Empowering leadership: role of organizational culture of self-esteem and emotional intelligence on creativity

IF 2.5 Q3 MANAGEMENT JOURNAL OF MANAGEMENT DEVELOPMENT Pub Date : 2023-05-01 DOI:10.1108/jmd-10-2021-0288
Tufail Ahmad, A. Hamid, Ansar Abbas, Aisha Anwar, D. Ekowati, Rakototoarisoa Maminirina Fenitra, Fendy Suhariadi
{"title":"Empowering leadership: role of organizational culture of self-esteem and emotional intelligence on creativity","authors":"Tufail Ahmad, A. Hamid, Ansar Abbas, Aisha Anwar, D. Ekowati, Rakototoarisoa Maminirina Fenitra, Fendy Suhariadi","doi":"10.1108/jmd-10-2021-0288","DOIUrl":null,"url":null,"abstract":"PurposeThe changing workplace and the disruption and transformation of business processes brought on by modern technology make it difficult for a firm to maintain its existing plans. A management's ability to succeed is related to sustaining and developing its employees to be innovative workers. The idea is to empower subordinates and share authority with them, which increases efficiency.Design/methodology/approachIn this study, it was anticipated that there is a definite relationship between leadership empowerment and workplace cultures of self-esteem, emotional intelligence and creative thinking. Data were obtained using random sample techniques to confirm the hypothesis. A total of 291 Pakistani private-sector employees were surveyed for this study.FindingsThere were positive and substantial links between empowered leadership and creativity, while emotional intelligence and organizational self-esteem have an inverse relationship. For psychological appeal and inventiveness at work, empowerment alone is sufficient. Intellectual stimulus or culture of excessively positive self-esteem may cause numerous limits at work. Hence, management should avoid situations where leaders are predisposed to developing empowering techniques.Research limitations/implicationsThis study yields an additional understanding of organizational behavior literature. It was concluded from this study that empowering leaders should avoid using emotional intelligence when scaling up creative strategies. As an alternative, they should develop a culture of self-esteem through emotional intelligence.Practical implicationsLeaders may want to consider demographic values while developing empowerment strategies. It is not recommended to use emotional intelligence and empowerment simultaneously. As a result, this framework suggests a realistic and candid approach that is simple to implement.Originality/valueLeaders make people aware of the ongoing importance of innovative processes to encourage staff to be creative. Successful leaders may use either empowering culture or leadership empowerment strategies for a more significant appeal. Self-esteem culture may provide a structure of interaction buffer against the other emotions that could counter disruption.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":2.5000,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"JOURNAL OF MANAGEMENT DEVELOPMENT","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/jmd-10-2021-0288","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0

Abstract

PurposeThe changing workplace and the disruption and transformation of business processes brought on by modern technology make it difficult for a firm to maintain its existing plans. A management's ability to succeed is related to sustaining and developing its employees to be innovative workers. The idea is to empower subordinates and share authority with them, which increases efficiency.Design/methodology/approachIn this study, it was anticipated that there is a definite relationship between leadership empowerment and workplace cultures of self-esteem, emotional intelligence and creative thinking. Data were obtained using random sample techniques to confirm the hypothesis. A total of 291 Pakistani private-sector employees were surveyed for this study.FindingsThere were positive and substantial links between empowered leadership and creativity, while emotional intelligence and organizational self-esteem have an inverse relationship. For psychological appeal and inventiveness at work, empowerment alone is sufficient. Intellectual stimulus or culture of excessively positive self-esteem may cause numerous limits at work. Hence, management should avoid situations where leaders are predisposed to developing empowering techniques.Research limitations/implicationsThis study yields an additional understanding of organizational behavior literature. It was concluded from this study that empowering leaders should avoid using emotional intelligence when scaling up creative strategies. As an alternative, they should develop a culture of self-esteem through emotional intelligence.Practical implicationsLeaders may want to consider demographic values while developing empowerment strategies. It is not recommended to use emotional intelligence and empowerment simultaneously. As a result, this framework suggests a realistic and candid approach that is simple to implement.Originality/valueLeaders make people aware of the ongoing importance of innovative processes to encourage staff to be creative. Successful leaders may use either empowering culture or leadership empowerment strategies for a more significant appeal. Self-esteem culture may provide a structure of interaction buffer against the other emotions that could counter disruption.
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
授权领导:自尊和情商的组织文化对创造力的作用
目的:不断变化的工作场所和现代技术带来的业务流程的中断和转变,使企业难以维持其现有的计划。一个管理者成功的能力与维持和发展其员工成为创新工作者有关。其理念是赋予下属权力,与他们分享权力,从而提高效率。设计/方法/方法在这项研究中,预期在领导授权和自尊、情商和创造性思维的工作场所文化之间存在明确的关系。使用随机抽样技术获得数据以证实假设。这项研究共调查了291名巴基斯坦私营部门雇员。研究发现,授权型领导和创造力之间存在着积极而实质性的联系,而情商和组织自尊之间则呈反比关系。对于工作中的心理吸引力和创造力来说,仅仅授权就足够了。智力刺激或过度积极自尊的文化可能会在工作中造成许多限制。因此,管理层应该避免领导者倾向于开发授权技术的情况。研究局限/启示本研究对组织行为学文献有了额外的理解。从这项研究中得出的结论是,授权领导者在扩大创意策略时应避免使用情商。作为替代方案,他们应该通过情商培养自尊的文化。实际意义领导者在制定授权策略时可能需要考虑人口价值。不建议同时使用情商和授权。因此,这一框架提出了一种易于实施的现实和坦率的方法。创意/价值领导者让人们意识到创新过程的持续重要性,以鼓励员工发挥创造力。成功的领导者可能会使用授权文化或领导授权策略来获得更大的吸引力。自尊文化可能提供了一种互动缓冲结构,可以对抗其他情绪,从而抵消干扰。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
CiteScore
7.00
自引率
9.70%
发文量
28
期刊介绍: ■Competence-based management development ■Developing leadership skills ■Developing women for management ■Global management ■The new technology of management development The Journal of Management Development draws together the thinking and research relating to the role played by managers in their immediate environment, and the ways in which they can widen their responsibilities to take on larger roles. Many companies now appreciate that investment in management development helps to reduce costs, increase sales and improve productivity - so it"s well worth investigating.
期刊最新文献
Unleashing potential: how alpha female status shape extra-role performance across life's stages and marital roles Evolving needs of learners and role of artificial intelligence (AI) in training and development (T&D): T&D professionals' perspective Employee disengagement: the catalytic role of leader-induced defensive cognitions and perceptual politics Competencies displayed by multinational corporation senior managers in critical business situations Connection is a power: exploring the dynamic interaction between social and psychological capital in fostering innovative behavior
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1