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Background: Challenging working conditions and job characteristics can result in nurses experiencing significant workplace stress and adversity., Aim: To examine how and why spiritual leadership may have a positive influence on nurses' subjective well-being., Method: A total of 339 registered nurses from five public hospitals in Mainland China participated in this study. Hypotheses were tested using the PROCESS macro., Results: Spiritual leadership influenced the subjective well-being indirectly through workplace spirituality. The interaction between spiritual leadership and power distance orientation on workplace spirituality was significant. Power distance orientation moderates the indirect effect of spiritual leadership on the subjective well-being through workplace spirituality, and this indirect effect is more positive for nurse with lower power distance orientation., Conclusions: Spiritual leadership is a significant contextual factor in the workplace that may influence the nurses' workplace spirituality and subjective well-being. Based on their power distance orientation, nurses may have different responses to spiritual leadership, resulting in differing levels of workplace spirituality., Implications for Nursing Management: Spirituality can satisfy the internal needs of nurses. Spiritual leadership can facilitate a spiritual working context for sustaining the subjective well-being of nurses. Hospitals should provide training programmes to help existing leaders engage in spiritual leadership., (© 2020 John Wiley & Sons Ltd.)

Objective: Stress remains a major health concern among college students today. Consequently, research on student stress is imperative, from both an organizational and an individual perspective. This research study explores the moderating role of coping skills on the relationship between self-leadership and stress among college students. Participants: Data from 643 full-time undergraduate students attending a 4-year public university in the mid-Atlantic region were collected in February 2017 and analyzed using a moderated regression model. Results: The results indicate self-leadership practices do reduce student stress levels and that this relationship is moderated by student coping skills. Conclusion: The findings from this study deepen our understanding of how self-leadership practices may decrease student stress and showcases self-leadership as an effective tool for reducing college student stress.

This article develops and presents a model of the relationships among emotional intelligence, self-leadership, and stress coping among management students. In short, the authors' model suggests that effective emotion regulation and self-leadership, as mediated through positive affect and self-efficacy, has the potential to facilitate stress coping among students. A primary implication of the model is that basic emotion regulation and self-leadership strategies could be included in introductory management courses to potentially increase management students' abilities to cope with stress. Furthermore, because the model has the potential to generalize to the workplace, management students exposed to emotion regulation and self-leadership strategies may be better equipped to effectively manage stress in their future careers. (Contains 1 figure.)

This study via the sensemaking perspective examines whether spiritual leadership can influence employee workplace spirituality and employee corporate social responsibility (CSR) participation. We also examine the joint effects of spiritual leadership and employee Machiavellianism on employee workplace spirituality. Using a sample of 556 employees from four commercial banks in China, analyses demonstrate that employee workplace spirituality mediates the relationship between spiritual leadership and employee CSR participation and that the indirect effect of spiritual leadership on employee CSR participation is dependent on the level of employee Machiavellianism. These results shed light on how and why spiritual leadership and employee Machiavellianism influence employee workplace spirituality and employee CSR participation. The theoretical and practical implications of these finding are discussed along with directions for future research. [ABSTRACT FROM AUTHOR]

Whereas the predominance of leadership research has focused upon top-down influence processes, we examine the process of leading from the inside out, i.e., self-leadership. Based on a meta-analysis of 57 effect sizes and 16,493 observations, the overall results suggest that self-leadership is positively and strongly related to individual outcomes (ρ =.38). Results also help to clarify when self-leadership is most effective relative to outcome type, showing a stronger relationship between self-leadership and creativity/innovation than between self-leadership and task performance. We further explore the incremental value of cognitive self-leadership strategies over and above basic behaviour-focused self-leadership. Our findings suggest that when individuals engage in cumulative self-leadership involving both behavioural and cognitive strategies, relationships with individual outcomes are stronger than when people employ behaviour-focused self-leadership alone. Finally, we explore a meta-analytic path model examining mediating mechanisms to clarify not only how but also why self-leadership influences outcomes of interest. Implications regarding the nature and importance of the mechanisms through which self-leadership is linked to outcomes and future directions for further advancing self-leadership theory and research are delineated. [ABSTRACT FROM AUTHOR]

Objective: Stress remains a major health concern among college students today. Consequently, research on student stress is imperative, from both an organizational and an individual perspective. This research study explores the moderating role of coping skills on the relationship between self-leadership and stress among college students. Participants: Data from 643 full-time undergraduate students attending a 4-year public university in the mid-Atlantic region were collected in February 2017 and analyzed using a moderated regression model. Results: The results indicate self-leadership practices do reduce student stress levels and that this relationship is moderated by student coping skills. Conclusion: The findings from this study deepen our understanding of how self-leadership practices may decrease student stress and showcases self-leadership as an effective tool for reducing college student stress. [ABSTRACT FROM AUTHOR]

Objective: Stress remains a major health concern among college students today. Consequently, research on student stress is imperative, from both an organizational and an individual perspective. This research study explores the moderating role of coping skills on the relationship between self-leadership and stress among college students. Participants: Data from 643 full-time undergraduate students attending a 4-year public university in the mid-Atlantic region were collected in February 2017 and analyzed using a moderated regression model. Results: The results indicate self-leadership practices do reduce student stress levels and that this relationship is moderated by student coping skills. Conclusion: The findings from this study deepen our understanding of how self-leadership practices may decrease student stress and showcases self-leadership as an effective tool for reducing college student stress. [ABSTRACT FROM AUTHOR]

In this paper, we extend research on implicit leadership theories by exploring and clarifying the content and structure of effective leader prototypes. We invited 78 Chinese and 50 American business practitioners to describe effective and ineffective leaders. Drawing on grounded theory approaches, we coded 671 statements of participants and found 41 leader attributes. After grouping these attributes into eight themes, we found that the structure and content of effective and ineffective leader prototypes indicate a departure from existing implicit leadership theories. In particular, we discovered a paradoxical theme regarding leader power, whereby this attribute could be simultaneously viewed as both effective and ineffective. This finding also emerged in a follow-up qualitative study that used archival data to explore the attributes of four exemplar powerful business leaders in the United States and China. Our studies probe the differences between effective leaders and typical leaders in implicit leadership theories and evoke scholars' attention to the paradoxical evaluation of power in effective leaders. We discuss the implications for future research and managerial practice stemming from the ambiguity surrounding certain aspects of leadership effectiveness. [ABSTRACT FROM AUTHOR]

Over the past two decades, conceptual and empirical research on the concept of workplace spirituality has increased and expanded significantly. An early and influential article by Krishnakumar and Neck (2002,Journal of Managerial Psychology17 (3): 153–164) helped provide direction and structure to the nascent field of workplace spirituality by examining the “what” – the definitions and meanings of multiple views of workplace spirituality, the “why” – the potential benefits for organizations from encouraging such differing views of workplace spirituality among their members, and the “how” – the ways in which spirituality may be encouraged or implemented within organizations. The current paper provides a retrospective update and extension of the Krishnakumar and Neck (2002) “what, why, and how” framework and “spiritual freedom” model. More specifically, the paper reviews the development and expansion of the workplace spirituality literature over the past decade and a half and considers the potential contributions of a number of contemporary leadership approaches including self-leadership, shared leadership, and authentic leadership to spirituality in the workplace. The paper concludes with an examination of key directions for future research in the workplace spirituality domain. [ABSTRACT FROM PUBLISHER]

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This article develops and presents a model of the relationships among emotional intelligence, self-leadership, and stress coping among management students. In short, the authors’ model suggests that effective emotion regulation and self-leadership, as mediated through positive affect and self-efficacy, has the potential to facilitate stress coping among students. A primary implication of the model is that basic emotion regulation and self-leadership strategies could be included in introductory management courses to potentially increase management students’ abilities to cope with stress. Furthermore, because the model has the potential to generalize to the workplace, management students exposed to emotion regulation and self-leadership strategies may be better equipped to effectively manage stress in their future careers. [ABSTRACT FROM PUBLISHER]

Purpose – The purpose of this brief commentary is to provide a brief overview of Max Weber's life, work, and contributions to management thought before addressing the question of whether his notion of authority still holds in the twenty-first century. Design/methodology/approach – The commentary begins with a brief biographical sketch followed by an examination of Weber's conceptualization of authority, its influence on the field of management and its relevancy in the twenty-first century. Findings – Weber's writings on charismatic authority have been and continue to be instrumental in shaping modern leadership theory, that the charismatic form of authority may be particularly applicable and effective in today's chaotic and rapidly changing environments, and that the empowered and self-managing organizational forms of the twenty-first century may represent merely a different incarnation of Weber's iron cage of legal/rational authority. Originality/value – This commentary makes an important contribution to the management history literature by examining an important aspect of Weber's influence on management thought, theory, and practice. [ABSTRACT FROM AUTHOR]

Purpose — The purpose of this paper is to provide a thorough review of self-leadership literature past and present, including a historical overview of how the concept was created and expanded as well as a detailed look at more recent self-leadership research trends and directions. The paper also presents a theoretical and conceptual explanation and differentiation of the self-leadership concept relative to other related motivational, personality, and self-influence constructs. Design/methodology/approach — Self-leadership research and related literatures of motivation, personality and self-influence are discussed and described in order to present the current state of the self-leadership body of knowledge and to suggest future directions to explore and study. Findings — It is suggested that self-leadership is a normative model of self-influence that operates within the framework of more descriptive and deductive theories such as self-regulation and social cognitive theory. Research limitations/implications — While self-leadership research composes an impressive body of knowledge, it is a domain of study that has been under-investigated in some aspects, both empirically and conceptually. Practical implications — This paper suggests several future directions that researchers can undertake to advance self-leadership knowledge. Originality/value — This paper fills a void in the organizational literature by reviewing the body of self-leadership knowledge, by stating how self-leadership is a distinctive theory in its own, and by presenting directions for future self-leadership research. [ABSTRACT FROM AUTHOR]

This study examined the relationship between self-leadership and personality through an analysis and comparison of hierarchical factor structures. Structural equation modeling techniques Were used to examine several competing models combining the hierarchical factor structures of self-leadership and personality. Model fit increased significantly through a progression of models that reflected increasingly greater distinction between self-leadership skill dimensions and key personality traits. The best fitting model consisted of a hierarchical factor structure with three first-order self-leadership factors, three first-order personality factors, and two correlated second-order factors. Unexpectedly, the general second-order factors of self-leadership and personality were statistically indistinguishable Nevertheless, these results seem to provide some initial evidence that self-leadership dimensions are distinct from, yet related to, certain key personality traits. The implications of these results for future self-leadership research and practice are discussed. [ABSTRACT FROM AUTHOR]

Presents information on a study which tested the reliability and validity of a revised self-leadership measurement scale created on the basis of existing measures of self-leadership. Categories of self-leadership strategies; Details on self-leadership measurement.