El presente trabajo de investigacion de tipo aplicado toma los conceptos de los estilos de liderazgo transformacional y transaccional, y el desempeno laboral, con el objetivo de establecer las relaciones de influencia de ambos estilos de liderazgo con el desempeno laboral. Para alcanzarlo, se recolecto la informacion acerca de los estilos de liderazgo de 7 gerentes de Mabe, empresa multinacional dedicada a la fabricacion de electrodomesticos de linea blanca, para lo cual se utilizo el MLQ (Cuestionario de Liderazgo Multifactorial); y se obtuvo tambien por medio de una evaluacion global de desempeno, la informacion acerca del nivel de cumplimiento de los objetivos de los 40 colaboradores que hacen parte de la linea directa de los gerentes evaluados. 
 
Esta informacion se proceso y se estudio realizando analisis estadisticos descriptivos, dentro de los cuales se examino el comportamiento de los componentes del liderazgo transformacional y del liderazgo transaccional en los gerentes evaluados, y la calificacion de desempeno de los colaboradores que le reportan directamente a estos gerentes para entender el nivel de cumplimiento de los objetivos; y posteriormente se efectuaron analisis relacionales de tipo bivariado para identificar, tanto la relacion entre los componentes de los estilos de liderazgo transformacional y transaccional mostrados en los gerentes con el desempeno laboral de los colaboradores, como la relacion entre los estilos de liderazgo transformacional y transaccional con el desempeno laboral. 
 
Dentro de los principales resultados se obtuvo que los dos estilos de liderazgo estan presentes en los gerentes de la muestra y ambos producen el cumplimiento satisfactorio del desempeno, sin embargo, se observa lo que indica la teoria referente a la relacion de los estilos de liderazgo transformacional y transaccional con el desempeno laboral, evidenciando que el liderazgo transformacional es percibido en mayor proporcion por aquellos colaboradores que exceden en su desempeno de manera parcial o total siendo la motivacion inspiracional y la estimulacion intelectual los componentes que mas influyen; mientras que el estilo de liderazgo transaccional se presenta con mayor frecuencia influenciando a aquellos colaboradores que cumplen en su desempeno de acuerdo a lo esperado, siendo la recompensa contingente el componente que mas influye en la relacion.

Los estilos de liderazgo transformacional y transaccional, y su impacto en el desempeño laboral

Despite a long history within the field of leadership, the subject of authoritarianism and how it influences leadership and leadership processes has been neglected in recent decades. However, recent global events make it clear that a better understanding of authoritarianism is needed and that leadership researchers would benefit from a renewed interest in studying why followers embrace autocratic leaders. The nature of authoritarian character, how authoritarian values develop, and how it is measured will be discussed. We will also review autocratic leadership, the factors that make it more likely, its consequences for followers, and the moderators of its effects. A future research agenda for the study of authoritarian character and autocratic leadership will be provided.

Autocratic leaders and authoritarian followers revisited: A review and agenda for the future.

Workplace spirituality as a mediator between ethical climate and workplace deviant behavior.

Psychological contract breach (PCB) may trigger negative attitudes in employees and ultimately cause further negative behaviors By drawing on social exchange theory, this study aims to explore the link between PCB and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and work alienation We administered a cross-sectional survey of 484 energy company front-line employees The conceptual model was examined via structural equation modeling The results suggested that organizational cynicism and work alienation sequentially mediated the relationship between PCB and CWB This study elucidated the mechanisms underlying the relationship between PCB and CWB by introducing negative attitudes (ie, organizational cynicism and work alienation) into the model, and offered further evidence that organizations should pay more attention to employees' PCB and negative attitudes in order to reduce their CWB

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The Relationship Between Psychological Contract Breach and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation

Abstract In the study reported here, hypotheses regarding social determinants of internal motivation and job involvement are generated and tested against data gathered from 522 employees of an assembly and packaging plant. Specifically, it is hypothesized that integration into networks of work-based relationships will be positively associated with internal motivation and negatively associated with job involvement. It is also hypothesized that the strength of these relationships will vary with the employees' orientation toward growth and development. Consistent with the hypotheses, it is found that integration is associated with internal motivation; however, isolates who are growth oriented are more internally motivated than isolates who are not growth oriented. There is no main effect of integration on job involvement; however, isolates who are not growth oriented are more involved in their jobs than are isolates who are growth oriented. It is concluded that internal motivation and job involvement can be alternative sources of meaning and identity, particularly for people who are isolated from work relationships and therefore are unlikely to be highly involved with the organization.

Job involvement, internal motivation, and employees integration into networks of work relationships / BEBR No. 542

This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors, as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ deviant workplace behaviors was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ deviant workplace behaviors.

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The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism

This study examined the relationship between authoritarian leadership and employees’ unsafe behaviors, and the mediating roles of organizational cynicism and work alienation. Questionnaires were distributed to first-line production employees, and structural equation modeling was employed to test the hypotheses. The results showed that organizational cynicism mediated the relationship between authoritarian leadership and employees’ unsafe behaviors. Furthermore, authoritarian leadership was related to employees’ unsafe behaviors through organizational cynicism first and then work alienation. The theoretical implications of these findings for advancing the research and practical approaches to reduce employees’ unsafe behaviors are discussed.

Authoritarian leadership and employees’ unsafe behaviors: The mediating roles of organizational cynicism and work alienation

This study examines the basic psychometric properties of the Core Self-evaluations Scale (CSES) originally developed by Judge, Erez, Bono and Thoresen. To date, it is the only available instrument that permits a conceptually pure quantification of core self-evaluations. Factor structures, validity, internal reliability were examined for the two Chinese subsamples. The two-factor model was confirmed via exploratory and confirmatory factor analyses. The invariance between students and non-students was supported. The CSES was found to have satisfactory internal reliability and test-retest reliability. The results of the present study are comparable with those obtained in previous work with measures of social support, emotional intelligence and life satisfaction and increase support for the validity of this instrument. The questionnaire can be used in Chinese adults.

Psychometric Properties of the Chinese Version of Core Self-Evaluations Scale

PurposeWith the improvement of consumers' health consciousness, healthy food has attracted great attention in daily consumption. Previous research into the sense of power often distinguishes it into high and low level, ignoring the impact of different construal of power on consumption behaviors. This article divides power into dual construal (responsibility vs opportunity) and aims to examine the differential impacts of the construal of power on healthy food preference.Design/methodology/approachTwo pretests and three formal experiments were conducted to examine the effect of the construal of power on the consumer's healthy food preference, the mediation of self-discipline perception and the moderation of the relative strength of prevention over promotion focus (i.e. RSPPF).FindingsResults indicate that individuals who construe power as responsibility (vs opportunity) exhibit higher self-discipline perception, which in turn leads to greater healthy food preference. However, the main effect above can be weakened among the low-power group. Moreover, the above mediating effect of self-discipline perception is stronger for individuals with higher RSPPF.Originality/valueFirst, based on the binary-construal perspective, this study refines the classification of high power and introduces it into the antecedent research of healthy food preference. Second, this paper reveals the self-discipline perception as the inner mechanism underlying the effect of the construal of power on healthy food preference, while RSPPF as the boundary condition for this mediating mechanism. Moreover, this research also provides practical implications for healthy food enterprises that the construal of power, self-discipline perception and regulatory focus should be taken into consideration in advertising design and healthy product promotion.

Hongyan Jiang

Papers

The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism

Authoritarian leadership and employees’ unsafe behaviors: The mediating roles of organizational cynicism and work alienation

Psychometric Properties of the Chinese Version of Core Self-Evaluations Scale

How the construal of power impacts healthy food preference: the mediating role of self-discipline perception

Filial Piety and Meaning in Life among Late Adolescents: A Moderated Mediation Model