The relationship between servant leadership and team innovation performance: Mediating effect of self-efficacy
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SUBMITTER: Ren L
PROVIDER: S-EPMC10951603 | biostudies-literature | 2024 Mar
REPOSITORIES: biostudies-literature
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Project description:Using a multi-source field study design with 184 unique triads of employees-supervisor dyads, this paper examines whether servant leaders install a serving attitude among employees. That is, servant leaders aim to encourage employees to take responsibility, to cooperate and to create high quality interactions with each other (team-member exchange; TMX). We hypothesise that servant leadership will have an influence on Organisational Citizenship Behavior (OCB) and creativity through team-member exchange. Two facets of OCB are distinguished: organisational citizenship behaviour towards individuals (OCBI), on the one hand, and taking up extra tasks that benefit the organisation (OCBO), on the other hand. The results show that servant leadership is positively related to team-member exchange, and that team-member exchange is positively related to OCBI, OCBO and creativity. The bootstrapping estimates indicated significant indirect effects of servant leadership on the three target variables through team-member exchange. The study's findings add to the body of literature on servant leadership, OCB and creativity at the workplace, and underline the importance of creating favourable working conditions that foster positive and high quality team-member exchange. This study also broadens our understanding on the importance of co-workers on the relation between servant leadership and organizational citizenship behavior (OCB) and creativity.
| S-EPMC5853814 | biostudies-other
Project description:We examine the association between benevolent leadership and team creative performance in scientific research teams. Moreover, the mediating effects of creative self-efficacy and the moderating effects of openness to experience on the relationship were also analyzed. The study sample comprised 251 postgraduates from 58 scientific research teams in Chinese universities. Results revealed that benevolent leadership was positively related to team creative performance, and creative self-efficacy partially mediated this positive relationship. When team personality composition had a high average team level of or a low level of variance on openness to experience, the relationship between creative self-efficacy and team creative performance was stronger. The same situation also occurred as an indirect effect of benevolent leadership on team creative performance through creative self-efficacy. This study suggests that while people may pay focus on benevolent leadership and creative self-efficacy, team personality composition should also be considered in scientific research team practices.
| S-EPMC8814604 | biostudies-literature
Project description:IntroductionAuthentic leadership has been identified as a style needed to promote quality patient care and nurses' retention.ObjectiveThe objective of this study was to investigate the correlation between the authentic leadership exhibited by nurse managers and the levels of resilience and self-efficacy among nurses.MethodsA descriptive correlational study was conducted in an Egyptian hospital. A sample of convenience nurses (N = 285) completed the Authentic Leadership Inventory, the Connor-Davidson Resilience Scale, and the General Self-Efficacy Scale. The data were analyzed with correlation and structural equation modeling.ResultsThe highest percentages of nurses (53.33% and 45.96%) perceived their nurse managers as having either moderate or high levels of authentic leadership. The majority of nurses rated themselves as moderately resilient (63.98%, 25.59 ± 6.56) and highly efficacious (76.70%, 30.68 ± 4.95). Furthermore, the analysis conducted using SPSS-AMOS reveals a significant positive association between the variables. Specifically, authentic leadership, along with its constituent components, accounts for approximately 22% of the overall variance observed in nurses' resilience. Additionally, it is shown that these same factors explain approximately 34% of the variance in nurses' self-efficacy. Moreover, the mediating role of self-efficacy was found to explain 49.3% of the variability in nurses' resilience.ConclusionNurse leaders should be aware of and implement effective and authentic leadership behaviors and apply tailored strategies for fostering nurses' resilience and self-efficacy to deal with the challenging healthcare environment.
| S-EPMC10644731 | biostudies-literature
Project description:The current study proposes a moderated mediation model to explain the relationship between humble leadership and team innovation. Our hypothesis integrates social information processing (SIP) theory with the existing literature on humble leadership. As a result, we theorize that when a humble individual leads a team, the team members are more likely to reconsider strategies, review events with self-awareness, share diverse information, and adapt to new ideas, which in turn promotes innovative team activities. Moreover, consistent with the research that emphasizes the inclusion of team culture in exploring leader-innovation relationships, we investigate the moderating role of a team's expertise diversity in the above positive, indirect relationship. We test our model by using both archival and survey data collected from 135 teams within 18 medium-to-large internet technology firms in China. The findings largely support our theoretical assertions, suggesting that humble leadership has important implications for team processes and innovation.
| S-EPMC9097902 | biostudies-literature
Project description:This paper analyses the relationship between servant leadership, innovative capacity and performance in Third Sector entities and proposes a mediation model. This research is based on a two-fold theoretical approach: the servant leadership approach and the resource-based approach. The data have been obtained through a survey sent to territorial and functional managers of Third Sector entities. The fieldwork ran from June to September 2019. At the end of the entire process, 85 valid questionnaires were obtained. For the analysis of the results, a double methodology has been used: (1) a method of second order structural equations (PLS-SEM) and, (2) qualitative comparative analysis (QCA). The main contributions of this work are: 1) a double theoretical approach has been applied in this work, which has allowed to adequately define the relationships between servant leadership, innovation capacity and performance in Third Sector entities; (2) the application of a double data analysis methodology has allowed us to obtain robust and reliable results; (3) the measures of the three composites used (servant leadership, innovative capacity and performance) have adequate reliability and validity values; (4) the servant leadership positively influences the performance of Third Sector entities being able to explain the 35.6% of the variation of the performance of these entities and besides, it is a necessary condition for this performance to take place, (5) the average innovative capacity in the influence of the servant leadership in the performance of the entities of the Third Sector, being a necessary condition. Mediation is total, eliminating the direct effect of servant leadership on the performance of third Sector entities and increasing the capacity to explain the variation in the performance of Third Sector entities up to 44.7%.
| S-EPMC7054347 | biostudies-literature
Project description:BackgroundEthical leadership is crucial in nursing management, and self-compassion is increasingly recognized as a significant factor influencing nurses' job performance. Although the link between ethical leadership and nurse job performance has been established, the specific mechanisms that underlie this relationship remain unclear. Additionally, there is a paucity of research examining the potential role of self-compassion in this context. This study aims to investigate the relationship between self-compassion, ethical leadership, and nurses' job performance while also validating the mediating role of self-compassion.MethodsThis study employed a convenience sampling method to conduct a cross-sectional online survey involving 968 nurses from four tertiary-level hospitals in Xi'an, China, conducted between April and May 2024. Participants completed self-report questionnaires that included the Ethical Leadership Scale, Self-Compassion Scale, and Job Performance Scale. Data analysis was performed using descriptive statistics, the Mann-Whitney U test, the Kruskal-Wallis H rank sum test, Spearman correlation analysis, and the PROCESS tool within SPSS.ResultsThe analysis revealed a significant positive correlation between ethical leadership and self-compassion (r = 0.631, p < 0.01), as well as between ethical leadership and job performance (r = 0.688, p < 0.01). Additionally, a positive correlation was found between self-compassion and job performance (r = 0.564, p < 0.01). Mediation analysis indicated that self-compassion partially mediated the relationship between ethical leadership and job performance. The overall impact of ethical leadership on job performance (β = 0.680) comprised a direct effect (β = 0.499) and an indirect effect mediated by self-compassion (β = 0.181). The mediating effect accounted for 26.62% of the total effect.ConclusionThe results of this study indicate that ethical leadership not only directly predicts nurses' job performance but also indirectly influences it by enhancing their levels of self-compassion. Consequently, nursing managers should prioritize the cultivation and reinforcement of ethical leadership styles while fostering a supportive environment that promotes effective self-compassion practices. Implementing these strategies is essential for improving nurses' job performance and well-being, ultimately contributing to a higher quality of care and greater stability within the nursing team.
| S-EPMC11750769 | biostudies-literature
Project description:Purpose:The purpose of this study is to develop and validate a Japanese version of the Servant Leadership Scale and to clarify the relationship between servant leadership (SL) and well-being among Japanese workers. Methods:After the Japanese version of the SLS (SLS-J) and of its short form (SLS-J-short) were developed in conformity with the guidelines (Wild et al., 2005), a web-based survey was administered to 516 Japanese employees (20 or older and have a supervisor). Confirmatory factor analysis (CFA) was conducted to evaluate a construct validation of the SLS-J and the SLS-J-short. Convergent validity was estimated with theoretically related constructs (e.g., transformational leadership, supervisory support, and interpersonal justice) and potential consequences of SL (e.g., affective commitment, work engagement, job satisfaction, organizational citizenship behavior (OCB), psychological distress, and work performance). Intraclass correlation coefficient (ICC) using the test-retest method was conducted with 104 of the initial respondents to assess internal consistency reliability. Additionally, the effects of SL on employees' work engagement and the mediating role of employees' affective commitment were estimated. Results:CFA confirmed that an eight-factor model (SLS-J) and a five-factor model (SLS-J-short) had the most satisfactory fits for the two scales with Japanese workers. Tests of convergent validity and reliability showed sufficiency for each of the dimensions of SLS-J and SLS-J-short. Additionally, it was revealed that SL has an impact on employees' work engagement through a mediation of affective commitment at a cross-sectional level, and the indirect association between SL and work engagement via affective commitment remained afterward. Conclusion:SLS-J and SLS-J-short were confirmed to have good reliability and validity for Japanese workers. Also, this study found that SL has an important role in enhancing the engagement of workers.
| S-EPMC7492659 | biostudies-literature
Project description:The study aimed to analyze the relationship between athletes' perceptions of athlete leadership quality, team identification, inside sacrifice, and performance. A total of 299 players of collective sports (soccer, beach soccer, basketball, volleyball; M age 19.05, SD = 5.10) participated through a cross-sectional design survey. Data were analyzed using structural equation modeling. Results highlight the positive relationships between perceived quality of athlete leaders, inside sacrifice, and perceived performance, and between inside sacrifice and perceived performance. Furthermore, inside sacrifice perceived by the athletes was a positive mediator between perceived athlete leadership quality and perceived performance. Also, team identification was a positive mediator in the association between inside sacrifice and perceived performance. These findings extend knowledge about the athlete leadership quality context. These results can also be useful for further research and implications in team sports' performance, as coaches and sports psychologists would have more information about their teams' perceptions of leadership quality to achieve positive outcomes in players' inside sacrifice and performance. The findings also highlight the importance of developing team identification to improve the relationships between perceived athlete leadership quality, inside sacrifice, and perceived performance.
| S-EPMC8255367 | biostudies-literature
Project description:ObjectivesInadequate self-efficacy of resuscitation team members may impair team performance, but high self-efficacy does not guarantee competence. We evaluated the relationship between individual self-efficacy and resuscitation team competence.DesignSecondary analysis of a randomized controlled trial.SettingHigh-fidelity in situ in-hospital cardiac arrest simulations at seven hospitals in Utah.SubjectsMultidisciplinary cardiac arrest resuscitation team members.InterventionsNone.Measurements and main resultsResuscitation team members completed surveys evaluating resuscitation self-efficacy (confidence in resuscitation role, difficulty thinking clearly, and concerns about committing errors) after each simulation. The primary outcome was event-level chest compression hands-on fraction greater than 75%. Secondary outcomes included other measures of resuscitation quality, advanced cardiac life support protocol adherence, and nontechnical team performance. Analyses employed the Datta-Satten rank-sum method to account for response clustering within simulation events. Of 923 participants in 76 analyzable simulations, 612 (66%) submitted complete surveys and 33 (43%) resuscitation teams achieved hands-on fraction greater than 75%. Event-level chest compression hands-on fraction greater than 75% versus less than or equal to 75% was not associated with the percentage of resuscitation team members reporting confidence in their team role (n = 213 [74%] vs. n = 251 [77%], respectively, p = 0.18), lack of difficulty thinking clearly (n = 186 [65%] vs. n = 214 [66%], p = 0.92), or lack of worry about making errors (n = 155 [54%] vs. n = 180 [55%], p = 0.41). Team members' confidence was also not associated with secondary outcomes, except that teams with confident members had better values for composite (3.55 [interquartile range, IQR 3.00-3.82] vs. 3.18 [IQR 2.57-3.64], p = 0.024) and global (8 [7-9] vs. 8 [6-8], p = 0.029) scales measuring nontechnical team performance.ConclusionsTeam members' self-efficacy was not associated with most team-level competence metrics during simulated cardiac arrest resuscitation. These data suggest that self-efficacy should have a limited role for evaluation of resuscitation training programs and for initial certification and monitoring of individual resuscitation team members' competence.
| S-EPMC10803034 | biostudies-literature
Project description:Innovation has emerged as a crucial factor in the sustenance and growth of enterprises. Nonetheless, small and medium-sized enterprises (SMEs) confront numerous challenges in their pursuit of innovation, owing to constraints in capital, expertise, and knowledge resources. Drawing on the resource-based theory and the input-process-output (IPO) model, this study devises a mechanism model to assess the impact of knowledge heterogeneity and innovation performance on small and medium-sized manufacturing enterprises in Guizhou Province, China. The objective is to offer recommendations for the advancement and innovation of enterprises with relative knowledge resource deficiencies. A total of 324 valid questionnaires were gathered, and the acquired data were analyzed employing SPSS 23.0 and Amos 26.0. The findings reveal that knowledge heterogeneity exerts a significantly positive influence on innovation performance. Task conflict and relationship conflict serve as partial mediators in the effects of knowledge heterogeneity on innovation performance. By capitalizing on the heterogeneity of internal and external knowledge, enterprises can effectively enhance their innovation outcomes. Furthermore, the study demonstrates that knowledge sharing possesses a moderating effect on the impact of knowledge heterogeneity on task conflict, relationship conflict, and innovation performance. In a conducive sharing environment, the ultimate effect of knowledge heterogeneity on innovation is subject to alteration.
| S-EPMC10547209 | biostudies-literature