مقاله انگلیسی رایگان در مورد تأثیرات رهبری اصیل بر اعتماد به رهبران، رفتار شهروندی سازمانی در صنعت میهمان نوازی چین – الزویر ۲۰۱۹

elsevier

 

مشخصات مقاله
ترجمه عنوان مقاله تأثیرات رهبری اصیل بر اعتماد به رهبران، رفتار شهروندی سازمانی و کیفیت خدمات در صنعت میهمان نوازی چین
عنوان انگلیسی مقاله The effects of authentic leadership on trust in leaders, organizational citizenship behavior, and service quality in the Chinese hospitality industry
انتشار مقاله سال ۲۰۱۹
تعداد صفحات مقاله انگلیسی ۱۱ صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
پایگاه داده نشریه الزویر
نوع نگارش مقاله
مقاله پژوهشی (Research Article)
مقاله بیس این مقاله بیس میباشد
نمایه (index) Scopus – Master Journals List – JCR
نوع مقاله ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
۲٫۷۸۴ در سال ۲۰۱۸
شاخص H_index ۲۴ در سال ۲۰۱۹
شاخص SJR ۰٫۸۲۱ در سال ۲۰۱۸
شناسه ISSN ۱۴۴۷-۶۷۷۰
شاخص Quartile (چارک) Q1 در سال ۲۰۱۸
مدل مفهومی دارد
پرسشنامه دارد
متغیر ندارد
رفرنس دارد
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی، مدیریت استراتژیک، مدیریت دولتی، مدیریت عملکرد
نوع ارائه مقاله
ژورنال
مجله مجله مهمان نوازی و مدیریت گردشگری – Journal of Hospitality and Tourism Management
دانشگاه College of Education and Human Development, Texas A& M University, 801 Harrington Tower, College Station, TX, 77840, USA
کلمات کلیدی رهبری اصیل، میهمان نوازی چینی، اعتماد به رهبران، مشتری مداری OCB، کیفیت خدمات
کلمات کلیدی انگلیسی Authentic leadership، Chinese hospitality، Trust in leaders، Customer-oriented OCB، Service quality
شناسه دیجیتال – doi
https://doi.org/10.1016/j.jhtm.2019.06.004
کد محصول E12568
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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فهرست مطالب مقاله:
Abstract

۱- Introduction

۲- Purpose

۳- Literature review and hypotheses

۴- Methodology

۵- Stage 1

۶- Stage 2

۷- Discussion

۸- Theoretical implications

۹- Practical implications

۱۰- Limitations and future studies

References

 

بخشی از متن مقاله:

Abstract

The purposes of these studies are twofold. One was to confirm the Authentic Leadership Questionnaire originally developed and validated by Walumbwa, Avolio, Gardner, Wernsing, and Peterson (2008) in the Chinese hospitality industry. The second purpose was to test whether authentic leadership influences employee’s trust in leaders, customer-oriented organizational citizenship behavior (OCB), and service quality in the Chinese hospitality context and to examine the mediating role of trust in leaders. Data were collected in two stages from five-star hotels in all parts of China. It was discovered that authentic leadership is confirmed to be a higher-order factor construct with 4 first-order factors and 16 items in China. The relationship between authentic leadership and customer-oriented OCB was partially mediated by trust in leaders. Implications and limitation were also addressed in the conclusion.

Introduction

In response to the pervasive corporate and government malfeasance early in the twenty-first century, a large number of leadership scholars and practitioners have called for a new type of genuine and value-based leadership to restore hope, confidence, integrity, and honor in business and institution paradigms (Gardner, Cogliser, Davis, & Dickens, 2011). Considering the ethical misconduct and resultant business failures across industries worldwide, Copeland (2016) claims authentic leadership is urgently needed in the twenty-first century. This increasing demand for a leadership paradigm shift was paralleled by a strong interest among scholars who sought to define, construct, and refine authentic leadership theory. Walumbwa, Avolio, Gardner, Wernsing, and Peterson (2008) explicitly conceptualized authentic leadership as a high-order construct and defined it as “a pattern of leader behavior that draws upon and promotes both positive psychological capacities and a positive ethical climate” (p. 94). They also proposed a higher order Authentic Leadership Model. According to Walumbwa et al. (2008), authentic leadership is essentially displayed through self-awareness, balanced processing, internalized moral perspective, and rational transparency. Self-awareness refers to knowing one’s own strengths and weaknesses and the social impact on other people (Kernis, 2003). Balanced processing refers to leaders challenging their deeply held positions and objectively evaluating all relevant information when making a decision (Walumbwa et al., 2008). Internalized moral perspective refers to self-regulation based on internal moral standards and values, as opposed to behavior guided by external pressures (Walumbwa, Luthans, & Oke, 2011). Relational transparency refers to leader behaviors that openly show one’s authentic self, true thoughts, and feelings to followers to promote mutual trust (Wei, Li, Zhang, & Liu, 2018). Yammarino, Dionne, Schriesheim, and Dansereau (2008) added to the discussion and called for better understanding of the nomological network of authentic leadership and the underlying mechanism by which authentic leadership affects effective organization outcomes. Subsequently, there have been theoretical advances in the authentic leadership field. A large number of studies have been conducted, mostly in the Western context, examining the effects of authentic leadership on several proximal and distal constructs, such as organizational commitment (Gatling, Kang, & Kim, 2016; Walumbwa et al., 2008), turnover intention (Azanza, Moriano, Molero, & Mangin, 2015; Gatling et al., 2016), employee satisfaction (Giallonardo, Wong, & Iwasiw, 2010), organizational citizenship behavior (OCB) (Walumbwa et al., 2008; Walumbwa, Wang, Schaubroeck, & Avolio, 2010), trust in leaders (Clapp-Smith, Vogelgesang, & Avey. 2009; Wong & Cummings, 2009; Wong, Spence Laschinger, & Cummings, 2010), and organizational performance (Clapp-Smith, Vogelgesang, & Avey. 2009; Walumbwa et al., 2008; Wong & Cummings, 2009).

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