sample consists of 463 teachers. The relational survey model, one of the quantitative research methods, was used in the study. Empowering Leadership Scale, Psychological Ownership Scale and Work Engagement Scale were used to collect the data. As a result of the research, according to teachers' perceptions, the empowering leadership levels of school principals and teachers' psychological ownership and work engagement levels were found to be high. Teachers' psychological ownership and work engagement levels show significant differences according to age, seniority, and education level variables. A significant positive relationship was found between the empowering leadership of school principals and teachers' psychological ownership. A medium-level positive significant relationship was found between the empowering leadership of school principals and teachers' work engagement. Empowering leadership characteristics of school principals significantly positively affect teachers' psychological ownership and work engagement. The study emphasized the role of empowering leadership in understanding teachers' work engagement and psychological ownership. Based on the results, school principals are recommended to demonstrate empowerment leadership behaviors to build an understanding of teachers' work engagement and psychological ownership.

The Effect of Empowering Leadership on Creative Performance: An Analytical Research in Diyala General Company

This research aims to explore the impact of multifaceted empowering leadership (power and responsibility delegation, autonomous decision-making, knowledge sharing, skill development, and innovative performance training) as an independent variable in achieving multi-dimensional creative performance (authenticity, fluency, flexibility, self-efficacy) as a dependent variable. The research also aims to enhance the quality of empowering leadership among a sample of 117 leaders in Diyala Public Company through effective modern leadership styles. The research specifically focuses on the importance of creative performance in this sample. Data was collected using a questionnaire as the main tool and statistical methods such as standard deviation, Sobel test, Pearson correlation coefficient, and software such as SPSS and Excel. The results showed a significant positive and direct relationship between empowering leadership and creative performance in general. The research concluded that empowering managers in Diyala Public Company with the authority to make necessary changes is an important step to improve overall work processes. This empowering helped managers effectively adapt to challenges and increase efficiency in responding to changing market demands. By empowering managers to improve processes, the company succeeded in promoting innovation and increasing productivity, ultimately enhancing its position in the market and achieving sustainable and clear success. Research type: Research paper