簡易檢索 / 詳目顯示

研究生: 伊泰拉
Teera Maireti Eriuta
論文名稱: The Relationships Among Employee proactive personality, Authentic Leadership and Work Engagement in the Kiribati Public Service
The Relationships Among Employee proactive personality, Authentic Leadership and Work Engagement in the Kiribati Public Service
指導教授: 林怡君
Lin, Yi-Chun
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2019
畢業學年度: 107
語文別: 英文
論文頁數: 61
中文關鍵詞: employee proactive personalityauthentic leadershipwork engagement
英文關鍵詞: employee proactive personality, authentic leadership, work engagement
DOI URL: http://doi.org/10.6345/NTNU201900624
論文種類: 學術論文
相關次數: 點閱:158下載:0
分享至:
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報
  • 無中文摘要

    Employees with proactive personality play an important role in an organization because of their creativity and innovative ideas which contributed to a change. This study aimed to investigate the relationships between employee proactive personality, authentic leadership and work engagement. The sample of this study was 243 public servants in the Kiribati public service. The data was collected from an online survey questionnaire to test the research hypotheses. SPSS version 23 and AMOS were adopted to conduct the confirmatory factor analysis, and hierarchal regression analysis. The results showed that employee proactive personality was positively related to work engagement. Also, the relationship between authentic leadership and work engagement was positively related. The findings of this study showed that employees in the Kiribati public service were proactive in their work and perceived that their work roles contributed to stay engaged in the workplace. Also, authentic leadership was high which allowed employees to engage in their work roles.

    ABSTRACT I TABLE OF CONTENTS II LIST OF TABLES V LIST OF FIGURES VII CHAPTER I INTRODUCTION 1 Background of the Study 1 Problem Statement 2 Purpose of the study 3 Research Questions 3 Significance of the Study 4 Definitions of Key Terms 4 CHAPTER II LITERATURE REVIEW 7 Employee Proactive Personality 7 Work Engagement 9 Employee Proactive Personality and Work Engagement 12 Authentic Leadership 13 Authentic Leadership and Work Engagement 15 CHAPTER III METHODOLOGY 17 Research Framework 17 Research Procedures 18 Sample 19 Questionnaire Design 20 Pilot Test 20 Data Collection 21 Measurement 22 Employee proactive personality 22 Work Engagement 23 Authentic Leadership 25 Demographic Information 27 Cronbach’s Alpha Coefficient Test 29 Data Analysis 30 CHAPTER IV DATA ANALYSIS AND FINDINGS 33 Confirmatory Factor Analysis (CFA) 37 Pearson’s Correlation Analysis 45 Hierarchal Regression Analysis 46 CHAPTER V DISCUSSIONS AND SUGGESTIONS 51 Discussion 51 Practical Implications of the Study 55 Limitations and Suggestions for Future Study 56 REFERENCES 57

    Alshammari, A., Almutairi, N., & Thuwaini, F. (2015). Ethical leadership: The effect employees. International Journal of Business and Management, 10(3), 108-116.

    Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.

    Avolio, B. J., & Mhatre, K. H. (2012), Advances in theory and research on authentic leadership. In K. S. Cameron and G. Spreitzer (Eds.), The Oxford Handbook of Positive Organizational Scholarship, (pp. 773-783). Oxford, UK: Oxford University Press.

    Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223.

    Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359-1378.

    Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.

    Bollen, K. A. (1990). Overall fit in covariance structure models: Two types of sample size effects. Psychological Bulletin, 107(2), 256-259.

    Carmines, E., & Mclver, J. (1981). Analyzing models with unobserved models: Analysis of covariance structure. Thousand Oaks, CA: SAGE Publication.

    Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with the task and contextual performance. Personnel Psychology, 64(1), 89-136.

    Crant, J. M. (2000). Proactive behavior in organizations. Journal of management, 26(3), 435-
    462.

    Crant, J. M., & Bateman, T. S. (2000). Charismatic leadership viewed from above: The impact of proactive personality. Journal of Organizational Behavior, 21(1), 63-75.

    Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.

    Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58(4), 859-891.

    Fuller Jr, B., & Marler, L. E. (2009). Change driven by nature: A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), 329-345.

    George, B. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. John Wiley & Sons.

    George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review, 85, 129-138.

    Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in organizational behavior, 28, 3-34.

    Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis. New York, NY: Prentice Hall International.

    Hakanen, J. J., Bakker, A. B., & Demerouti, E. (2005). How dentists cope with their job demands and stay engaged: The moderating role of job resources. European Journal of Oral Sciences, 113(6), 479-487.

    Hallberg, U. E., & Schaufeli, W. B. (2006). “Same same” but different? Can work engagement be discriminated from job involvement and organizational commitment? European Psychologist, 11(2), 119-127.

    Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279.

    Hobfoll, S. E., Johnson, R. J., Ennis, N., & Jackson, A. P. (2003). Resource loss, resource gain, and emotional outcomes among inner-city women. Journal of Personality and Social Psychology, 84(3), 632-643.

    Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis. Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.

    Hultell, D., & Gustavsson, J. P. (2011). Factors affecting burnout and work engagement in teachers when entering employment. Work, 40(1), 85-98.

    Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.

    Kataria, A., Garg, P., & Rastogi, R. (2013). Work engagement in India: Validation of the Utrecht work engagement. Asia-Pacific Journal of Management Research and Innovation, 9(3), 249-260.

    Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28(1), 96-104.

    Kline, T. J. (2005). Psychological Testing: A Practical approach to design and evaluation. Thousand Oaks, CA: SAGE Publication.

    Kiribati Establishment Register (2019). Public Service Office. Retrieved from http://www.pso.gov.ki/index.php/2018-11-05-03-30-11/2016-09-07-04-1451/pspsm_introduction.html.

    Kiribati Public Service Office (2010). Retrieved from www.pso.gov.ki/index.php/aboutus/mission-vision.html.

    Li, L., & Mao, S. (2014). Moderating effects of proactive personality on factors influencing work engagement based on the job demands-resources model. Social Behavior and Personality: An International Journal, 42(1), 7-15.

    Magnusson, D., & Endler, N. S. (1977). Personality at the crossroads: Current issues in interactional psychology. Lawrence Erlbaum Associates; New York, Toronto: Halsted Press Division of Wiley.

    Major, D. A., Turner, J. E., & Fletcher, T. D. (2006). Linking proactive personality and the Big Five to motivation to learn and development activity. Journal of Applied Psychology, 91(4), 927-935. doi:10.1037/00219010.91.4.927.

    Mayhew, M. G., Ashkanasy, N. M., Bramble, T., & Gardner, J. (2007), A Study of the Antecedents and Consequences of Psychological Ownership in Organizational Settings, The Journal of Social Psychology, 147(5), 477-500.

    Morgan, W. B., Walker, S. S., Wang, Y., & Aven Jr, F. F. (2012). Proactive and committed: Characteristics for retention. Journal of Organizational Psychology, 12(2), 97-108.

    Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extra role efforts to initiate workplace change. Academy of management Journal, 42(4), 403-419.

    Northhouse, P.G. (2013). Leadership: Theory and practice (6th ed.). Thousand Oaks, CA: Sage.

    Pierce, J. L., O'Driscoll, M. P., & Coghlan, A. M. (2004), Work Environment Structure and Psychological Ownership: The Mediating Effects of Control, Journal of Social Psychology, 144(5), 507-534.

    Peterson, S., & Luthans, F. (2003). The positive impact and development of hopeful leaders. Leadership and Organization Development Journal, 24, 26-31.

    Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate. Journal of applied Psychology, 90(6), 1217-1227.

    Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐ sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.

    Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.

    Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.

    Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84(3), 416.

    Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54(4), 845-874.

    Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110.

    Snyder, M., & Ickes, W. (1985). Personality and social behavior. Handbook of social psychology, 2(3), 883-947.

    Terborg, J. R. (1981). Interactional psychology and research on human behavior in organizations. Academy of Management Review, 6(4), 569-576.

    Thompson, J. A. (2005). Proactive personality and job performance: a social capital perspective. Journal of Applied psychology, 90(5), 1011.

    Ullman, J. B. (2006). Structural equation modeling: Reviewing the basics and moving forward. Journal of Personality Assessment, 87(1), 35-50.

    United Nations Children’s Fund [UNICEF] (2014). 150729 UNICEF Pacific GIF Kiribati Preview. Retrieved from http://www.fliphtml5.com.

    United Nations World Population Prospects (2010). Retrieved from https://www.macrotrends.net/countries/KIR/kiribati/population.

    Walumbwa, F. O., Wang, P., Wang, H., Schaubroeck, J., & Avolio, B. J. (2010). Psychological processes linking authentic leadership to follower behaviors. The Leadership Quarterly, 21(5), 901-914.

    Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.

    Wang, D. S., & Hsieh, C. C. (2013). The effect of authentic leadership on employee trust and employee engagement. Social Behavior and Personality: An International Journal, 41(4), 613-624.

    Wang, Z., Zhang, J., Thomas, C. L., Yu, J., & Spitzmueller, C. (2017). Explaining benefits of employee proactive personality: The role of engagement, team proactivity composition and perceived organizational support. Journal of Vocational Behavior, 101, 90-103.

    Wefald, A. J., Mills, M. J., Smith, M. R., & Downey, R. G. (2012). A Comparison of three job engagement measures: Examining their factorial and criterion‐ related validity. Applied Psychology: Health and Well‐Being, 4(1), 67-90.

    Weiss, H., & Adler, S. (1984). Personality and organizational behavior. In B. M. Staw & L. L. Cummings (Ed.), Re- search in organizational behavior (pp. 711-718). Greenwich, CT: JAI Press.

    Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74(3), 235-244.

    Zhang, Z., Wang, M. O., & Shi, J. (2012). Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange. Academy of Management Journal, 55(1), 111-130.

    無法下載圖示 本全文未授權公開
    QR CODE