Monography analyzes the praxis of successful Slovene and international companies based on the theory of authentic leadership theory. Focus was on investigating the latest findings in the field of management learning and knowledge. Research of the sample of successful Slovene companies demonstrated the meaning of leading processes and people when implementing corporate strategy. Positive psychological capital proved to be key developmental mechanism. Authours compare approaches to leadership development in Eastern and Western cultural environment and emphasize the balanced approach to benchmarking analysis that recognizes and satisfies local needs with consideration of the global trends.
COBISS.SI-ID: 267302400
Emphasizing the role of the organizational context and adopting a multilevel approach, we propose that the interplay between HR system configurations and relational climates has a cross-level effect on employee proactive behavior. Using a sample of 211 employees in 25 companies, we show that the laissez-faire context – featuring a combination of a weak compliance HR configuration and a strong market-pricing relational climate – is better suited for fostering employee proactive behavior than the nurturing context, which is characterized by a strong HR commitment configuration and a strong communal-sharing relational climate. We also found that combining a strong commitment HR configuration with a weak communal-sharing climate is associated with more employee proactivity.
COBISS.SI-ID: 23148774
Job crafting offers several beneficial organisational outcomes, yet little is known about what makes employees engage in it. In particular, the role of leaders in influencing their subordinates to engage in job crafting has been largely understudied. Drawing on role theory, we suggest that the congruence of leader–subordinate autonomy expectations nurtures subordinates’ experiences of having their competences adequately utilised in their jobs. This experience, which involves the competence mobilisation of their work roles, subsequently fosters subordinates’ engagement in job crafting behaviour. A two-stage field study of 145 leader-subordinate dyads using cross-level polynomial regression and response surface analysis supported the (in)congruence hypotheses. The results also demonstrated that subordinates’ perceived competence mobilisation mediates the relationship between autonomy expectation (in)congruence and job crafting. In addition, leader coalition as a moderator strengthens the effect of perceived competence mobilisation as a psychological condition for job crafting.
COBISS.SI-ID: 23217382
Skrivanje znanja preprečuje kolegom generiranje ustvarjalnih idej in ima hkrati lahko negativne posledice na ustvarjalnost samega skrivalca znanja. Sledeč teoriji družbene izmenjave predlagamo, da ko zaposleni skriva znanje, sproži recipročno zanko nezaupanja, v kateri so sodelavci nepripravljeni deliti znanje z njim. Nadalje predpostavljamo, da so ti učinki odvisni od motivacijske klime, tako da so negativni učinki skrivanja znanja na lastno ustvarjalnost povečani v klimi spodbujanja delovne uspešnosti in zmanjšani v klimi spodbujanja mojstrstva. Raziskava 240 zaposlenih, razdeljenih v 34 delovnih enot v slovenskem podjetju je razkrila negativno razmerje med skrivanjem znanja in ustvarjalnostjo skrivalca znanja, prav tako kot moderacijsko vlogo klime spodbujanja mojstrstva. Študija 2 je replicirala te ugotovitve v eksperimentu z 132 dodiplomskimi študenti, kjer smo testirali recipročno zanko nezaupanja in jo primerjali z alternativnim intrapsihološkim procesom, ki temelji na situacijskem regulatornem fokusu.
COBISS.SI-ID: 21288678
We propose and empirically test a multilevel model of crosslevel interactions between leader selfperceptions (team level) and follower perceptions of authentic leadership on job satisfaction. Data from 24 supervisors and 171 team members were used. Applying hierarchical linear modeling, we found that follower perceptions of authentic leadership predict employee job satisfaction. We also found support for the interaction effect of leader selfperceptions and follower perceptions of authentic leadership in predicting job satisfaction, integrating the leaderand followercentric perspectives of authentic leadership. Polynomial regression analysis further supported the fact that the congruence between leader self perceptions and follower perceptions of authentic leadership is beneficial and that both need to be present at high levels to produce the most beneficial results in terms of followers’ job satisfaction.
COBISS.SI-ID: 21786342