Resonant Leadership Research Articles

Resonant leadership and organizational citizenship behavior: a moderated-mediation analysis of followers’ resilience

PurposeThis paper aims to examine the relation between resonant leadership (RL) and organizational citizenship behaviors while testing for the mediation effects of followers’ resilience (FR) and gender as a moderating effect, all within the United Arab Emirates (UAE) business environment.Design/methodology/approachThe paper uses cross-sectional data collected through a questionnaire from 467 employees working at various organizations in the UAE. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) software. The mediating and moderating effects were tested using Preacher and Hayes’s (2008) macro models.FindingsResults confirmed that RL positively affected employees’ organizational citizenship behaviors (OCBs). It also confirmed the mediating role of FR between RL and organizational citizenship behavior. Gender moderated the relation between RL and OCB but not between RL and FR.Practical implicationsManagers can use RL styles to improve workers’ resilience and OCB of employees, especially females.Originality/valueIt is important to understand the relation between such variables in times of crisis, such as the COVID-19 pandemic, where the relationship between the leadership style of the organizational managers and employees can greatly impact employees’ behaviors and organizational performance.

Impact of resonant leadership in reducing workplace bullying

This empirical study seeks to examine the impact of resonant leadership characterized by sub-variables (mindfulness, hope, and compassion) in reducing workplace bullying in the Commerce and Industry Chamber in Sulaymaniyah City - Kurdistan Region - Iraq. For conducting this study, the data was collected through primary sources using a survey questionnaire collected data from a population consisting of (50) employees of the chamber and a sample size consisting of (45) employees. The obtained data were analyzed using statistical analysis tools by SPSS V.24 . The results showed that resonant leadership has a significant negative impact on workplace bullying. This study recommends providing the appropriate organizational environment and culture in the workplace that works to reduce workplace bullying. The outcome of the research shows that the high existence of workplace bullying, meanwhile using resonant leadership reduces workplace bullying efficiently.

Linking resonant leadership, psychological ownership, and organizational commitment: The mediating role of employee empowerment

The purpose of the current study is to identify the antecedents of psychological ownership and organizational commitment since these constructs could influence different behavioral outcomes at the workplace, such as task performance, creativity, and organizational citizenship behavior. Through practicing resonant leadership, highly empowered employees are expected to have a deeper feeling of psychological ownership and more sense of commitment to an organization. In this study, the direct relationships of resonant leadership on psychological ownership and organizational commitment via employee empowerment were investigated. Data were collected from 232 employees working at healthcare corporations listed on the Amman Stock Exchange in Jordan. Structural equation modeling was utilized to analyze the data. Results proposed that psychological ownership and organizational commitment were related to resonant leadership. Moreover, employee empowerment played a significant role, as a mediator between resonant leadership and psychological ownership and between resonant leadership and organizational commitment. Therefore, employees working with resonant leaders and having effective empowerment are expected to get higher levels of psychological ownership and tend to be highly committed to their organizations.

Multilevel analysis of resonant leadership and subordinate's work performance during COVID-19: a study of the indian software industry.

This study examined the multilevel model that explains how the interaction effect of resonant leadership and gender identity influences proposed outcomes through the mediating role of psychological capital. We performed a multilevel analysis by conducting an online survey using multisource data from the 104 team/project leaders and 527 team members of nine major Indian IT companies. The results demonstrated that psychological capital positively and significantly mediated the relationship between resonant leadership and work performance. The mediation role was stronger when androgynous identity attenuated the relationship between resonant leadership and psychological capital at a higher level. The study adds a unique lens to the literature of resonant leadership and proposes outcomes by validating it through the hierarchical linear modelling principle and efficient statistical procedures. This is the first study to empirically confirm the multilevel moderation mediation process wherein psychological capital mediates the relationship between resonant leadership and work performance, subject to the leader’s androgynous identity level.

PRÁTICAS DE LIDERANÇA RESSONANTE ENTRE ENFERMEIROS GESTORES NO CONTEXTO HOSPITALAR: ESTUDO TRANSVERSAL

ABSTRACT Objective: analyze Resonant Leadership style among the nurse managers from the perspective of nurse managers and nurses. Methods: cross-sectional study, carried out in a hospital in Guyana. Participants were 171 registered nurses and nurse managers. Data were collected from July to October 2020 using Resonant Leadership scale and a socio demographic questionnaire. Results: in self-version, the total leadership rating was 38.9 for nurses and 41.6 for managers (p=0.003). The age category at most 30 are more likely to give a low rating of themselves than the age category 50 - 69 (p = 0.046). Managers scored on average 3.44 points more than nurses for the self total leadership rating. Conclusion: resonant leadership is practiced at a moderate level and managers have higher scores. Nurse Managers can improve their leadership style.

The impact of intersectionality on nursing leadership, empowerment and culture: A case study exploring nurses and managers' perceptions in an acute care hospital in Aotearoa, New Zealand.

This study determines whether the culture within an acute care hospital empowers 'all' nurses to be leaders by exploring intersectionality and nursing leadership in the context of the social environment. Nurses practice leadership in their day-to-day activities as clinical leaders alongside traditional roles of management and leadership. However, some nurses do not acknowledge nursing work as leadership activity, nor is it seen so by others where hierarchical leadership approaches remain prevalent. Social constructs of gender and race are barriers to accessing formal leadership positions for some, while dominant power structures such as class diminish the value of bedside nursing work. Unexplored is the impact of the intersection of these and other social identities on nurses being leaders. An embedded case study design. Thirty-one participants participated in semi-structured interviews. Four levels of analysis including inductive and deductive approaches were applied to the data. The research complied with COREQ guidelines for reporting qualitative research. This study shows nurses do not identify themselves as leaders without an associated title and the pathway to leadership varies depending on intersecting social constructions. The impact of the organisational structures and the experience of navigating intersecting social constructions on nurses being leaders goes unseen, privileging some while disadvantaging others. Health organisations need to be aware of intersectionality in the workplace and explore equity in their structures to be genuinely empowering. Nursing leadership must examine strategies that challenge and decolonise the nursing profession. Bedside nurses should be given more power and respected as leaders of the patient experience, achievable through a renewed emphasis on the fundamentals of care and resonant leadership, which can neutralise a culture of managerialism. Intersectionality can inform the development of new nursing leadership roles that enable nurses to remain clinically active, widening opportunities.

The negative effect of incivility on job satisfaction through emotional exhaustion moderated by resonant leadership

Job dissatisfaction challenge among nurses has a remarkable impact on patient safety and quality of any healthcare system. The study examines the negative effect of workplace incivility on job satisfaction among nurses through the mediation of emotional exhaustion and helps understand the moderating role of resonant leadership between emotional exhaustion and job satisfaction. The study adopts a cross-sectional self-administered survey design to collect 129 responses of registered nurses based on a stratified random sampling technique in Pakistan. Smart-PLS analyzed data revealed the statistically direct insignificant effect of workplace incivility and significant indirect effect on job satisfaction through emotional exhaustion. The results affirmed the emotional exhaustion mediation where resonant leadership had a significant positive moderating role that buffered the negative effect of emotional exhaustion on job satisfaction. Though potentially useful for HR managers, this study is exposed to sample and generalizability limitations. Therefore, opens consideration for solutions in further explorations.

A quest for quality care: Exploration of a model of leadership relationships, work engagement, and patient outcomes

AimTo explore the effects of resonant leadership, leader exchange relationships and perceived organizational support on work engagement and patient outcomes.DesignA cross‐sectional survey design.MethodsData were collected in June and July 2016 from 252 nurses and clerical staff and institutional patient safety (falls rates) and patient satisfaction (Friends and Family Test) in New Zealand. Data were analysed with structural equation modelling (SEM).ResultsThe final model was an excellent fit to the data (χ2 (22, N = 252) = 39.048, p = 0.014). Resonant leadership was significantly and positively associated with relationships at work, perception of unit care quality (β = 0.28, p < 0.001), reduced falls rates (β = −0.14, p < 0.05) and better patient satisfaction (β = −0.41, p < 0.001). A direct effect of resonant leadership was demonstrated on patient satisfaction (β = 0.20, p < 0.01). Perceived organization support (β = 0.40, p < 0.001) and leader–member exchange (β = 0.46, p < 0.001) were confirmed antecedents of work engagement. Work engagement was confirmed as an antecedent of nurse perception of unit care quality (β = 0.21, p < 0.001). Where social exchanges exist, work engagement mediates these. Three further mediated paths bypassed work engagement altogether.ConclusionExisting literature investigating the drivers and impacts of work engagement predominantly focuses on staff outcomes rather than patient outcomes. The findings identify modifiable factors to improve staff experience, patient safety, and ultimately patient satisfaction. Resonant leadership, a relational style, is a core antecedent of quality care and positively associated with staff experience and patient outcomes.ImpactThis investigation into a real‐world problem for nurse leaders also confirmed that an organizational focus on work engagement is not always required. Resonant leadership improves staff work experience, patient safety, and patient satisfaction. Nurse leaders should measure, foster, and develop resonant leadership in practice.

The Role of Resonant Leadership, Workplace Friendship and Serving Culture in predicting Organizational Commitment: the Mediating Role of Compassion at Work

Purpose – This study aims to empirically demonstrate the positive effects of resonant leadership, workplace friendship and serving culture on organizational commitment through a mediating role of compassion at work. Design/methodology/approach – The data are collected from 442 front line employees (FLEs) working in Pakistani healthcare organizations by employing a cross-sectional survey. The collected data are analysed through the structural equation modelling (SEM) technique, using SmartPLS 3.0. Findings – All the proposed relationships are statistically supported. We found that resonant leadership, serving culture and workplace friendship predict normative commitment among healthcare frontliners through a mediating role of compassion at work. The results demonstrate an excellent model fit, where all the direct as well as indirect hypotheses are supported by the data. Originality/value – The analysis of the positive effects of resonant leadership, workplace friendship and serving culture as a unified framework to predict organizational commitment via the mediating role of compassion in a healthcare setting is unique to this study.

The first shall be last… – A biblical inversion of leadership traps and pressure-cooker appetites for ambitious statuses

As virtuous leadership appears to be under severe pressure in all areas of life, it is the aim of this article to determine whether this biblical axiom holds suitable and valuable guidelines to counter contemporary leadership traps and assist leaders not to succumb to ambitious leadership cravings. The article determines whether the biblical axiom, the first shall be last and the last shall be first (Mt 20:15–16), holds the capacity to invert the corrupt pressure-cooker drives for both religious and secular leadership ambitions. It examines the biblical and ethical wisdom of this teaching as well as the authoritative relevance it holds for leadership formation and practice. It determines whether a biblically infused value system still contains the moral capacity that contributes to the observance of resonant and ethical leadership capable of reversing pervasive situations of corrupt and incompetent leadership. In addition, the article contemplates the Christian weight of this biblical axiom to place those who are last, first in the service of leadership. In the same vein, it examines some of the ‘leadership traps’ experienced by persons who occupy lay, clerical, professional and secular positions. It endeavours to offer reflective biblical, moral and spiritual solutions that arise from the spirituality offered by Matthew 20:16 to current leadership demises. Contribution: The theme of the Leadership conference where this article was presented was the biblical verse: ‘The first shall be last and the last shall be first’ (Mt 20:15–16). The article focuses directly on the implications of the biblical axiom and relate, as well as, translate it to leadership difficulties as experienced today.

The Degree of Practicing Resonant Leadership Among Kindergarten Female Principals in Gaza Governorates and Its Relation to Their Level of Organizational Virtuousness

This research aimed at identifying the degree of practicing resonant leadership among kindergarten female principals in Gaza governorates, and its relation to their level of organizational virtuousness, from the female kindergarten teachers point of view, by using the descriptive/ correlation approach and referring to previous literature review. A questionnaire was designed consisted of (58) items distributed on (8) axes: mindfulness, hope, compassion, organizational optimism, organizational trust, organizational compassion, organizational integrity and organizational forgiveness, and after verifying its validity and reliability, the questionnaire has been applied to a stratified random sample of (252) female kindergarten teachers. The research found that the degree of kindergarten female principals' practice of resonant leadership was intermediate, and that the level of organizational virtuousness is also intermediate, there was also revealed a positive correlation statistically significant at (α≥ 0.05) between the degree of practicing resonant leadership among kindergarten female principals in Gaza governorates and their level of organizational virtuousness.The research recommended the necessity of developing an integrated plan to spread the two cultures of resonant leadership and organizational virtuousness in kindergartens and organizing awareness meetings for kindergarten female principals to increase their knowledge of the two entrances to resonant leadership and organizational virtuousness and their impact on organizational development.

Employee engagement: A study of survivors in Indian IT/ITES sector

This study aims to develop a conceptual framework of employee engagement in downsized organisations and further investigate its association with employer branding. A sample of 220 middle managers of Indian IT/ITES companies was selected. Structural equation modelling was used to evaluate the hypothesised model. Results indicate that internal corporate communication, knowledge sharing, continuous learning, intrapreneurship, and perceived communication satisfaction are positively associated with employee engagement. Employee engagement is also positively associated with employer branding. However, resonant leadership is negatively associated with employee engagement. The current study will help practitioners redesign their employee engagement practices to build a strong employer brand.

An empirical investigation of innovation process in Indian pharmaceutical companies

PurposeThe purpose of this paper is to develop a conceptual framework exploring innovation process in research and development units of organizations. Research and development (R&amp;D) teams of pharmaceutical firms operating in India were the unit of analysis.Design/methodology/approachData were collected from 352 leaders and equal number of team members working in R&amp;D teams. Responses were collected through questionnaire survey method. Questions to measure variables of members’ proactive personality, emotional intelligence, trust, task reflexivity, team creativity and innovation adoption were answered by team leaders. Similarly, questions on variables, resonant leadership style of team leaders, team information sharing process and climate for innovation were answered by team members. Out of 450 distributed questionnaires, 352 completely filled responses were finally obtained, with a response rate of 78 percent. Data were analyzed through structural equation modeling using AMOS 21.0 software package.FindingsFindings of the study reveal that members’ proactive personality, emotional intelligence and trust enhance members’ learning ability called task reflexivity. This learning is further promulgated with the intervention of team information sharing process and support for innovation. Team creativity enhances innovation implementation in organizations. However, resonant leadership style of team leaders does not support task reflexivity.Practical implicationsOverall, the study highlights that creativity is promulgated when information is disseminated among members in a supportive climate for innovation. Organizations can create and innovate by developing capability of members who are proactive, emotionally intelligent and who trust their colleagues, so that team members can rationally judge organizational priorities, learn from their colleagues, plan and execute novice ideas to serve market needs.Originality/valueR&amp;D team enhances creativity and innovation in organizations by leveraging their talent and skills. This work is an attempt to develop an innovation process model in Indian pharmaceutical organizations to promulgate creativity and innovation through R&amp;D teams.

Organizational Schizophrenia in Indian Organizations: The Mitigating Role of Resonant Leadership

Toxicity in organizations is not something new. One of its manifestations - occupational stress though is a thoroughly researched area,but in recent years it has got heightened attention,and this has something to do with the various kinds of problems that are engulfing organizations today. Today we have problems such as organizational paranoia and organizational schizophrenia on which the authors have decided to specifically focus on. Notall of these problems, their consequences and their mitigation have been well researched. An attempt in this direction has been made by the authors in the context of organizational schizophrenia and its mitigation with the help of resonant leadership. Resonant leadership is a fairly new concept in leadership literature popularized by the works of Goleman, Boyatzis and Mckee(2002) and others. Resonant leadership implies leading with both emotional and social intelligence. What can mitigate organizational schizophrenia was the moot point. Taking a whirlwind journey through the conceptual and the research background of Organizational Behaviour, the panacea to these new faced problems lies in the foot of resonant leadership because resonant leadership is about building relationships, sustaining them and creating a workplace resonance or vibrancy. Loss of meaning and purpose of life, reality detachment, double bind paradox is what organizational schizophrenia is mainly about. Stress, burnout and other psychological manifestations is the natural consequence of this problem. An attempt has been made in this paper to find the extent of this problem in Indian organizations and how resonant leadership will mitigate it.

Resonant Leadership and It’s Impact on Psychological Empowerment In Automotive Organizations

Resonant leaders utilize passionate and social knowledge aptitudes to recharge themselves, make positive connections, and cultivate a sound, dynamic condition to draw in others towards a shared objective. They do this through care, expectation and sympathy. Resonant Leaders are those who rouse individuals in their organization what's more, they are finding new open doors inside the present difficulties, making trust even with dread and sadness. Researchers also examined that these leaders are moving individuals – effectively, energetically, and intentionally, in this manner: incredible pioneers are full leaders as they are alert, mindful and receptive to themselves, to other people and to world around them. Managers can emphatically influence singular imagination and firm inventiveness by supporting worker's innovative conduct and also psychologically empowering employees in the organizations.This study shall examine it from the angle of behavioural science as well as in the context of managers in automotive industries. Resonant leadership and Psychological empowerment are highly important issues. Survey questionnaire method is used to look at Psychological strengthening crosswise over four measurements (which means, ability, self-assurance, and effect) and preparation for change. Three dimensions of Resonant leadership (mindfulness, hope, compassion) have been included in this study. The information were examined with descriptive statistics.

RELATIONSHIP BETWEEN RESONANT LEADERSHIP PERCEPTION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG ISFAHAN AZAD UNIVERSITY STAFFS

Purpose: This study aimed at specifying the relationship between resonant leadership perception and organizational citizenship behavior among Isfahan Azad University staffs and was conducted through a correlational descriptive method.&#x0D; Methodology: Research population was all the staffs of Isfahan Azad University, 375 individuals, among whom 189 individuals were accidentally selected based on Cochran sample mass according to their units or departments of work. Instruments used for this study are; Wagner (2010) questionnaire of Resonant leadership, Alonen (2008) questionnaire of organizational trust, and questionnaire of organizational citizenship behavior of Poudsakov (1990). Cronbach's Alpha computed the stability of these questionnaires as 0.79, 0.82, and 0.80 for resonant leadership, organizational trust and organizational citizenship behavior, respectively.&#x0D; Main Findings: Data analysis shows that there is no meaningful relation between resonant leadership perception and organizational citizenship behavior (OCB). (r=0.096). But a meaningful relationship exists between organizational trust (r=0.189), side trust (r=0.153), vertical trust (r=0.229), institutional trust (r= 0.189) and organizational citizenship behavior.&#x0D; Implications: Results of this study can help education administrator to understand organizational citizenship behavior among Isfahan Azad University staff’s activity.&#x0D; Originality: This study is first of its kind in researching relationship between resonant leadership perception and organizational citizenship behavior among Isfahan Azad University, Iran staffs.

Impact of Managers' Coaching Conversations on Staff Knowledge Use and Performance in Long-Term Care Settings.

Extended lifespans and complex resident care needs have amplified resource demands on nursing homes. Nurse managers play an important role in staff job satisfaction, research use, and resident outcomes. Coaching skills, developed through leadership skill-building, have been shown to be of value in nursing. To test a theoretical model of nursing home staff perceptions of their work context, their managers' use of coaching conversations, and their use of instrumental, conceptual and persuasive research. Using a two-group crossover design, 33 managers employed in seven Canadian nursing homes were invited to attend a 2-day coaching development workshop. Survey data were collected from managers and staff at three time points; we analyzed staff data (n = 333), collected after managers had completed the workshop. We used structural equation modeling to test our theoretical model of contextual characteristics as causal variables, managers' characteristics, and coaching behaviors as mediating variables and staff use of research, job satisfaction, and burnout as outcome variables. The theoretical model fit the data well (χ2 = 58, df = 43, p = .06) indicating no significant differences between data and model-implied matrices. Resonant leadership (a relational approach to influencing change) had the strongest significant relationship with manager support, which in turn influenced frequency of coaching conversations. Coaching conversations had a positive, non-significant relationship with staff persuasive use of research, which in turn significantly increased instrumental research use. Importantly, coaching conversations were significantly, negatively related to job satisfaction. Our findings add to growing research exploring the role of context and leadership in influencing job satisfaction and use of research by healthcare practitioners. One-on-one coaching conversations may be difficult for staff not used to participating in such conversations. Resonant leadership, as expected, has a significant impact on manager support and job satisfaction among nursing home staff.

Reflections on Library Leadership

Leadership is a complex topic, one that is generating extensive research and analysis across disciplines. This article focuses on four theories pertinent to the library profession: emotional intelligence, four frames, resonant leadership, and multicultural leadership. The last of these theories has generated little attention.

Exploring Nurse Faculty Incivility and Resonant Leadership

Exploring Nurse Faculty Incivility and Resonant Leadership

Effect of Supportive Work Environment on the Job Satisfaction of Registered Nurses : Resonant Leadership and Structural Empowerment

Effect of Supportive Work Environment on the Job Satisfaction of Registered Nurses : Resonant Leadership and Structural Empowerment