Q2. What have the authors contributed in "The human side of leadership: inspirational leadership effects on follower characteristics and happiness at work (haw)" ?
Now is the time to refine how leaders impact on followers and their attitudes. This study examines how inspirational leaders influence follower characteristics ( FC ), and in turn, their happiness at work. In this study, the mediating effect of follower characteristics in the relationship between inspirational leadership and happiness at work was specifically examined. Their discussion highlights the importance of understanding the role of the follower characteristics that are involved in the effectiveness of inspirational leadership.
Q3. What are the future works mentioned in the paper "The human side of leadership: inspirational leadership effects on follower characteristics and happiness at work (haw)" ?
In this view, further researches are required to deeper understand the complex and crucial feedback loops among IL-FC-HAW. In particular, future researches should investigate the ( virtuous or vicious ) influence of the organizational cultural model ( assumptions, beliefs, values, rules etc. ) on the relationship IL-FC-HAW together with the role of the structural features of the organization ( span of control, level of standardization, main coordination mechanisms, systems of job evaluation, rewards and careers etc. ). Moving from the extant researches in this field, future researches should contribute to understand the still “ hidden ” dynamics of the not linear feedback loop among IL-FCHAW. He can be commanded, bribed, cajoled or prodded.
Q4. What is the key factor of the inspirational process?
Envisioning a desired future and showing how to get there is a key factor of the inspirational process, which moves followers towards creativity, and thus towards innovation, by creating alternative possible solutions (Bass, 1988).
Q5. What does the author mean by inspirational leadership?
Leadership styles such as transformational leadership broaden the interests of their employees, and develop follower capabilities (Bass, 2008).
Q6. What is the author's opinion on leadership?
The human side of leadership: inspirational leadership effects on follower characteristics and happiness at work (HAW)Leadership is one of the most written-about topics in literature.
Q7. What are the main reasons for the focus on new leadership styles?
the limitations of existing leadership styles, such as transformational and charismatic leadership, have led some researchers to focus on new modes of leadership.
Q8. What are the main factors that affect team leaders’ wellbeing?
team leaders’ communication skills - tested by overlapping areas of responsibility, gray lines of authority, delegation problems, complex project organizational structures, and conflicts among participants – assume a central role in shaping wellbeing from misunderstanding and conflict.
Q9. What is the importance of positive followership training?
Positive followership training becomes essential, as well as making sure followers and leaders have coincident perceptions of FC.
Q10. Why do women have a greater presence in the banking industry?
This is due to the increasing existence of women in university business administration degrees (which is an entry condition in the bank industry), joined with the greater presence of women in the labor market.
Q11. What is the scale for follower characteristics?
The authors define follower characteristics according to the scale proposed by Zhu et al., (2009), which involves four follower aspects: independent thinking, pro-activeness, active learning and innovativeness.
Q12. What are the constructs of happiness at work?
Author’s A (2017) HAW conceptualization included the constructs of engagement, job satisfaction and affective organizational commitment.
Q13. What is the role of the JD-R model in promoting positive attitudes?
The Job Demands-Resources (JD-R) model (Bakker & Demerouti, 2014) argues that job resources are the physical, psychological, social, and organizational characteristics of a job which promote a motivational process, enhancing positive attitudes at work.
Q14. What is the key characteristic of transformational leaders?
The authors argue that inspiration, a key characteristic of both transformational (Burns, 1978) and charismatic leaders (Bass, 1985; Shamir et al., 1993; Waldman & Yammarino, 1999), particularly helps to predict HAW.
Q15. What is the RMSEA of the Shortened Happiness at Work scale?
Although the RMSEA of the Shortened Happiness at Work scale (SHAW) was slightly over 0.08, results indicated the unidimensionality of this construct (BBNFI = 0.991; CFI = 0.989).
Q16. What is the role of the branch manager in the study?
The organizational form of the branch is a clear vertical hierarchy, in which the branch manager, or branch director, assumes the leading role.