Using a sample of U.K. wire makers (N = 282), the authors tested model in which personality and work environment antecedents affect proactive behavior via cognitive-motivational mechanisms. Self-reported behaviors (proactive idea implementation problem solving) were validated against rater assessments for subsample (n 60) makers. With exception supportive supervision, each antecedent was important, albeit through different processes. Proactive significantly associated with role breadth...

Two studies investigated the relationship between transformational leadership, meaning that individuals ascribe to their work, and psychological well-being. In Study 1, perceptions of meaningful work partially mediated leadership positive affective well-being in a sample Canadian health care workers (N=319). 2, separate service (N=146) ascribed fully well-being, after controlling for humanistic beliefs. Overall, these results support add range mental effects associated with are suggestive...

The relationship between employees' perceptions of their managers' transformational leadership style and psychological well-being was examined in two studies. In Study 1, trust the leader fully mediated positive employee a cross-sectional sample (n=436). 2 (n=269) (1) replicated effect found 1; (2) extended model by showing that active management-by-exception laissez-faire behaviours negatively affected reducing manager; (3) excluded possibility these results were accounted for individual...

Terms such as moral and ethical leadership are used widely in theory, yet little systematic research has related a sociomoral dimension to organizations. This study investigated whether managers' reasoning (n = 132) was associated with the transformational transactional behaviors they exhibited perceived by their subordinates 407). Managers completed Defining Issues Test (J. R. Rest, 1990), whereas Multifactor Leadership Questionnaire (B. M. Bass & B. J. Avolio, 1995). Analysis of covariance...

In the present study, we modeled 2 sources of safety support (perceived organizational for and perceived coworker safety) as predictors employee voice, that is, speaking out in an attempt to change unsafe working conditions. Drawing on social exchange impact theories, hypothesized tested a mediated model predicting voice using cross-sectional survey urban bus drivers (n = 213) United Kingdom. Hierarchical regression analysis showed fully relationship between voice. This study adds literature...

The authors investigated predictors of supervisor-targeted workplace aggression among 105 "moonlighters" (employed adults who work 2 jobs, each with a different supervisor), as way examining the relative role played by within-subject situational differences and between-subjects individual differences. Individual difference variables (self-esteem, history aggression) explained similar level variance in across both whereas factors (interactional injustice, abusive supervision) were job...

We investigated the extent to which safety performance (i.e., self-reported compliance and participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. compared within-person models: a context-specific model experienced in 1 context related those same employees' only that context) context-spillover other contexts). Our sample comprised 159 "moonlighters" (73 men, 86 women): who simultaneously hold different jobs, each...

This study investigated the determinants of team proactive performance amongst 43 shift teams from a UK chemical processing plant. Using external ratings performance, found that most were those with higher levels self‐management, transformational leaders, and higher‐than‐average level personality. The relationship between leadership was mediated by favourable interpersonal norms. In addition, lower diversity personality members had an indirect association via its negative effect on

The proliferation of leadership models can leave practitioners confused about which model to use in guiding their development initiatives. Although 'new' (e.g. authentic, ethical, and servant leadership) suggest theoretical differences, empirical research has shown considerable overlap among these longer standing ones such as transformational leadership. With extant literature questioning the added value newer models, this paper aims distil best evidence into a 'primer' that help...

The authors investigate the relationship between employee perceptions of surface- and deep-level dissimilarity within-team perspective taking. Results suggest that more dissimilar employees perceive themselves to be from their fellow team members in terms work style, less taking (i.e., lower positive attributions empathy). In addition, found perceived work-style interacted with a contextually salient surface-level attribute (perceived age dissimilarity) such when was low, had stronger...

We investigate the extent to which transformational leadership behaviours enacted by team members – shared relate safety of members, teams, and leaders. also consider role perceived organizational support in moderating relationships between behaviours. collected data from 2,139 crew (‘team members’) 98 chief engineers leaders’) working on merchant shipping vessels (‘teams’). Team members’ perceptions positively related compliance participation. Shared became less effective relation under...

Leader allyship can be an important tool for advancing workplace gender equality; however, its ultimate effectiveness may depend on the reactions of those who witness it. Specifically, male observers enhance efforts by emulating their leader's or, conversely, undermine them decreasing emulation. Across four studies, we explore why, when, and how ally leaders encourage rather than discourage such We find that observers' identification with leader drives Yet, this is contingent demography...

This study investigated job demands and control as predictors of safety citizenship role definition, that is, employees' orientation toward improving workplace safety. Data from a survey 334 trackside workers were framed in the context R. A. Karasek's (1979) demands-control model. High negatively related to whereas high was positively this construct. Safety definition employees with buffered influence demands, unlike low control, for whom lower levels Employees facing both less likely than...

The present study of 334 United Kingdom trackside workers tested an interaction hypothesis. We hypothesized, drawing on the job demands-resources framework, that perceived support for safety (from senior managers, supervisors, and coworkers) as resources would weaken relationship between higher demands more frequent hazardous work events. Consistent with social impact theory, we predicted coworker be particularly influential when faced demands. Moderated multiple regression showed that, all...

A model of pseudo-transformational leadership was tested in 4 experiments. Pseudo-transformational is defined by self-serving, yet highly inspirational behaviors, unwillingness to encourage independent thought subordinates, and little caring for one's subordinates more generally. Study 1 (N = 167) used vignettes differentiate among transformational, pseudo-transformational, laissez-faire styles. 2 179) replicated this using ratings characters the film 12 Angry Men (Fonda, Rose, & Lumet,...