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Abstract
Purpose
The leadership of entrepreneurs/business founders, as perceived by their employees, has received limited research attention. Using the Authentic Leadership Model as a guiding framework, this study seeks to provide an exploratory examination of the linkage between employees' perception of the business founder as an authentic leader and the employees' attitudes and happiness.
Design/methodology/approach
Participants are employees ( n =179) of 62 newer, smaller businesses. Each business represented in the study had been founded by a single owner still active in the daily operations of the company. Hierarchical linear modeling was used to analyze the two levels of data (individual and business level) gathered in the study.
Findings
As hypothesized, the employees' perception of authentic leadership serves as the strongest single predictor of employee job satisfaction ( t =6.453, p =0.000), organizational commitment ( t =6.665, p =0.000), and work happiness ( t =5.488, p =0.000).
Research limitations/implications
A convenience sampling method limits the generalizability of results. Experimental and longitudinal future research is needed to assess issues of causality as well as the strength and duration of relationships noted. Future research should focus on how the authentic leadership of the founder/entrepreneur impacts not only employee attitudes, but also the performance and long‐term viability of the emerging organization.
Originality/value
This exploratory study offers the first application of the Authentic Leadership Model within the context of entrepreneurial ventures, and provides new insights into the relationship between entrepreneur/leader behavior and employee attitudes. Findings indicate that if employees in newer, small organizations view their founder/entrepreneur as an authentic leader, it can have a positive impact on their work‐related attitudes and happiness.
... Entrepreneurial Leadership (EL) is a leadership style in which a leader influences and directs employee performance to recognize and exploit business opportunities in uncertain environments (Gupta et al., 2004;Fernald et al., 2005;Jensen & Luthans, 2006;Surie & Ashley, 2008;Renko et al., 2015;Volery et al., 2015;Chell et al., 2016;Di Fabio et al., 2016;Newman et al., 2018). ...
... However, the highest EL level was attributed to the QA style. Influencing people, consolidating ideas into opportunities and business strategy depends on the information analysis that allows evaluating and planning for risk, (Jensen & Luthans, 2006;Kickul et al., 2009;Renko et al., 2015;Chell et al., 2016;Gu et al., 2018), or which QA can be more efficient. ...
... Thus, when entrepreneurs are prone to different risks, it could lead to different business decisions (Cui et al., 2016). Considering the QA as the predominant style for EL in this course semester, it is possible to confirm the importance of the analysis of the information to minimize risks concerning the decision to lead a venture (Jensen & Luthans, 2006;Kickul, et al., 2009;CHELL et al., 2016). For the 8th semester, it was found that the higher the PI, the greater the EL. ...
Objetivo: Estimar o comportamento de liderança empreendedora de estudantes universitários de acordo com as dimensões de estilos cognitivos e flexibilidade.Desenho/metodologia/abordagem: Foi realizado um pré-teste (quase experimento) pela aplicação do Índice de Estilo Cognitivo, Escala de Flexibilidade Cognitiva e observação do comportamento de liderança empreendedora no "Desafio do Marshmallow" com 68 estudantes de Contabilidade de uma universidade brasileira.Implicações de pesquisa, práticas e sociais: O estilo adaptativo e a flexibilidade de resposta predominam na amostra. Estudantes quase analíticos manifestaram os mais altos níveis de liderança empreendedora. O experimento é adequado para identificar o perfil de liderança empreendedora dos alunos na perspectiva prática. Tomada de risco, inovação e flexibilidade de resposta determinam o perfil mais alto de liderança empreendedora no ambiente socioeconômico incerto simulado.Originalidade/valor: O cruzamento dos dados da aplicação de questionários e da observação de uma oficina revela um diferencial do modelo em relação às pesquisas tradicionais sobre o tema. O experimento é apropriado para identificar habilidades cognitivo-comportamentais de liderança empreendedora em estudantes.
... The sixth transversal competency for the world of work and entrepreneurship underscores the need for education stakeholders to become authentic leaders guiding our students who will be well-positioned to engage in the workplace dominated by AI. Scholars Jenson and Luthans categorize authentic leaders as confident, optimistic, hopeful, transparent, moral/ethical, resilient, and future oriented [69]. Through Vygotsky's zone of proximal development [62], our students in the midst of authentic leaders can become future-oriented entrepreneurs and authentic leaders as well [70]. ...
Singularity, posited by Kurzweil in his seminal book, The Singularity is Near, marks a time when artificial intelligence (AI) innovation outpaces the human brain’s capabilities. Large Language Models (LLM) such as OpenAi’s ChatGPT, Microsoft’s Bing, Google’s Bard, and Baidu’s Ernie place humanity at a pivotal time where mathematical neural networks surpass, benefit, or deter all facets of human existence. AI bots are prone to emergent behavior that reveals unintended or unexpected abilities, such as learning to translate English into additional world languages. Biases embedded in the training database are prevalent, and an ethical layer of humans in the loop becomes necessary to ensure that LLMs provide responses that benefit mankind. Educators and their students grapple with the intrusion of the capabilities of LLMs that render traditional lesson plans and assessments powerless to authentically measure students’ knowledge of a topic. Dialoguing effectively through prompt engineering becomes a necessary skill to harness the power of LLMs. Weary students and teachers emerging from a disruptive pandemic must grapple with how AI is changing the landscape of education. This chapter will examine the impact of LLMs on students, their teachers, and how the education field can harness AI to augment and sustain learning to prepare our stakeholders for teaching and learning in this new age of artificial intelligence.
... Assignment complexity can be used as a tool to improve work quality and employee job satisfaction (Libby & Lipe, 1992). Many studies related to assignment complexity and satisfaction have been carried out, such as the results of suggesting that employees with high levels of achievement/achievement consider task completion as a personal pleasure, these employees do not expect or want material rewards (Jensen & Luthans, 2006). Then the complexity of the assignment is also related to employee performance, to minimize unstructured task and confuse employees in completing their job target. ...
This study analyzes the influence of spiritual leadership and assignment complexity on employee performance through job satisfaction. Spiritual leadership variables and assignment complexity are used as predictors of employee performance. Job satisfaction as an intervening variable in the research model. The purpose of this study is to analyze the direct and indirect effects generated by spiritual leadership and assignment complexity on employee performance through job satisfaction at Paramadina University. This study uses the Partial Least Square (PLS) method. The total respondents in this study amounted to 61 people. The sampling technique used a purposive sampling approach adapted to the needs of the study. Based on the analysis test of the Smart PLS program used, there is a direct influence of spiritual leadership on employee performance and assignment complexity on job satisfaction, both of which have a positive but not significant effect, while job satisfaction on employee performance has a negative and insignificant effect. This study only limits the variables of spiritual leadership and the complexity of the assignment which are linked through job satisfaction to employee performance. The data is limited only for lecturers and employees who work at Paramadina University as the object of research. This research develops knowledge in the field of human resource management. Both variables indicate that leadership and assignment complexity can affect employee performance at paramadina university. Job satisfaction as a control variable is able to show variables that affect employee performance.
... By understanding different leadership styles, organizations can identify approaches that align with their culture, values, and objectives. This knowledge empowers leaders to make informed decisions about the most appropriate leadership style to adopt within their respective contexts (Jensen and Luthans, 2006). Furthermore, this chapter intends to contribute to the ongoing discussion on effective leadership by shedding light on the relationship between leadership styles and intrapreneurial behavior. ...
We are on the precipice of a new form of finance that will use a range of technologies to
change the way we use and manage one of our most fundamental tools: money. If we can email
virtually anybody in the world, why cannot we send them money just as easily, or offer them a
loan? These questions are the foundations of Decentralized Finance’s (DeFi) activities and
objectives. In short, DeFi refers to an ecosystem of financial applications built on top of a
blockchain. Its common goal is to develop and operate in a decentralized way, without
intermediaries such as banks, payment service providers or investment funds by providing all
types of financial services on top of a transparent and trustless blockchain network.
Withdrawing cash from an ATM, applying for a mortgage by visiting a bank branch, or
shopping in a department store are things of the past. Presently, for many, conducting financial
transactions of any kind is a purely an online experience, escalated over the past two years by
the COVID-19 pandemic. Increasingly, the future of money exists in the Ether, via phones and
laptops. Cryptocurrencies and other faster, more powerful financial technologies are
transforming our concept of money and challenging the financial institutions that currently
manage it. The year 2021 was a transformative year for finance, and 2022 is shaping up to bring
more change. This book discusses four categories that are diving into the future of money:
blockchain, Cryptocureencies, DeFi and fintech innovations.
No mercado altamente competitivo, cada vez mais as competências comportamentais dos empreendedores têm representado grande diferencial para o sucesso de um empreendimento. O estudo do perfil empreendedor procura entender quais atitudes, comportamentos e personalidades são mais comuns entre os empreendedores. Desde a proposta de McClelland (1987) até o presente momento, inúmeros estudos sobre este tema foram desenvolvidos. Esta pesquisa tem como objetivo a identificação da existência de predomínio de padrões de comportamento, perfis e características de personalidade, comuns aos empreendedores recentes, da cidade de Jaú no interior do Estado de São Paulo. A análise estatística deste estudo indicou associações fortes e significativas entre as características Comprometimento e Planejamento/Monitoramento (0,847691; p< 0,0001); Planejamento/Monitoramento e Exigência/Qualidade (0,840497; p< 0,0001). A pesquisa pode identificar três construtos para o perfil empreendedor: pró atividade, planejamento responsável e influência positiva. A proposta desses construtos representa uma visão global e uma maneira simplificada para descrever o perfil empreendedor. Estas informações são também uma indicação de como o perfil dos gestores poderá influenciar na capacidade de a empresa progredir no negócio.
This chapter discusses the utility of authentic leadership for the UN's Sustainable Development Goals and argues that the capacity-building value of authentic leadership enables change and improves performance. The authors view authentic leadership as a genuine, transparent, positive, ethical form of leadership that strives to address grand challenges. They outline its application in two cases: well-being (SDG3) and education (SDG4). Daskou and Tzokas conclude with a criticism of the value of authentic leadership in the successful delivery of the SDGs. Daskou and Tzokas recommend investigating how authentic leaders' balanced information processing and internalized moral perspective contribute to positive self-development, better education outcomes and well-being among students, educators and employees.
Purpose
This study examines how the different attributes of authentic leadership influence trust and employee organization fit and how such influences differ by gender and the level of positions during the COVID-19 pandemic.
Design/methodology/approach
The study employed a survey to examine US employees' perceptions toward different attributes of authentic leadership during the COVID-19 pandemic.
Findings
The study showed that self-awareness, balanced processing and internalized moral perspective positively relate to trust in the employer, mediated through employee–organization fit. However, relational transparency has a backfiring effect, negatively related to trust through the mediation of employee–organization fit. Additionally, this study highlights the differences in gender and level of positions in reactions to authentic leadership.
Originality/value
This study contributes to the understanding of internal public relations in a turbulent crisis time by proposing a mediated model that explains the effects of authentic leadership on employees' trust through their fit with the organization. Additionally, it identified that gender and position level are important factors moderating such effects.
Penelitian ini dilatarbelakangi oleh pentingnya kualitas kepemimpinan pendidikan. Kepemimpinan pendidikan sangat penting dalam meningkatkan mutu pendidikan. Tanpa adanya manajemen yang baik, pendidikan tidak akan tercapai dengan baik dan maksimal. Penelitian ini bertujuan untuk mendeskripsikan penilaian kualitas kepemimpinan pendidikan. Penelitian ini menggunakan metode eksploratif dengan pendekatan kualitatif. Teknik pengumpulan data yang digunakan peneliti adalah metode library research, yaitu studi kepustakaan. Hasil penelitian ini menjelaskan 1) Penilaian kualitas kepemimpinan pendidikan harus mempunyai nilai-nilai yang harus dimiliki, dengan merealisasikan nilai-nilai yang dimilki seorang pemimpin lembaga yang dia pimpin akan lebih maju sesuai dengan tujuan awal yang ingin dicapai, 2) Tipe seorang pemimpin dalam memimpin suatu lembaga sangat berpengaruh terhadap maju dan berkembangannya lembaga pendidikan tersebut, 3) Salah satunya dengan cara menentukan kriteria dan indikator seseorang dikatakan memiliki kualitas dalam kepemimpinan pendidikan, diantaranya adalah dengan pemimpin yang inovasi, inovasi mempunyai beberapa indikator dan kriteria diantaranya memahamai dan mempunyai target terukur perihal visi misi lembaga, dan juga konsisten, komitmen, bertanggung jawab, dan profesional, dan 4) Hambatan dan solusi yang harus di atasi adalah seorang pemimpin harus memahami visi, misi dan tujuan suatu lembaga dan harus dijalankan secara bersamaan. Simpulan penelitian ini adalah kualitas kepemimpinan yang baik akan meningkatkan mutu pendidikan
In a previous paper, the links between executive personality and the strategic and organizational orientations of troubled firms were examined. In the present paper, original typologies of neurotic styles and corporate pathology are used, but the two are related using the concept of organizational culture which provides a useful vehicle for linking personality with strategy. In the previous paper it was argued that the personality of the top executive could influence strategy only in centralized firms; now, it is believed that through culture this can happen even in decentralized organizations. Several sets of hypotheses are generated to formalize this position.
This research presents a parsimonious model of venture performance that incorporates individual founder, firm, and environmental characteristics. Specifically, It examines the moderating effect of founder competencies on venture performance in a sample of 155 manufacturing firms in northwestern Pennsylvania. In support of our hypotheses, the results indicate that individual level competencies moderate the relationships between the quality of the opportunity and firm performance and access to resource-based capabilities and firm performance.
This paper suggests that entrepreneurship is the process of “emergence.” An organizational behavior perspective on entrepreneurship would focus on the process of organizational emergence. The usefulness of the emergence metaphor is explored through an exploration of two questions that are the focus of much of the research in organizational behavior: “What do persons in organizations do?” (we will explore this question by looking at research and theory on the behaviors of managers), and “Why do they do what they do?” (ditto for motivation). The paper concludes with some implications for using the idea of emergence as a way to connect theories and methodologies from organizational behavior to entrepreneurship.
This model applies theories of organizational socialization to characterize the aspiring entrepreneur's journey from neophyte to firm founder and to Identify factors that may Influence the transition from a pre-organization to the formation of a new organization. The model distinguishes two identifiable stages which shape organization formation—Anticipatory Socialization and New Entrepreneur Socialization. Anticipatory Socialization characterizes the predisposing characteristics and experiences that precede the cognitive choice to become an entrepreneur. New Entrepreneur Socialization specifies the critical variables that Influence the new recruit once the decision Is made to start a firm. Three factors determine the transition into the entrepreneurial role: Motivational Bases for Adaptation, Socializing Agents and the Structural Context of the Entrepreneurial Setting. The eventual outcome of entrepreneurial socialization, Organization Formation, Is the survival or discontinuance of the venture. A model of entrepreneurial socialization focuses attention on the adaptive Intra-personal and Inter-personal processes that shape the new venture creation process.
The Oxford Handbook of Positive Psychology studies the burgeoning field of positive psychology, which, in recent years, has transcended academia to capture the imagination of the general public. The book provides a roadmap for the psychology needed by the majority of the population-those who don't need treatment, but want to achieve the lives to which they aspire. The articles summarize all of the relevant literature in the field, and each is essentially defining a lifetime of research. The content's breadth and depth provide a cross-disciplinary look at positive psychology from diverse fields and all branches of psychology, including social, clinical, personality, counseling, school, and developmental psychology. Topics include not only happiness-which has been perhaps misrepresented in the popular media as the entirety of the field-but also hope, strengths, positive emotions, life longings, creativity, emotional creativity, courage, and more, plus guidelines for applying what has worked for people across time and cultures.
This book, written by a leading scholar in leadership, takes readers through a very realistic look at what it takes to develop leadership competencies. Focusing on four major goals, this text: provides the reader with a broader and deeper understanding of what constitutes authentic leadership development; challenges a very basic notion that leaders are born versus made; talks about the elements that comprise leadership development so readers are informed to ask the many providers of leadership development the right questions; and develops full leadership potential. There are numerous case examples used throughout the book: high-tech executives, community leaders, correctional service supervisors, bank managers in Canada, and platoon commanders in Israel. Each example is used as a general basis for discussing how people develop their leadership potential, and as models of training and evaluation. Leadership Development in Balance: MADE/Born is intended for graduate or undergraduate students of leadership, project managers, supervisors, senior executives, school principles, health care officers, or legislators. © 2005 by Lawrence Erlbaum Associates, Inc. All rights reserved.
Eighteen years of research using the Happiness Measures (HM) is reviewed in relation to the general progress of well-being measurement efforts. The accumulated findings on this remarkably quick instrument, show good reliability, exceptional stability, and a record of convergent, construct, and discriminative validity unparalleled in the field. Because of this, the HM is offered as a potential touchstone of measurement consistency in a field which generally lacks it.