MyMedR

Displaying all 3 publications

Abstract:

Sort:

Comparing empowering, transformational, and transactional leadership on supervisory coaching and job performance: A multilevel perspective

Lee MCC, Ding AYL

Psych J, 2020 Oct;9(5):668-681.
PMID: 32022454 DOI: 10.1002/pchj.345

With a leader being able to possess different types of leadership styles, there is a lack of literature investigating which leadership style best facilitates supervisory coaching behavior. The current study aimed to investigate which leadership style would exhibit supervisory coaching behavior, and if supervisory coaching behavior would mediate the relationship between leadership styles and job performance. The study compared the effects of three leadership styles-transformational, transactional, and empowering leadership-on supervisory coaching behavior, which has been reported to influence job performance. A multilevel approach was adopted in this study using 500 employees from 65 organizations within Malaysia. The study found that only empowering and transactional leadership styles exhibited supervisory coaching behavior, which in turn mediated their relationships with job performance. Overall, the findings suggest the importance of leadership styles that prioritize employee development, as these would lead to improved job performance in employees.
The Relationship Between Market Culture, Clan Culture, Benevolent Leadership, Work Engagement, and Job Performance: Leader's Dark Triad as a Moderator

Lee MCC, Ding AYL

Psychol Rep, 2022 Aug 18.
PMID: 35981716 DOI: 10.1177/00332941221121564

Benevolent leadership is one of the leadership styles which provides a positive influence on employees. However, the current leadership literature has yet to investigate how benevolent leadership leads to job performance, the processes involved, the relationship between organizational culture and benevolent leadership, and the role of dark side of leaders in affecting this relationship. Using the leader-culture fit framework within an Eastern context, the current study first investigates the relationship between benevolent leadership and job performance through work engagement. The study then compares two contrasting organizational culture (i.e., market culture and clan culture) on benevolent leadership. Finally, the study investigates how leaders' dark triad affects the relationship between organizational culture and benevolent leadership. 374 full-time white-collar employees (Males = 54.01%; Mean age: 32.7 years) from various private organizations within the service industry participated in this study. The results showed that work engagement mediated benevolent leadership and job performance. Market culture showed a negative relationship with benevolent leadership while clan culture showed a positive relationship with benevolent leadership. Benevolent leadership mediated clan culture (but not market culture) and work engagement. Under a high market culture with a high dark triad leader, benevolent leadership is at its lowest level. Under a high clan culture with a low dark triad leader, benevolent leadership is at its highest level. The findings suggest the importance of benevolent leadership within a clan culture (rather than market culture), in aligning with the leader-culture fit framework in increasing employees' work engagement and job performance.
Fulltext Exploring the mediating role of flexible working hours in the relationship of supervisor support, job and life satisfaction: A study of female nurses in China

Dousin O, Wei CX, Balakrishnan BKPD, Lee MCC

Nurs Open, 2021 11;8(6):2962-2972.
PMID: 34390214 DOI: 10.1002/nop2.1008

AIMS: To examine the mediating role of flexible working hours on the relationship between supervisor support, job and life satisfaction among female nurses in China.
DESIGN: A cross-sectional, quantitative study was conducted with online survey questionnaires.
METHODS: Convenience sampling was implemented with 171 female nurses from two tertiary public hospitals in 2019.
RESULTS: The mediation analysis demonstrates that flexible working hours significantly and positively mediate the relationship between supervisor support to job (β = 0.775, p

Filters

Please provide feedback to Administrator (afdal@afpm.org.my)

External Links