Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados

El presente documento hace un análisis de la influencia que ejercen los diferentes tipos de liderazgo, carismático y transaccional, de un directivo de una organización sobre los subordinados de la misma, que a su vez afecta positiva o negativamente el nivel de resiliencia de los mismos. De la misma...

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Fecha de publicación:
2014
Institución:
Universidad del Rosario
Repositorio:
Repositorio EdocUR - U. Rosario
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spa
OAI Identifier:
oai:repository.urosario.edu.co:10336/8861
Acceso en línea:
https://doi.org/10.48713/10336_8861
http://repository.urosario.edu.co/handle/10336/8861
Palabra clave:
Psicología positiva
capital psicológico
resiliencia
liderazgo
liderazgo transformaciona
liderazgo transaccional
Administración general
Positive psychology
psychological capital
resilience
leadership
transformational leadership
transactional leadership
Psicología aplicada
Resiliencia
Liderazgo
Administración de personal
Administración de empresas
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License
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id EDOCUR2_80e0890b15871f6bc53a9d8651c395ff
oai_identifier_str oai:repository.urosario.edu.co:10336/8861
network_acronym_str EDOCUR2
network_name_str Repositorio EdocUR - U. Rosario
repository_id_str
dc.title.spa.fl_str_mv Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
title Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
spellingShingle Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
Psicología positiva
capital psicológico
resiliencia
liderazgo
liderazgo transformaciona
liderazgo transaccional
Administración general
Positive psychology
psychological capital
resilience
leadership
transformational leadership
transactional leadership
Psicología aplicada
Resiliencia
Liderazgo
Administración de personal
Administración de empresas
title_short Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
title_full Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
title_fullStr Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
title_full_unstemmed Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
title_sort Relación entre los estilos de liderazgo y los niveles de resiliencia de los subordinados
dc.contributor.advisor.none.fl_str_mv Barbosa Ramírez, David Hernando
dc.subject.spa.fl_str_mv Psicología positiva
capital psicológico
resiliencia
liderazgo
liderazgo transformaciona
liderazgo transaccional
topic Psicología positiva
capital psicológico
resiliencia
liderazgo
liderazgo transformaciona
liderazgo transaccional
Administración general
Positive psychology
psychological capital
resilience
leadership
transformational leadership
transactional leadership
Psicología aplicada
Resiliencia
Liderazgo
Administración de personal
Administración de empresas
dc.subject.ddc.none.fl_str_mv Administración general
dc.subject.keyword.eng.fl_str_mv Positive psychology
psychological capital
resilience
leadership
transformational leadership
transactional leadership
dc.subject.lemb.spa.fl_str_mv Psicología aplicada
Resiliencia
Liderazgo
Administración de personal
Administración de empresas
description El presente documento hace un análisis de la influencia que ejercen los diferentes tipos de liderazgo, carismático y transaccional, de un directivo de una organización sobre los subordinados de la misma, que a su vez afecta positiva o negativamente el nivel de resiliencia de los mismos. De la misma forma, se ha identificado la relación que existe entre el nivel de resiliencia de los subordinados de una organización y el cumplimiento de objetivos corporativos de la misma. Todo lo anterior se justifica en la economía globalizada de la que ahora hacemos parte que obliga a las empresas a generar nuevas estrategias de competitividad dentro de ambientes turbulentos y cambiantes donde, el desarrollar y motivar el recurso humano de la organización toma importancia para la ejecución exitosa de estrategias diferenciales.
publishDate 2014
dc.date.accessioned.none.fl_str_mv 2014-09-02T21:16:13Z
dc.date.available.none.fl_str_mv 2014-09-02T21:16:13Z
dc.date.created.none.fl_str_mv 2014-07-28
dc.date.issued.none.fl_str_mv 2014
dc.type.eng.fl_str_mv bachelorThesis
dc.type.coar.fl_str_mv http://purl.org/coar/resource_type/c_7a1f
dc.type.spa.spa.fl_str_mv Trabajo de grado
dc.identifier.doi.none.fl_str_mv https://doi.org/10.48713/10336_8861
dc.identifier.uri.none.fl_str_mv http://repository.urosario.edu.co/handle/10336/8861
url https://doi.org/10.48713/10336_8861
http://repository.urosario.edu.co/handle/10336/8861
dc.language.iso.none.fl_str_mv spa
language spa
dc.rights.coar.fl_str_mv http://purl.org/coar/access_right/c_abf2
dc.rights.acceso.spa.fl_str_mv Abierto (Texto completo)
dc.rights.cc.spa.fl_str_mv Atribución-NoComercial-SinDerivadas 2.5 Colombia
dc.rights.uri.none.fl_str_mv http://creativecommons.org/licenses/by-nc-nd/2.5/co/
rights_invalid_str_mv Abierto (Texto completo)
Atribución-NoComercial-SinDerivadas 2.5 Colombia
http://creativecommons.org/licenses/by-nc-nd/2.5/co/
http://purl.org/coar/access_right/c_abf2
dc.format.mimetype.none.fl_str_mv application/pdf
dc.publisher.spa.fl_str_mv Universidad del Rosario
dc.publisher.department.spa.fl_str_mv Facultad de administración
dc.publisher.program.spa.fl_str_mv Administrador de negocios internacionales
institution Universidad del Rosario
dc.source.bibliographicCitation.none.fl_str_mv Avey, J., & Luthans, F. y. Yoursself, C. M. (2010). The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors. Journal of Management , 430-452.
Baltes, P., Gluck, J., & Kunzmann, U. (2002). Wisdom: Its structure and function in regulation successful life span development. In C. R. Snyder & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 372-350). New York, NY: Oxford University Press.
Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York
Bass, B. M. (1990). Bass and Stodgill's handbook of leadership. New York Free Press.
Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 19-31.
Bass, B. M. & Avolio, B. J. (1999). Training full range leadership: a resource guide for training with the MLQ .Redwood City, CA: Mind Garden.
Bernal, J. L. (2000). Liderar El Cambio: El Liderazgo Transformacional. Anuario de Educación 2001 del Departamento de Ciencias de la Educación de la Universidad de Zaragoza. Zaragoza.
Blanchard, K., & Johnson, S. (1982). The one minute manager. New York: William.
Bradford, L. P., & Lippitt, R. (1945). Building a democratic work group. Personnel, 22(3), 142- 148.
Brown, W., Birnstihl, E. & Wheeler D. (1996). Leading without authority: an examination of the impact of transformational leadership cooperative extension work groups and teams. Journal of Extension; 34,(5).
Burnard, K., & Bhamra, R. (2011). Organizational resilience: development of a conceptual framework for organisational responses. International Journal of Production Research, 49(8), 5581-5599.
Butterfield, D. A., & Powell, G. N. (1985) Leadership in the public sector: Presidential candidates as chief executive officers. Paper, Academy of Management, San Diego, CA.
Colvin, R. (1999). Transformational leadership: a prescription for contemporary organizations. Christopher Newport University, USA.
Conger, J. A. (1999). Charismatic and transformational leadership in organizations: an insider’s perspective on these developing streams of research. Leadership Quarterly, 10(2), 145- 179
Coutu, D. L. (2002). How resilience works. Harvard Business Review, 80(5), 46-55.
Curry, L. A., Snyder, C. R., Cook, D. I., Ruby, B. C., & Rehm, M. (1997). The role of hope in student-athlete academic and sport achievement. Journal of Personality and Social Psychology, (73), 1257-1267.
Taylor, J. (2000). Nurse executive transformational leadership found in participative organizations. Journal of Nursing Administration, 30 (5), 241-250.
Erez, A., & Judge, T. A. (2001). Relationship of core self-evaluations to goal setting, motivation, and performance. Journal of Applied Psychology, (86), 1270-1279.
Frederickson, B. L. (2002). Positive Emotions. In C.R. Snyder, & S. J. López (Eds.), Handbook of positive psichology. ( 120 – 134). New York: Oxford.
Harland, L., Harrison, W., Jones, J., & Reiter-Palmon, R. (2005). Leadership behaviors and subordinate resilience. Journal of Leadership and Organizational Studies, (11), 2-14.
Hater, J. J., & Bass, B. M. (1988). Superiors evaluations and subordinates' perceptions of transformational and transactional leadership. Journal of Applied Psychology, 73(4), 695- 702.
House, R. J. (2002). Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE. Journal of World Business.
Katz, D., Maccoby, N., Gurin, G., & Floor, L. G. (1951). Productivity, supervisión and morale among railroad workers. Institute for Social Research, University of Michigan. Ann Arbor, MI.
Kerfoot, K. (2005). Building confident organizations by filling buckets, building infrastructures, and shining the flashlight, Dermatology Nursing, 17(2), 154-156.
Kwon, P. (2000). Hope and dysphoria: The moderating role of defense mechanisms. Journal of Personality, (68), 199-223.
Larson, M., & Luthans, F. (2006). The potential added value of psychological capital in predicting work attitudes. Journal of Leadership and Organization Studies, (13), 44-61.
Lewin, K., Lippitt, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created social climates. Journal of Social Psychology, (10), 271–301.
Luthans, F., & Jensen, S. M. (2002). Hope: A new positive strength for human resource development. Human Resource Development Review, (1), 304-322.
Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, (23), 695-706.
Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1), 57-72.
Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management:Investing in people for competitive advantage. Organizational Dynamics, (33), 143-160.
Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chinese workers: Exploring the relationship with performance. Management and Organization Review, (1), 247-269.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the psychological capital of resiliency. Human Resource Development Review, 5(1), 25-44.
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spelling Barbosa Ramírez, David Hernando79413356600Pérez Parada, Ana MaríaAdministrador de Negocios Internacionales490bd7ee-1029-4297-a31e-5142dbbb0402-12014-09-02T21:16:13Z2014-09-02T21:16:13Z2014-07-282014El presente documento hace un análisis de la influencia que ejercen los diferentes tipos de liderazgo, carismático y transaccional, de un directivo de una organización sobre los subordinados de la misma, que a su vez afecta positiva o negativamente el nivel de resiliencia de los mismos. De la misma forma, se ha identificado la relación que existe entre el nivel de resiliencia de los subordinados de una organización y el cumplimiento de objetivos corporativos de la misma. Todo lo anterior se justifica en la economía globalizada de la que ahora hacemos parte que obliga a las empresas a generar nuevas estrategias de competitividad dentro de ambientes turbulentos y cambiantes donde, el desarrollar y motivar el recurso humano de la organización toma importancia para la ejecución exitosa de estrategias diferenciales.This paper makes the influence analysis from different leadership types, charismatic and transactional within a manager´s organization over their subordinate, which at the same affects into positively or negatively manner, the level of the resilience of the same. Likewise, there has been identified the relationship between the subordinate resilience level of a company and the corporate achieving objectives. The aforementioned information is justified within the global economy that we are making part, which requires to the companies generate new strategies and competitiveness within the changing environments. Develop and motivate the organization´s human resources become more important for the successful execution of the different strategies.Universidad del Rosarioapplication/pdfhttps://doi.org/10.48713/10336_8861 http://repository.urosario.edu.co/handle/10336/8861spaUniversidad del RosarioFacultad de administraciónAdministrador de negocios internacionalesAbierto (Texto completo)Atribución-NoComercial-SinDerivadas 2.5 ColombiaEL AUTOR, manifiesta que la obra objeto de la presente autorización es original y la realizó sin violar o usurpar derechos de autor de terceros, por lo tanto la obra es de exclusiva autoría y tiene la titularidad sobre la misma. PARGRAFO: En caso de presentarse cualquier reclamación o acción por parte de un tercero en cuanto a los derechos de autor sobre la obra en cuestión, EL AUTOR, asumirá toda la responsabilidad, y saldrá en defensa de los derechos aquí autorizados; para todos los efectos la universidad actúa como un tercero de buena fe. EL AUTOR, autoriza a LA UNIVERSIDAD DEL ROSARIO, para que en los términos establecidos en la Ley 23 de 1982, Ley 44 de 1993, Decisión andina 351 de 1993, Decreto 460 de 1995 y demás normas generales sobre la materia, utilice y use la obra objeto de la presente autorización. -------------------------------------- POLITICA DE TRATAMIENTO DE DATOS PERSONALES. Declaro que autorizo previa y de forma informada el tratamiento de mis datos personales por parte de LA UNIVERSIDAD DEL ROSARIO para fines académicos y en aplicación de convenios con terceros o servicios conexos con actividades propias de la academia, con estricto cumplimiento de los principios de ley. Para el correcto ejercicio de mi derecho de habeas data cuento con la cuenta de correo habeasdata@urosario.edu.co, donde previa identificación podré solicitar la consulta, corrección y supresión de mis datos.http://creativecommons.org/licenses/by-nc-nd/2.5/co/http://purl.org/coar/access_right/c_abf2Avey, J., & Luthans, F. y. Yoursself, C. M. (2010). The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors. Journal of Management , 430-452.Baltes, P., Gluck, J., & Kunzmann, U. (2002). Wisdom: Its structure and function in regulation successful life span development. In C. R. Snyder & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 372-350). New York, NY: Oxford University Press.Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.Bass, B. M. (1985). Leadership and performance beyond expectations. New YorkBass, B. M. (1990). Bass and Stodgill's handbook of leadership. New York Free Press.Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 19-31.Bass, B. M. & Avolio, B. J. (1999). Training full range leadership: a resource guide for training with the MLQ .Redwood City, CA: Mind Garden.Bernal, J. L. (2000). Liderar El Cambio: El Liderazgo Transformacional. Anuario de Educación 2001 del Departamento de Ciencias de la Educación de la Universidad de Zaragoza. Zaragoza.Blanchard, K., & Johnson, S. (1982). The one minute manager. New York: William.Bradford, L. P., & Lippitt, R. (1945). Building a democratic work group. Personnel, 22(3), 142- 148.Brown, W., Birnstihl, E. & Wheeler D. (1996). Leading without authority: an examination of the impact of transformational leadership cooperative extension work groups and teams. Journal of Extension; 34,(5).Burnard, K., & Bhamra, R. (2011). Organizational resilience: development of a conceptual framework for organisational responses. International Journal of Production Research, 49(8), 5581-5599.Butterfield, D. A., & Powell, G. N. (1985) Leadership in the public sector: Presidential candidates as chief executive officers. Paper, Academy of Management, San Diego, CA.Colvin, R. (1999). Transformational leadership: a prescription for contemporary organizations. Christopher Newport University, USA.Conger, J. A. (1999). Charismatic and transformational leadership in organizations: an insider’s perspective on these developing streams of research. Leadership Quarterly, 10(2), 145- 179Coutu, D. L. (2002). How resilience works. Harvard Business Review, 80(5), 46-55.Curry, L. A., Snyder, C. R., Cook, D. I., Ruby, B. C., & Rehm, M. (1997). The role of hope in student-athlete academic and sport achievement. Journal of Personality and Social Psychology, (73), 1257-1267.Taylor, J. (2000). Nurse executive transformational leadership found in participative organizations. Journal of Nursing Administration, 30 (5), 241-250.Erez, A., & Judge, T. A. (2001). Relationship of core self-evaluations to goal setting, motivation, and performance. Journal of Applied Psychology, (86), 1270-1279.Frederickson, B. L. (2002). Positive Emotions. In C.R. Snyder, & S. J. López (Eds.), Handbook of positive psichology. ( 120 – 134). New York: Oxford.Harland, L., Harrison, W., Jones, J., & Reiter-Palmon, R. (2005). Leadership behaviors and subordinate resilience. Journal of Leadership and Organizational Studies, (11), 2-14.Hater, J. J., & Bass, B. M. (1988). Superiors evaluations and subordinates' perceptions of transformational and transactional leadership. Journal of Applied Psychology, 73(4), 695- 702.House, R. J. (2002). Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE. Journal of World Business.Katz, D., Maccoby, N., Gurin, G., & Floor, L. G. (1951). Productivity, supervisión and morale among railroad workers. Institute for Social Research, University of Michigan. Ann Arbor, MI.Kerfoot, K. (2005). Building confident organizations by filling buckets, building infrastructures, and shining the flashlight, Dermatology Nursing, 17(2), 154-156.Kwon, P. (2000). Hope and dysphoria: The moderating role of defense mechanisms. Journal of Personality, (68), 199-223.Larson, M., & Luthans, F. (2006). The potential added value of psychological capital in predicting work attitudes. Journal of Leadership and Organization Studies, (13), 44-61.Lewin, K., Lippitt, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created social climates. Journal of Social Psychology, (10), 271–301.Luthans, F., & Jensen, S. M. (2002). Hope: A new positive strength for human resource development. Human Resource Development Review, (1), 304-322.Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, (23), 695-706.Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1), 57-72.Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management:Investing in people for competitive advantage. 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