Empowering Leadership

This study examined the effects of empowering leadership on employees in a customer service organization, using data from 266 employees and their supervisors from 41 work teams in a division of a large Hong Kong telecommunications corporation. Empowering leadership had acceptable levels of within-group agreement and between-group variability , providing support for its analysis as a group-level construct. Testing a multi-level model in which psychological empowerment was hypothesized to mediate the relationship between both within-group and between-group empowering leadership and individual outcomes, empowering leadership was associated with psychological empowerment at both levels. There was evidence of significant mediation effects at both the individual and group levels. These findings underline the importance of analysing both within-group and between-group differences in empowering leadership and their effects on individual attitudes and behaviours.

The aim of the thesis is to study the construct of empowering leadership within the
framework of Greek public schools of secondary education. The empowering leadership
affects in a positive way the teacher’s working behavior when the principal delegates
authority to the teaching members.
The present thesis inquires the impact of empowering leadership on teacher’s
innovating work behavior and the mediating role of harmonious passion. The harmonious
passion leads individuals to choose to be engaged in activities through autonomous
internalization.
In this context, an empirical research on 167 teachers across Greek schools has been
conducted through a self-reporting questionnaire. The findings suggest that when
empowering leadership is related to harmonious passion triggers teacher’s innovating
behavior. Finally, practical implications for school principals are suggested and the
research limitations and expansions are pointed.

It is widely accepted that Job Satisfaction is a key element leading to improved employee performance and consequently to improved overall company performance. This cross-country research summarizes and examines anew the relationships between Organizational Learning Culture, Empowering Leadership, Personal Culture and Job Characteristics on the one side, and Motivation, Job Satisfaction, Creativity, Engagement, Organizational Commitment on the other side. To examine if the Model is affected by the country someone works, sample of two countries has been taken, that is, 89 Greek and 64 German respondents. The results suggest that Job Satisfaction is affected by Empowering Leadership and Organizational Learning Culture and Creativity is directly related to Personal Culture and Job Characteristics. Moreover, Organizational Commitment is positively related to Job Satisfaction while Engagement is an antecedent of Creativity. Moreover, no significant influence of the Country a person works was found to affect any of the Outcomes.

In to-day's dynamic business world, a trend is towards more flexible organisations with enhanced autonomy and self-leadership of employees and teams. This study introduces the concepts of self-leadership and empowering leadership in the Western Balkans. The study measures employed professionals' views of self-leadership and experienced empowering leadership. Special attention is given to possible differences in views by gender and by professionals with/without a leadership role. Two instruments are applied, the Revised Self-Leadership Questionnaire and the Empowering Leadership Survey (n = 265). Subsequently interviews were conducted with 10 company directors to generate their viewpoints and experiences of self-leadership and empowering leadership. Results show correlations between self-leadership and empowering leadership and show differences between men's and women's reports. The study also notes that better understanding the potential of empowering leadership leading to more self-leadership demands another type of research. A discussion of the study and suggestions for future research conclude the article.

In an intensely competitive environment, the companies in the production sector fall behind as a result of not showing performance at desired levels, which and leads to companies leaving the sector. Particularly in terms of leadership, the trust of employees in the subordinate hierarchy of organizations, as well as their identification with the organization, should be managed with an accurate understanding. The aim of this study is to analyze the concepts of empowerment leadership and emotional intelligence , the trust of employees in the organization, and the relationships between them within an organization. When the data obtained through the study was analyzed, it was found that leadership and emotional intelligence had a positive effect in the formation of trust and organizational identity among employees. Within the scope of the study, surveys were conducted with 381 white-collar workers (administrative personnel) who work in the production sector. Analyzes were made using SPSS...

Waste management disposes of the products and substances that we can use in a safe and efficient manner. Rapid urbanization, industrialization and globalization are exerting a severe pressure on the environment through many ways including production of huge quantities of organic solid waste. Hence the environmental problems have
emphasized for better utilization of waste for various purposes involving suitable cost-effective technologies. The practice of best out of waste has arisen out of the concept that there is an institutional social responsibility towards the disadvantaged and the marginalized sections of society. In response to this consciousness, the department of social
work, Maris Stella College launched an on-going programme in the year 2001 in collaboration with nongovernmental organizations called ‘Best out of Waste to Turn Trash into Cash’. The participants are child laborers,
rehabilitated street children, mentally and physically challenged children, HIV/AIDS victims, trafficked victims at swadhar homes and women from various self help groups

Knowledge and knowledge sharing is very important in the service sector, which has a dynamic structure. It is also important to share knowledge efficiently among employees in order to get things right. The aim of the study is to examine the impact of empowering leadership and knowledge sharing in terms of performance criterias in the service sector (logistics companies). As a result of surveys collected from logistics companies, the effect of empowering leadership and knowledge sharing on employee performance, organizational performance and job performance variables were determined. In the scope of aim of the study, a survey was conducted with 386 personnel working in the logistic companies. Data analysis was done using SPSS 25 and LISREL 8.80 programs. After factor and reliability analyses, correlation analysis, regression analysis were performed and also sobel test was done for the analysis of measuring the mediating variable effect.

This biographical study features the leadership of Joan Miller Wint, now retired, who for 23 years was principal of Denbigh High School, located in a high-poverty rural area in Jamaica. In the article the author examines biography as a qualitative research strategy used in “telling” the stories of women leaders; explores the influence of Wint’s early life and education on her leadership; highlights the challenges Wint encountered as a principal, as well as how she transformed the school from low-performing to high-performing; and discusses Wint’s story in terms of the themes in the scholarship on women’s leadership.

Do you ever feel you have a shortage of good leaders in your church? It is easy to get discouraged and frustrated when we don’t feel others are stepping up. I have found that one of the greatest inhibitors to leadership multiplication is not “them,” it’s “me.” How I lead has a direct impact on raising up other leaders or preventing them from growing. What if there was a way to have a steady stream of gifted emerging leaders in our churches?

Understand 4 leadership mindsets from the National Football League: Referee, Running back, Quarterback, Coach. Choose to adopt the ministry mindset that leads to multiplying leaders.

In an intensely competitive environment, the companies in the production sector fall behind as a result of not showing performance at desired levels, which and leads to companies leaving the sector. Particularly in terms of leadership, the trust of employees in the subordinate hierarchy of organizations, as well as their identification with the organization, should be managed with an accurate understanding. The aim of this study is to analyze the concepts of empowerment leadership and emotional intelligence , the trust of employees in the organization, and the relationships between them within an organization. When the data obtained through the study was analyzed, it was found that leadership and emotional intelligence had a positive effect in the formation of trust and organizational identity among employees. Within the scope of the study, surveys were conducted with 381 white-collar workers (administrative personnel) who work in the production sector. Analyzes were made using SPSS 25 and AMOS programs. İn addition, sobel test and hayes process were performed in mediation variable analysis. After both confirmatory and explanatory factor analysis, as well as reliability analysis, correlation analysis and regression analysis were used.

In to-day’s dynamic business world, a trend is towards more flexible organisations with enhanced autonomy and self-leadership of employees and teams. This study introduces the concepts of self-leadership and empowering leadership in the Western Balkans. The study measures employed professionals’ views of self-leadership and experienced empowering leadership. Special attention is given to possible differences in views by gender and by professionals with/without a leadership role. Two instruments are applied, the Revised Self-Leadership Questionnaire and the Empowering Leadership Survey (n = 265). Subsequently interviews were conducted with 10 company directors to generate their viewpoints and experiences of selfleadership and empowering leadership. Results show correlations between self-leadership and empowering leadership and show differences between men’s and women’s reports. The study also notes that better understanding the potential of empowering leadership leading to more self-...

The aim of current study is investigating the role of empowering leadership on employee innovative work behavior, we also exposure the mediating role of leader member exchange in the association of empowering leadership and innovative work behavior. The researcher distributes the survey which is self-reported for the purpose of data collection. We collect the data from permanent employee and their superverses, of Kunming rail and subway sector. The respondent of the study was 496 employees and 164 leaders. For analysis we used structural equation modeling technique. According to the results the empowering leadership positively influenced the innovative work behavior of the employee, the researchers further point out that the LMX mediates the association of empowering leadership and innovative work behavior. The study also confirms the direct and indirect effects of empowering leadership on innovative work.

The research focuses on the knowledge of the impact of strategic
intelligence in increasing the efficiency and effectiveness of the organization on implementing the strategic map properly. Also the research aims to determine the role of the two modified variables transactional leadership and empowering leadership in the relationship between strategic intelligence and the strategic map. In order to achieve this, the dimensions of strategic intelligence (Foresight, Future Vision, Systems Thinking, Motivation, Partnership, Intuition, and
Creativity) were adopted. The strategic map was taken as a dependent variable with its dimensions (Financial, Customers, Processes and Operation, Growth and Development). The transactional Leadership was adopted as the first modified variable with its dimensions (Provide Performance Requirements, Conditional Reward, Conditional Punishment, Active Exception Management, and Static
Exception Management). Empowering Leadership has been taken as a second modified variable with its dimensions (Leading by Example, Participative Decision-Making, Coaching, Informing, and Showing Concern/Interacting with The Team). The General Company for Automotive Industry in Babil Governorate was selected for research through a questionnaire that included (257) employees working in administrative positions. The modified analysis, some descriptive statistics, and simple and multiple regression analysis were used. A number of points were reached, the most important of which is to focus on the implementation of strategic maps in Iraqi organizations and to develop the dimensions of empowerment leadership among employees. The effective role of strategic intelligence in achieving the right dimensions of the strategic map was
achieved through the empowerment of leadership.