Goal Orientation and Work Role Performance: Predicting Adaptive and Proactive Work Role Performance Through Self-Leadership Strategies

This article explores the relationship between goal orientation, self-leadership dimensions, and adaptive and proactive work role performances. The authors hypothesize that learning orientation, in contrast to performance orientation, positively predicts proactive and adaptive work role performances and that this relationship is mediated by self-leadership behavior-focused strategies. It is posited that self-leadership natural reward strategies and thought pattern strategies are expected to moderate this relationship. Workers (N = 108) from a software company participated in this study. As expected, learning orientation did predict adaptive and proactive work role performance. Moreover, in the relationship between learning orientation and proactive work role performance through self-leadership behavior-focused strategies, a moderated mediation effect was found for self-leadership natural reward and thought pattern strategies. In the end, the authors discuss the results and implications are discussed and future research directions are proposed.     

The relationships between self-leadership and enhanced psychological, health, and work outcomes.

Two cross-sectional studies were conducted to examine the correlations between the concept of self-leadership (as described within the framework of the internal family systems model) and enhanced psychological, health, and work outcomes. In Study 1, self-leadership was significantly related to higher psychological functioning (e.g., effective coping style, greater optimism and hardiness, and less ineffectiveness and interpersonal distrust) and better health status (e.g., greater perceived wellness, less perceived stress, and fewer symptoms of illness) in a sample of university students (N = 270). In Study 2, in which a sample of corporate employees (N = 160) was examined, self-leadership was significantly related to greater perceptions of work satisfaction, enhanced communication, quality management, effective work relationships, and in terms of health outcomes, greater perceived wellness and less work stress. Implications of the relationships between self-leadership and psychological, health, and work outcomes are discussed.     

Employee adaptive performance and job satisfaction during organizational crisis: the role of self-leadership

This study tests the hypothesis that self-leadership is positively related with employee adaptive performance and job satisfaction in rapid change and unpredictable work environments. This assumption was tested through a quasi-experimental study regarding the implementation of a self-leadership training programme in the Private Banking department of an international bank. Change in private bankers’ self-leadership, adaptive performance and job satisfaction was measured three times, over a period of 8 months. During the fourth month of the training programme implementation, the bank underwent an unexpected bailout. Fifty-two private bankers were randomly assigned to an experimental group (n = 28) and to a control group (n = 24). The results showed an increase in self-leadership, adaptive performance and job satisfaction for the experimental group, while job satisfaction decreased for participants in the control group. Our findings suggest that change in the level of self-leadership is positively related with change in the level of adaptive performance and job satisfaction over time. This study presents new evidence that individual adaptive performance and job satisfaction can be enhanced through self-leadership training. Self-leadership training can be used as a valuable tool to help organizations improve employees’ adaptive performance and job satisfaction, especially during organizational crisis.     

Preferences for involvement in medical decision making: comparing British and German views

Despite beneficial outcomes of patients' involvement in medical decision processes, it has been claimed that patients are generally not interested in medical decision making (MDM). Whereas current research focuses on actual MDM, this research explored the impact of nationality and perceptual processes of MDM. Preferences for involvement in decision making were examined in a sample of 204 German and 143 British university students. Hierarchical multiple regressions were employed to explore the link between socio-demographic information, individuals' perceived relationship with their GP, Health Locus of Control - Powerful Others, perceptions regarding the frequency and sufficiency of information provision and involvement in MDM, and individuals' preferred level of involvement and information. A significant amount of the variance in individuals preferences for involvement could be explained (Adjusted R2 = .59, p < .001). Independent t-test analyses showed that British and German perceptions of care differed significantly on a variety of different measures. Separate analyses for the German and British group highlighted cross-national differences in care and preferences for involvement. The study suggests that preferences to become involved might depend more on perceptual processes than actual involvement in decision making, and that communication and national health policy could play an important role.     

The Impact of Multiple Dimensions of Ethnic Identity on Discrimination and Adolescents' Self-Estees

The rejection-identification model is investigated with multiple dimensions of ethnic identity in a sample of Mexican American youth. It is hypothesized that more perceived discrimination will be associated with higher ethnic identity in general, but that the multiple dimensions of ethnic identity will be associated differentially with discrimination. Higher perceived discrimination will be associated with more ethnic exploration and less ethnic affirmation. Self-report questionnaires were completed by middle school students of Mexican descent ( N= 881). Based on structural equation modeling, the data were found to fit the rejection-identification model ( p < .05). Higher discrimination was associated with lower ethnic affirmation ( p < .05) and lower ethnic exploration ( p < .05). Post hoc analyses indicated a significant interaction between discrimination and ethnic affirmation ( p < .01) such that youth with high ethnic affirmation who experienced high discrimination still reported high self-esteem. The findings are discussed in the context of understanding methods of coping with prejudice and discrimination that will enhance the mental well-being of minority youth.     

创业环境与大学生创业意向的关系:有调节的中介模型

本研究提出一个有调节的中介模型,揭示了创业环境"怎样"影响大学生创业意向及这种影响"何时"更强或更弱。采用创业环境量表、创业动机量表、创业意向量表对647名大学生进行研究。研究显示:(1)创业动机在创业环境与大学生创业意向之间起部分中介作用;(2)性别调节了创业环境通过创业动机影响大学生创业意向的中介过程的前半路径。因此,创业环境对大学生创业意向的影响是有调节的中介效应,研究结论对提高大学生的创业意向具有重要的理论与实证价值。     

The big five personality dimensions and entrepreneurial status: a meta-analytical review

In this study, the authors used meta-analytical techniques to examine the relationship between personality and entrepreneurial status. Personality variables used in previous studies were categorized according to the five-factor model of personality. Results indicate significant differences between entrepreneurs and managers on 4 personality dimensions such that entrepreneurs scored higher on Conscientiousness and Openness to Experience and lower on Neuroticism and Agreeableness. No difference was found for Extraversion. Effect sizes for each personality dimension were small, although the multivariate relationship for the full set of personality variables was moderate (R = .37). Considerable heterogeneity existed for all of the personality variables except Agreeableness, suggesting that future research should explore possible moderators of the personality-entrepreneurial status relationship.     

Self-leadership and volition: distinct and potentially supplemental constructs?

Self-leadership and volition are conceptually similar concepts. Both propose self-influence strategies that aim to improve the motivation and self-direction necessary to perform well. The present study assesses whether self-leadership strategies maintain construct-specific variance when compared with the similar strategies of volition. Results from a questionnaire study (N=320) indicate that self-leadership and volitional strategies are distinguishable and only moderately (r = .33) correlated. Self-leadership, therefore, supplements volition during goal attainment. Findings are discussed in light of the Rubicon model of action phases.     

Soldiers Lead Themselves to More Success: A Self-Leadership Intervention Study

Neck and Manz (1999) Neck, C. P., & Manz, C. C. (1999). In search of the self-led soldier: Army leadership in the twenty-first century. In J. G. Hunt, G. E. Dodge, & L. Wong (Eds.), Out of the box leadership: Transforming the twenty-first army and other top organizations (pp. 153–176). Stamford, CT: JAI Press. [Google Scholar] elaborated in their article “In Search of the Self-Lead Soldier” on the need for continuous improvement of personnel qualities such as increase in self-efficacy, increase of performance, and decrease of perceived strain. Self-leadership is a tool that fosters exactly these personal resources. This study examines self-leadership training effects on soldiers participating in a military training course over 14 weeks. It is the first self-leadership training study to evaluate performance improvement using objective criteria (examination marks, physical tests) in intervention and control group consisting of soldiers of the Austrian army. Its design features a large sample (N = 130), duration of self-leadership training over 10 weeks, and evaluation over 4 time points. The intervention group accomplished significantly higher educational achievements in examinations and physical tests. Also levels of self-efficacy were significantly higher and levels of strain were marginally to significantly lower.     

Nascent entrepreneurship and the developing individual: Early entrepreneurial competence in adolescence and venture creation success during the career

What predicts a person's venture creation success over the course of the career, such as making progress in the venture creation process and multiple successful venture creations? Applying a life span approach of human development, this study examined the effect of early entrepreneurial competence in adolescence, which was gathered retrospectively by means of the Life History Calendar method. Human and social capitals during the founding process were investigated as mediators between adolescent competence and performance. Findings were derived from regression analyses on the basis of prospective and retrospective data from two independent samples (N = 88 nascent founders; N = 148 founders). We found that early entrepreneurial competence in adolescence had a positive effect on making progress in the venture creation process. Nascent founders' current human and social capital also had a direct effect, but it did not mediate the effect of early competences. Finally, the data revealed that early entrepreneurial competence in adolescence positively predicted habitual entrepreneurship (multiple successful venture creations) exhibited over a longer period of the individual career (specifically, 18 years). In line with the results from prospective longitudinal studies on early precursors of entrepreneurship, our findings underscore the long neglected importance of adolescent development in the explanation of entrepreneurial performance during the subsequent working life.     

领导非工作时间电子通信预期影响下属工作绩效的多路径模型

领导预期下属非工作时间随时保持联系、并且及时回复工作信息已成为当下数字经济时代中的职场新常态。文章基于资源保存理论, 构建领导非工作时间电子通信预期(After-hours electronic communication expectations, AECE)影响下属工作绩效的多路径模型。通过实验研究, 以及多时点、多来源的问卷调查研究, 结果发现：(1)在资源获益路径, 领导AECE会通过增强下属组织自尊, 提升工作绩效; (2)在资源损耗路径, 领导AECE会增加下属的压力感知; (3)在资源威胁路径, 领导AECE会引发下属的名声担忧, 进而降低工作绩效; (4)自我领导调节资源威胁路径, 即当下属自我领导水平较高时, 领导AECE通过名声担忧降低工作绩效的间接效应被削弱。整合的理论框架为解释领导AECE对下属工作绩效的复杂影响提供更全面的解释, 这不仅丰富了AECE相关文献, 拓展了资源保存理论在数字经济管理背景下的应用, 同时也为“随时待命”这一职场新常态提供管理实践启示。     

Differential Prediction of Resilience Among Individuals With and Without a History of Abuse

The authors evaluated the differential relationship between mutuality, hope, and spirituality for predicting resilience among 253 young adult participants (47 men, 206 women; M = 22, SD = 5.7) with a history of abuse (n = 64) and without (n = 189). Backward stepwise multiple regression analyses revealed statistically significant models in populations with a history of abuse (p < .01, R ² = .43) and those without (p < .01, R ² = .36), with no statistical difference in the variance between models (z = 0.51, p = .30). Implications for counselors are provided.     

成为自己的掌舵者：个体自我领导的多层次驱动机制

在信息化、数字化、智能化的新经济背景下,自我领导对组织和个人都有更为积极的价值。然而,已有的自我领导概念与研究局限于控制理论,实证考察多限于单一层次,且未能充分揭示自我领导的驱动机制。首先拓展自我领导的概念内涵,并开发新的测量工具。在此基础上,分别构建个体自我领导的跨层次驱动机制和多层次垂滴模型,并尝试探究个体特征、领导因素、组织情境因素和工作特征等对于个体自我领导的影响。由此,有望为自我领导提供更为丰富、准确、更新的内涵与测量,深化个体自我领导形成的驱动机制及边界条件,也有助于组织实践中有效激发自我领导。     

Can intervention in emotional competences increase employability prospects of unemployed adults?

The purpose of the present study is to explore the effects of a structured intervention in emotional competences (EC) on employability prospects of unemployed adults. More precisely, the objective is to analyse whether enhancing EC (such as identifying and expressing emotions, understanding emotions, and regulating one's own and others' emotions) can improve perception of employability, job search, entrepreneurial intention and entrepreneurial self-efficacy and improve reemployment success among unemployed participants. Seventy three participants were randomly assigned to either an experimental (40) or control group (33), and the experimental group underwent a 15 h intervention focused on improving EC and developing effective emotion regulation strategies. Both groups completed all the measures before the intervention (T1), one month later (T2), and six months after the intervention (T3). The results showed that the participants in the experimental group significantly increased their level of perceived employability, overall entrepreneurial self-efficacy, and three dimensions of entrepreneurial self-efficacy after the intervention, unlike their control group counterparts. Moreover, the experimental group showed more reemployment success and less reemployment delay than the control group. No changes were detected in job search or entrepreneurial intention in either group after the intervention. In addition, the positive effects of the intervention were not maintained six months after the intervention. The results suggest that structured interventions in EC can increase people's beliefs in their own capabilities (entrepreneurial self-efficacy) and their ability to find employment (employability) and can contribute to the actual reemployment.     

Enhancing Social Entrepreneurial Intentions through Entrepreneurial Creativity: A Comparative Study Between Taiwan and Hong Kong

Attention toward social entrepreneurship has increased worldwide, particularly within younger generations. Based on the identified model of social entrepreneurial intentions, this study proposed a multiple mediation framework to examine the mediating role of entrepreneurial creativity for university students. It also compared the differences between Taiwanese (N = 311) and Hong Kong students (N = 311). Through a survey using both online and offline channels, the results of Study 1 confirmed the factor structures of the 3 scales, involving 5 antecedents of social entrepreneurial intention (i.e., empathy, moral obligation, self-efficacy, perceived social support, and prior experience with social problems), 2 factors of entrepreneurial creativity (i.e., originality and usefulness), and 2 factors of social entrepreneurial intention (i.e. conviction and preparation). The results of Study 2 supported the proposed multiple mediation model across regions. Prior experience with social problems, perceived social support, and originality were identified as the 3 most influential factors affecting the social entrepreneurial intentions of university students. The major differences between Taiwan and Hong Kong involved prior experience, empathy, self-efficacy, perceived social support, and usefulness.     

Entrepreneurial intention as developmental outcome

What predicts adults' entrepreneurial intentions? Utilizing a cross-sectional sample of 496 German scientists, we investigated a path model for the effects of entrepreneurial personality (Big Five profile), control beliefs, and recalled early entrepreneurial competence in adolescence (early inventions, leadership, commercial activities) on two types of entrepreneurial intentions (conditional and unconditional intentions). As expected, entrepreneurial personality and early entrepreneurial competence on the one hand and both types of entrepreneurial intentions on the other were associated. Findings of structural equation modeling further revealed indirect effects via control beliefs (e.g., mediation effects). The results highlight the importance of a life span developmental approach in entrepreneurship research and support the idea that entrepreneurship can be promoted early in life. The findings are discussed against the backdrop of the economic and societal values that entrepreneurship has in today's societies.     

Rank on Emotional Intelligence,Unlearning and Self-Leadership

Propelled from the inner circle after publishing The Trauma of Birth (1924), Otto Rank jettisoned Freud's science of knowing because it denied the intelligence of the emotions. Transforming therapy from knowing to being-in-relationship, Rank invented modern object-relations theory, which advocates continual learning, unlearning and relearning: that is, cutting the chains that bind us to the past. Separating, no matter how anxiety-provoking, from outworn phases of life, including previously taken-for-granted ideologies and internalized others, is essential for self-leadership. In 1926, Rank coined the terms “here-and-now” and “pre-Oedipal.” By 1926, Rank had formulated a model of “creative willing”—self-leadership infused with the intelligence of the emotions—as the optimal way of being-in-relationship with others.     

Person–city personality fit and entrepreneurial success: An explorative study in China

While the study of personality differences is a traditional psychological approach in entrepreneurship research, economic research directs attention towards the entrepreneurial ecosystems in which entrepreneurial activity are embedded. We combine both approaches and quantify the interplay between the individual personality make‐up of entrepreneurs and the local personality composition of ecosystems, with a special focus on person–city personality fit. Specifically, we analyse personality data from N = 26,405 Chinese residents across 42 major Chinese cities, including N = 1091 Chinese entrepreneurs. Multi‐level polynomial regression and response surface plots revealed that: (a) individual‐level conscientiousness had a positive effect and individual‐level agreeableness and neuroticism had a negative effect on entrepreneurial success, (b) city‐level conscientiousness had a positive, and city‐level neuroticism had a negative effect on entrepreneurial success, and (c) additional person–city personality fit effects existed for agreeableness, conscientiousness and neuroticism. For example, entrepreneurs who are high in agreeableness and conduct their business in a city with a low agreeableness level show the lowest entrepreneurial success. In contrast, entrepreneurs who are low in agreeableness and conduct their business in a city with a high agreeableness level show relatively high entrepreneurial success. Implications for research and practice are discussed.