Comprendre les effets du leadership d’habilitation sur les comportements positifs et négatifs de performance
Étude dans le secteur manufacturier
Bibliographic Data
| ID | 21570853 |
|---|---|
| Authors | Nicolas Turcotte‐Légaré (0000-0002-7761-5519, HEC Montréal Montréal Québec Canada, corresponding author), Marie‐Claude Gaudet (0000-0001-7789-3845, HEC Montréal Montréal Québec Canada), Olivier Doucet (0000-0002-3266-5205, HEC Montréal Montréal Québec Canada) |
| Year | 2023 |
| Volume | 40 |
| Issue | 2 |
| Pages | 232-247 |
| Publication date | 2023-06-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration (JOURNAL) |
| Journal identifiers | ISSN: 0825-0383 • E-ISSN: 1936-4490 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/cjas.1696 |
| OpenAlex | W4297903065 |
| Language | FR |
| References cited | 88 |
For several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two mediators (psychological empowerment (PE) and affective organizational commitment). Structural equation modeling was used to analyze data from 250 employee‐supervisor dyads in the manufacturing industry. On the one hand, our results reveal that EL exerts a positive influence on citizenship and innovative behavior through increased PE. On the other hand, it is negatively associated to deviance behaviors through heightened levels of affective organizational commitment. This study allows us to better understand how EL enhances multiple performance dimensions necessary to organizations’ competitiveness in the manufacturing and other sector
Business · Business administration · Citizenship · Economics · Habilitation · Humanities · Labour economics · Loyalty · Management · Manufacturing sector · Organizational citizenship behavior · Organizational commitment · Political science · Sociology · Structural equation modeling · Job Satisfaction and Organizational Behavior · Management and Organizational Studies · Philosophy · Psychology · Social Psychology · Workplace Spirituality and Leadership · Marketing
Organizational Citizenship Behavior
Individual- and organizational-level consequences of organizational citizenship behaviors
Leadership
Antecedents and consequences of psychological and team empowerment in organizations
Development of a measure of workplace deviance.
Motivating and demotivating forces in teams
The Empowerment Process
Linking Empowering Leadership and Employee Creativity
Negative self-efficacy and goal effects revisited.
Job demands, perceptions of effort‐reward fairness and innovative work behaviour
Empowerment—Fad or Fab? A Multilevel Review of the Past Two Decades of Research
Empowering Leadership in Management Teams
Leveraging Leaders
A General Approach for Representing Constructs in Organizational Research
Commitment in the workplace
A Typology of Deviant Workplace Behaviors
Commitment to organizations and occupations
Affective commitment to the organization
Social and Economic Exchange
Why the items versus parcels controversy needn’t be one.
An emotion-centered model of voluntary work behavior
The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance
Cognitive Elements of Empowerment
A Meta‐analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior
Estimating, testing, and comparing specific effects in structural equation models
A New Model of Work Role Performance
How to Address Non-normality
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
A three-component conceptualization of organizational commitment
Common method biases in behavioral research
Affective, Continuance, and Normative Commitment to the Organization
The Affective Underpinnings of Job Perceptions and Attitudes
Self-Efficacy and Psychological Ownership Mediate the Effects of Empowering Leadership on Both Good and Bad Employee Behaviors
Employee Responses to Empowering Leadership
Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being
Attitudinal organizational commitment and job performance
Transformational leadership and organizational commitment
The measurement and antecedents of affective, continuance and normative commitment to the organization
Differential effects of empowering leadership on in-role and extra-role employee behaviors
Exchange and power in social life
The Norm of Reciprocity
| Highly cited | No |
|---|