Leadership Style, Servant Leadership, Paternal Leadership, Authentic Leadership, Psychological Capital, Job Engagement, Extra-role Services
Subject Areas :Somayeh Abedi 1 , Bagher Asgarnezhad Nouri 2 * , Vali Nemati 3 , Sayed Mohammad Reza Movahed 4
1 - Department of Tourism Management, Faculty of Social Sciences,University of Mohaghegh Ardabili , Ardabil, Iran
2 - Department of Business Administration, Faculty of Economics and Management, Urmia University, Urmia, Iran
3 - Department of Tourism Management, Faculty of Social Sciences, University of Mohaghegh Ardabili, Ardabil, Iran
4 - Department of Business Administration, Faculty of Social Sciences, University of Mohaghegh Ardabili, Ardabil, Iran
Abstract :
This study sought to investigate the influence of newly-emerged leadership styles, that is, servant leadership, authentic leadership, and patriarchal leadership on the psychological capital and occupational behavior of hotel staff in the Iranian cities of Sareyn and Ardabil. To this end, the population of the study comprised 312 hotel staff, out of whom 255 people were selected via convenient sampling. The required data were collected through a standard questionnaire which was administered online. The collected data were then analyzed through SPSS software and LISREL software using the structural equation method. The findings proved that all three leadership styles investigated in this study influenced the hotel staff’s psychological capital and occupational behavior. Furthermore, the staff’s occupational participation was found to be effective in the provision of extra-role services to the customers. It can thus be argued that the intended novel styles of leadership increase individuals’ psychological capital and occupational participation. Therefore, organizations, especially those involved in tourism and accommodation, should try their best to adopt such leadership styles.
باغ‌خواستی، فاطمه؛ نیازآذری، کیومرث و جباری، نگین. (1399). «ارائه مدل رهبری اصیل در دانشگاه‌های علوم پزشکی کلان منطقه یک». فصلنامه علمی پژوهشنامه تربیتی، دوره 15، شماره 64، 26-1.
جعفری، زینب. (1396). «بررسی تأثیر رهبری پدرسالارانه بر بازاريابي داخلي با توجه به نقش میانجي رفاه عاطفي کارکنان (مورد مطالعه: سازهاى صنعت، معدن و تجارت». پایان‌نامه کارشناسی ارشد، موسسه آموزش عالی باختر، ایلام.
خلیفه‌سلطانی، حشمت؛ والی، فرزانه و صحت، سعید. (1393). «تأثیر سرمایه روانشناختی مثبت مدیران بر بهبود عملکرد کارکنان: مطالعه‌ای در شرکت بیمه ملت شهر تهران». انجمن علوم مدیریت ایران، دوره 9، شماره 33، صص 47-68.
خوشنویس، فرهاد؛ کاشف، میرمحمد و بشیری، مهدی. (1399). «تأثیر سبک رهبری اصیل بر رفتار شهروندی سازمانی و عملکرد شغلی کارکنان ادارات کل ورزش و جوانان جمهوری اسلامی ایران با نقش میانجی سرمایه روانشناختی». مدیریت منابع انسانی در ورزش، دوره 8، شماره 1، صص 123-143.
داوری، علی و رضازاده، آرش. (1395). «مدل‌سازی معادلات ساختاری با نرم‌افزار PLS». سازمان انتشارات جهاد دانشگاهی.
رضوانی، حمیدرضا. (1390). «روش تحقیق در مدیریت». موسسه کتاب مهربان نشر.
کریمی، مریم و شجاعی، سامره. (1394). «بررسی رابطه بین رهبری پدرسالارانه و آوای کارکنان با تاکید بر نقش تعدیل‌کننده تسهیم دانش کارکنان شعب بانک صادرات استان گلستان». مدیریت سازمان‌های دولتی، دوره 4، شماره 10، صص 21-38.
یزدان‌شناس، مهدی و آقایی، مصطفی. (1398). «الگوی اثرگذاری جو اخلاقی ادراک‌شده، اعتماد سازمانی و عملکرد پیشگامانه خدمت به مشتری؛ نقش سیاسی‌کاری ادراک‌شده در نظام پاداش سازمان». فرآیند مدیریت و نوسعه، دوره 32، شماره 1، صص 135-157.
AL Khalil, A. H., & Jazmati, M. A. (2020). The Impact of Servant Leadership on Employees’ Innovative Behavior and Psychological Capital. International Journal in Management and Social Science, 8 (12), 85-104.
Ayça, B. (2019). The impact of authentic leadership behavior on job satisfaction: A research on hospitality enterprises. 3rd World Conference on Technology, Innovation and Entrepreneurship (WOCTINE), 158, 790–801. Procedia Computer Science.
Badal, S., & Harter, J. K. (2013). Gender diversity, business-unit engagement, and performance. Journal of Leadership and Organizational Studies, 21 (4), 354-365.
Bauer, T. N., Perrot, S., Liden, R. C., & Erdogan, B. (2019). Understanding the consequences of newcomer proactive behaviors: The moderating contextual role of servant leadership. Journal of Vocational Behavior, 112, 356-368.
Baycal, E. (2020). Effects of Servant Leadership on Psychological Capitals and Productivities of Employees. Journal of Economics and Administrative Sciences, 34 (2), 273-291.
bettencourt, l. A. (1997). Customer Voluntary Performance: Customers As Partners In Service -Delivery. Journal of Retailing, 73 (3), 383-406.
Bouckenooghe, D., De Clercq, D., & Raja, U. (2019). A person-centered, latent profile analysis of psychological capital. Australian Journal of Management, 44 (1), 91-108.
Chen C. (2020). The effect of leader knowledge hiding on employee voice behavior-the role of leader-member exchange and knowledge distance. Open Journal of Social Sciences, 8(4), 69-95.
Chen, C. Y., Chen, C. H., & Li, C. I. (2013). The influence of a leader’s spiritual values of servant leadership on employee motivational autonomy and eudaemonic well-being. Journal of Religion and Health, 52(2), 418-438.
Chen, Y., Zhou, X, & Klyver, K. (2019). Collective Efficacy: Linking Paternalistic Leadership to Organizational Commitment. Journal of Business Ethics, 159(2), 587-603.
Clarence, M., Painadath Devassy, V., Kesari Jena, L., & Sam George, T. (2020). The effect of servant leadership on ad hoc school teachers’ affective commitment and psychological well-being: The mediating role of psychological capital. International Review of Education, 66(2), 305-331.
Farh, J. L., & Cheng, B. S. (2000). Paternalistic leadership in Chinese organizations: A cultural analysis. Indigenous Psychological Research in Chinese Societies, 13, 127-80.
Griep, Y. & Vantilborgh, T. (2018). Let's get cynical about this! Recursive relationships between psychological contract breach and counterproductive work behavior. Journal of Occupational and Organizational Psychology, 91 (2), 421-429.
Hsiao, CH., Lee, Y., & Chen, W. (2014). The effect of servant leadership on customer value co-creation: A cross-level analysis of key mediating roles. Tourism Management, 49 (5), 45-57.
Hu, Y., Wu, X., Zong, Z., Xiao, Y., Maguire, P., Qu, F., & Wang, D. (2018). Authentic leadership and proactive behavior: the role of psychological capital and compassion at work. Frontiers in Psychology, 9, 1-12.
Huertas-Valdiviaa, A., Gallego-Burínb, A., & Lloréns-Montes, F. (2019). Effects of different leadership styles on hospitality workers. Tourism Management, 71(9), 402-420.
Inoue, Y., Funk, D. C., & McDonald, H. (2017). Predicting behavioral loyalty through corporate social responsibility: The mediating role of involvement and commitment. Journal of Business Research, 75, 46-56.
Ismail, H. N., Iqbal, A., & Nasr, L. (2018). Employee engagement and job performance in Lebanon: the mediating role of creativity. International Journal of Productivity and Performance Management, 68(3), 506-523.
Joo, B. K., & Jo, S. J. (2017). The effects of perceived authentic leadership and core self-evaluations on organizational citizenship behavior: The role of psychological empowerment as a partial mediator. Leadership & Organization Development Journal, 38(3), 463-481.
Kang, H. J., & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: the role of organizational hierarchy. Int. J. Hospit. Manag, 75(1), 1–9.
Kerse, G. (2019). A leader indeed is a leader in deed: The relationship of ethical leadership, person–organization fit, organizational trust, and extra-role service behavior. Journal of Management & Organization, 27(3), 601-620.
Laub, J. A., (1999). Assessing the servant organization: development of the Organizational Leadership Assessment, (OLA) instrument. unpublished dissertation, Florida Atlantic University, Boca Raton, FL.
Lin, C-H. V., & Sun, J-M. J. (2018). Chinese Employees’ Leadership Preferences and the Relationship with Power Distance Orientation and Core Self-Evaluation. Frontiers of Business Research in China, 12 (6), 1-22.
Macey, W. H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1(1), 3-30.
Madanchian, M., Norashikin, H., & Noordin, F. (2018). The impact of ethical leadership on leadership effectiveness among SMEs in Malaysia. Procedia Manufacturing, 22, 968-974.
Mburu, L. (2020). Significance of authenticity in developing a successful leadership practice. African Research Journal of Education and Social Sciences, 7(1), 108-116.
Montani, F., Vandenberghe, C., Khedhaouria, A., & Courcy, F. (2020). Examining the inverted U-shaped relationship between workload and innovative work behavior: the role of work engagement and mindfulness. Human Relations, 73(1), 59–93.
Nathan, E., Mulyadi, R., Senm, S. & Dirk van Dierendonck, R. C. L. (2018). Servant Leadership: A systematic review and call for future research. The leadership quarterly, 30 (1). 111-132.
Niswaty, R., Wirawan, H., Akib, H., Saggaf, M. S., & Daraba, D. (2021). Investigating the effect of authentic leadership and employees' psychological capital on work engagement: evidence from Indonesia. Heliyon, 7(5), e06992.
Ozcelik, G., & Cenksi, T. (2014). The moderating effect of job embeddedness on the relationship between paternalistic leadership and in-role performance. 10th international strategic management conference, procedia, social and behavioral sciences, 872-880.
Parrott, L., Cazzell, M., Dragon, W., & Basham, G. (2019). Understanding key drivers of staff and manager engagement: linking research to leadership. Nurse Leader, 17 (3), 248–252.
Purwanto, A., Asbari, M., Hartuti, Nuraeni Setiana, Y., & Fahmi, K. (2021). Effect of Psychological capital and authentic leadership on innovation work behavior. International Journal of Social and Management Studies, 2(1), 1-13.
Qiu, S., Alizadeh, A., Dooley, L. M., & Zhang, R. (2019). The effects of authentic leadership on trust in leaders, organizational citizenship behavior and service quality in the Chinese hospitality industry. Journal of Hospitality and Tourism Management, 40, 77-87.
Robbins, S. (2011). Fundamentals of Organizational Behavior, translated by Parsaiyan and Seyed Mohammad Aarabi, Tehran, Cultural Research Office. (in Persian)
Santisi, G., Lodi, E., Magnano, P., Zarbo, R., & Zammitti, A. (2020). Relationship between Psychological Capital and Quality of Life: The Role of Courage. Journal of Sustainability. 12(13), 5238.
Saygili, M., Özer, Ö., & Karakaya, P. Ö. (2020). Paternalistic Leadership, Ethical Climate and Performance in Health Staff. Hospital Topics, 98(1), 26-35.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement with a Short Questionnaire, A Cross-National Study. Educational and Psychological Measurement, 66(4), 701-716.
Shin, Y., Kim, M. S., Choi, J. N., Kim, M., & Oh, W. K. (2017). Does leader-follower regulatory fit matter? The role of regulatory fit in followers’ organizational citizenship behavior. Journal of Management, 43(4), 1211-1233.
Trong Tuan, L. (2018). Driving employees to serve customers beyond their roles in the Vietnamese hospitality industry: The roles of paternalistic leadership and discretionary HR practices. Tourism Management, 69(3), 132–144.
Waters, L., Strauss, G., Somech, A., Haslam, N., & Dussert, D. (2020). Does team psychological capital predict team outcomes at work? International Journal of Wellbeing, 10(1).
Zhang, N., Liu, S., Pan, B., & Guo, M. (2021). Paternalistic Leadership and Safety Participation of High-Speed Railway Drivers in China: The Mediating Role of Leader-Member Exchange. Front Psychol, 12, 1-10.
Zopiatis, A., Constanti, P., & Theocharous, A. L. (2014). Job involvement, commitment, satisfaction, and turnover: Evidence from hotel employees in Cyprus. Tourism Management, 41, 129-140.