La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal
El estudio evaluó la relación entre el liderazgo de servicio y las intenciones laborales, mediadas por la pasión por el trabajo, en un estudio longitudinal. Los datos se recopilaron en tres oleadas, con intervalos de tres meses entre ellos, totalizando un período de recopilación de datos de seis mes...
- Autores:
-
Morelo Pereira, Michelle
Ferreira, Maria Cristina
Valentini, Felipe
- Tipo de recurso:
- Article of investigation
- Fecha de publicación:
- 2022
- Institución:
- Universidad Católica de Colombia
- Repositorio:
- RIUCaC - Repositorio U. Católica
- Idioma:
- OAI Identifier:
- oai:repository.ucatolica.edu.co:10983/28536
- Palabra clave:
- passion for work
servant leadership
positive psychology
organizational behavior
pasión por el trabajo
liderazgo de servicio
psicología positiva
comportamiento organizacional
- Rights
- openAccess
- License
- Acta Colombiana de Psicología - 2022
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La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| dc.title.translated.eng.fl_str_mv |
The Mediation of Harmonious Passion for Work in the Servant Leadership and Work Intentions Relationship: A Longitudinal Study |
| title |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| spellingShingle |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal passion for work servant leadership positive psychology organizational behavior pasión por el trabajo liderazgo de servicio psicología positiva comportamiento organizacional |
| title_short |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| title_full |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| title_fullStr |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| title_full_unstemmed |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| title_sort |
La mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinal |
| dc.creator.fl_str_mv |
Morelo Pereira, Michelle Ferreira, Maria Cristina Valentini, Felipe |
| dc.contributor.author.spa.fl_str_mv |
Morelo Pereira, Michelle Ferreira, Maria Cristina Valentini, Felipe |
| dc.subject.eng.fl_str_mv |
passion for work servant leadership positive psychology organizational behavior |
| topic |
passion for work servant leadership positive psychology organizational behavior pasión por el trabajo liderazgo de servicio psicología positiva comportamiento organizacional |
| dc.subject.spa.fl_str_mv |
pasión por el trabajo liderazgo de servicio psicología positiva comportamiento organizacional |
| description |
El estudio evaluó la relación entre el liderazgo de servicio y las intenciones laborales, mediadas por la pasión por el trabajo, en un estudio longitudinal. Los datos se recopilaron en tres oleadas, con intervalos de tres meses entre ellos, totalizando un período de recopilación de datos de seis meses. La muestra total estuvo constituida por 479 trabajadores de todas las regiones brasileñas y de ambos sexos (70,4% mujeres). Los resultados del análisis de panel rezagado cruzado mostraron que el liderazgo de servicio predijo positivamente las intenciones de trabajo. Además, la pasión por el trabajo medió parcialmente la relación entre el liderazgo de servicio y las intenciones laborales. Sin embargo, contrariamente a lo esperado, esta mediación fue negativa. Los resultados se discuten a la luz del Modelo de Evaluación de la Pasión por el Trabajo, que brindó soporte teórico para la investigación. |
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2022 |
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2022-06-22 15:43:32 2023-01-23T15:44:22Z |
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2022-06-22 15:43:32 2023-01-23T15:44:22Z |
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2022-06-22 |
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Aguinis, H. (1995). Statistical power with moderated multiple regression in management research. Journal of Management, 21(6), 1141–1158. https://doi. org/10.1016/0149-2063(95)90026-8 Bagozzi, R. P. (1992). The self-regulation of attitudes, intentions, and behavior. Social Psychology Quarterly, 55(2), 178–204. https://doi.org/10.2307/2786945 Bandura, A. (1986). Fearful expectations and avoidant actions as coeffects of perceived self-inefficacy. American Psychologist, 41(12), 1389-1391. https://doi. org/10.1037/0003-066X.41.12.1389 Barbuto, J. E., & Wheeler, D. W. (2006). Scale development and construct clarification of servant leadership. Group and Organizational Management, 31(3), 300-326. https://doi.org/10.1177/1059601106287091 Bichler, S., Stadler, M., Bühner, M., Greiff, S., & Fischer, F. (2022). Learning to solve ill-defined statistics problems: does self-explanation quality mediate the worked example effect?. Instructional Science. https://doi. org/10.1007/s11251-022-09579-4 Brown, T. A. (2015). Confirmatory factor analysis for applied research (2nd ed.). Guilford Press. Colwell, S. R. (2016). The composite reliability calculator. Technical Report. https://www.thestatisticalmind.com/ composite-reliability/ Curran, T., Hill, A. P., Appleton, P. R., Vallerand, R. J. & Standage, M. (2015). The psychology of passion: A meta-analytical review of a decade of research on intrapersonal outcomes. Motivation and Emotion, 39, 631-655. https://doi.org/10.1007/s11031-015-9503-0 Damásio, B. F. (2013). Contribuições da análise fatorial confirmatória multigrupo (AFCMG) na avaliação de invariância de instrumentos psicométricos. Psico-USF, 18(2), 211-220. https://doi.org/10.1590/ S1413-82712013000200005 Egan, R., Zigarmi, D., & Richardson, A. (2019). Leadership behavior: A partial test of the employee work passion model. Human Resource Development Quarterly, 30(3), 311-341. https://doi.org/10.1002/hrdq.21346 Forest, J., Mageau, G. A., Crevier-Braud, L., Bergeron, E., Dubreuil, P., & Lavigne, G. L. (2012). Harmonious passion as an explanation of the relation between signature strengths’ use and well-being at work: Test of an intervention program. Human Relations, 65(9), 1233- 1252. https://doi.org/10.1177/0018726711433134 Gotsis, G., & Grimani, K. (2016). The role of servant leadership in fostering inclusive organizations. Journal of Management Development, 35(8), 985-1010. https://doi. org/10.1108/JMD-07-2015-0095 Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press. Hajjaj, K. (2014). Relationship between servant leadership style and intent to stay among the employees in the municipality of Gaza. International Journal of Business and Social Science, 5(7), 95-101. https://ijbssnet.com/journals/Vol_5_No_7_June_2014/10.pdf Ho, V. T., &Astakhova, M. N. (2020). The passion bug: How and when do leaders inspire work passion? Journal of Organizational Behavior,41, 424–444. https://doi. org/10.1002/job.2443 Kerr, S., & Jermier, J. M. (1978). Substitutes for leadership: Their meaning and measurement. Organizational Behavior & Human Performance, 22(3), 375–403. https://doi.org/10.1016/0030-5073(78)90023-5 Kinnunen, U., Feldt, T.,& de Bloom, J. (2019). Testing cross-lagged relationships between work-related rumination and well-being at work in a three-wave longitudinal study across 1 and 2 years. Journal Occupational Organizational Psychology, 92(3), 645-670. https://doi. org/10.1111/joop.12256 Lavigne, G. L., Forest, J., Fernet, C., & Crevier-Braud, L. (2014). Passion at work and workers’ evaluations of job demands and resources: A longitudinal study. Journal of Applied Psychology, 44, 255-265. https://doi. org/10.1111/jasp.12209 Lazarus, R. S. (1984). On the primacy of cognition. American Psychologist, 39(2), 124–129. https://doi. org/10.1037/0003-066X.39.2.124 Liu, X. (2016). Methods and Applications of Longitudinal Data Analysis. London. Academic Press Liden, R. C. (2010). ‘Preface’. In B. Schyns & T. Hansbrough (Eds), When leadership goes wrong: Destructive leadership, mistakes and ethical failures (pp. 4-12). Information Age Publishing. Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. Leadership Quarterly, 19(2), 161-177. https://doi.org/10.1016/j. leaqua.2008.01.006 McNeff, M., & Irving, J. A. (2017). Job satisfaction and the priority of valuing people: A case study of servant leadership practice in a network of family owned companies. SAGE Open, 7(1). https://doi. org/10.1177/2158244016686813 Mitterer, D. M. (2017). Servant leadership and its effect on employee job satisfaction and turnover intent. (Thesis). Walden Dissertations and Doctoral Studies, 4081. https:// scholarworks.waldenu.edu/dissertations/4081. Ng, L. X., Choi, S. L., & Soehod, K. (2016). The effects of servant leadership on employee’s job withdrawal intention. Asian Social Science, 12(2), 99-106. https://doi. org/10.5539/ass.v12n2p99 Nimon, K., & Zigarmi, D. (2011). The assessment of a multinational using the employee work passion model. Advances in Developing Human Resources, 13(4), 494- 507. https://doi.org/10.1177/1523422311431681 Nimon, K., & Zigarmi, D. (2015). Development of the Work Intention Inventory Short-Form. New Horizons in Adult Education and Human Resource Development, 27(1), 15–28. https://doi.org/10.1002/nha3.20090 Orth, U., Robins, R. W., & Meier, L. L. (2009). Disentangling the effects of low self-esteem and stressful events on depression: Findings from three longitudinal studies. Journal of Personality and Social Psychology, 97(2), 307–321. https://doi.org/10.1037/a0015645 Panaccio, A., Donia, M., Saint-Michel, S., & Liden, R.C. (2015). Servant leadership and well-being. In R.J. Burke, K.M. Page, & C.L. Cooper (Eds.), Flourishing in life, work and careers: Individual wellbeing and career experience (pp. 334-358). Edward Elgar Publishing. Pereira, M. M., & Ferreira, M. C. (2019). Propriedades psicométricas da Escala de Liderança Servidora. Avaliação Psicológica, 18(3), 239-247. http://dx.doi.org/10.15689/ ap.2019.1803.14787.03 Pereira, M.M., &Ferreira, M.C. (2020). Psychometric evidence of the Work Intention Inventory. Trends in Psychology, 28, 640–653. https://doi.org/10.1007/ s43076-020-00043-1 Pereira, M. M., Ferreira, M. C., & Valentini, F. (2018). Evidências de validade da Escala de Paixão pelo Trabalho em amostras brasileiras. Psico-USF, 23(1), 151-162. https://doi.org/10.1590/1413-82712018230113 Peyton, T., & Zigarmi, D. (2021). Employee perceptions of their work environment, work passion, and work intentions: A replication study using three samples. BRQ Business Research Quarterly. https://doi. org/10.1177/23409444211002210 Reinke, S. J. (2004). Service before self: Towards a theory of servant-leadership. Global Virtue Ethics Review, 5(3), 30-57. http://citeseerx.ist.psu.edu/viewdoc/ download?doi=10.1.1.455.7072&rep=rep1&type=pdf. Roberts, T. P., & Zigarmi, D. (2014). The impact of dispositional cynicism on job-specific affect and work intentions. International Journal of Psychology, 49(5), 381- 389. https://doi.org/10.1002/ijop.12051 Robertson, J. L. & Barling, J. (2013). Greening organizations through leaders’ influence on employees’ pro-environmental behaviors. Journal of Organizational Behaviour. 34(2), 176–194. https://doi.org/10.1002/job.1820 Shuck, B., Zigarmi, D., & Owen, J. (2015). Psychological needs, engagement, and work intentions: A Bayesian multi-measurement mediation approach and implications for HRD. European Journal of Training and Development, 39(1), 2-21. https://doi.org/10.1108/ EJTD-08-2014-0061 Taris, T. W., & Kompier, M. A. J. (2014). Cause and effect: Optimizing the designs of longitudinal studies in occupational health psychology [Editorial]. Work & Stress, 28(1), 1–8. https://doi.org/10.1080/02678373.2014.878 494 Tarkar, P., Dhamija, S., & Singh, P. (2019). A mediation effect of job satisfaction and affective commitment in relationship between passion and work intentions after retirement. Vision: The Journal of Business Perspective, 23(2), 197–207. https://doi.org/10.1177/0972262919840228 Turgut, H., Bekmezci, M., & Ates, M. F. (2017). The moderating role of job satisfaction on the relationship between servant leadership and turnover intention. Journal of Business Research - Turk, 9(2), 300-314. https://doi. org/10.20491/isarder.2017.273 Vallerand, R. J., & Houlfort, N. (Eds.). (2019). Passion for work: Theory, research, and applications. Oxford University Press. doi: https://doi.org/10.1093/ oso/9780190648626.001.0001 Vallerand, R. J., & Houlfort, N. (2003). Passion at work: Toward a new conceptualization. In S. W. Gilliland, D. D, Steiner, & D. P. Skarlicki (Eds.), Emerging perspectives on values in organizations (pp. 175-204). Information Age Publishing. Van Dierendonck, D., & Nuijten, I. (2011). The Servant Leadership Survey: Development and validation of a multidimensional measure. Journal of Business and Psychology. 26(3), 249–267. https://doi.org/10.1007/ s10869-010-9194-1 Waal, A., & Sivro, M. (2012). The relation between servant leadership, organizational performance, and the high-performance organization framework. Journal of Leadership & Organizational Studies, 19(2), 173–190. https://doi.org/10.1177/1548051812439892 Webb, T. L., & Sheeran, P. (2006). Does changing behavioral intentions engender behavior change? A meta-analysis of the experimental evidence. Psychological Bulletin, 132(2), 249-268. https://doi. org/10.1037/0033-2909.132.2.249 Zigarmi, D., Galloway, F., & Roberts, T. P. (2018). Work Locus of Control, Motivational Regulation, Employee Work Passion, and Work Intentions: An Empirical Investigation of an Appraisal Model. Journal of Happiness Studies, 19(1), 231–256. https://doi. org/10.1007/s10902-016-9813-2 Zigarmi, D., Nimon, K., Houson, D., Witt, D., & Diehl, J. (2012). The Work Intention Inventory (WII): Initial evidence of construct validity. Journal of Business Administration Research, 1(1), 24–42. http://dx.doi. org/10.5430/jbar.v1n1p24 Zigarmi, D., & Roberts, T. P. (2012). Leader values as predictors of employee affect and work passion intentions. Journal of Modern Economy and Management, 1(1), 1-28. https://hdl.handle.net/2144/39264 Zigarmi, D., Roberts, T. P. & Randolph, A. W. (2015). Employees’ perceived use of leader power and implications for affect and work intentions. Human Resource Development Quarterly, 26(4), 359-384. https://doi. org/10.1002/hrdq.21216 |
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Morelo Pereira, Michelle1c1b57fb-2c04-436e-804e-88c2f3d6932b300Ferreira, Maria Cristina88bf9ae3-b7df-4a2d-b095-74075e1b0ebd300Valentini, Felipec0b0e558-6681-497e-908b-b36b77976ed43002022-06-22 15:43:322023-01-23T15:44:22Z2022-06-22 15:43:322023-01-23T15:44:22Z2022-06-22El estudio evaluó la relación entre el liderazgo de servicio y las intenciones laborales, mediadas por la pasión por el trabajo, en un estudio longitudinal. Los datos se recopilaron en tres oleadas, con intervalos de tres meses entre ellos, totalizando un período de recopilación de datos de seis meses. La muestra total estuvo constituida por 479 trabajadores de todas las regiones brasileñas y de ambos sexos (70,4% mujeres). Los resultados del análisis de panel rezagado cruzado mostraron que el liderazgo de servicio predijo positivamente las intenciones de trabajo. Además, la pasión por el trabajo medió parcialmente la relación entre el liderazgo de servicio y las intenciones laborales. Sin embargo, contrariamente a lo esperado, esta mediación fue negativa. Los resultados se discuten a la luz del Modelo de Evaluación de la Pasión por el Trabajo, que brindó soporte teórico para la investigación.This study evaluated the relationship between servant leadership and work intentions, mediated by passion for work, in a longitudinal study. Data were collected in three waves, with three-month intervals in between, totaling a six-month data collection period. The total sample consisted of 479 workers of both genders (70.4% women) from all Brazilian regions. The results of the cross-lagged panel analysis showed that the servant leadership positively predicted work intentions. In addition, passion for work partially mediated the relationship between servant leadership and work intentions. However, contrary to expectations, this mediation was negative. The results are discussed according to the Passion for Work Assessment Model, which provided theoretical support for the investigation.text/htmlapplication/pdftext/xml10.14718/ACP.2022.25.2.131909-97110123-9155https://hdl.handle.net/10983/28536https://doi.org/10.14718/ACP.2022.25.2.13Universidad Católica de Colombiahttps://actacolombianapsicologia.ucatolica.edu.co/article/download/3797/4271https://actacolombianapsicologia.ucatolica.edu.co/article/download/3797/4194https://actacolombianapsicologia.ucatolica.edu.co/article/download/3797/4256Núm. 2 , Año 2022 : Acta Colombiana de Psicología2421125Acta Colombiana de PsicologíaAguinis, H. (1995). Statistical power with moderated multiple regression in management research. Journal of Management, 21(6), 1141–1158. https://doi. org/10.1016/0149-2063(95)90026-8 Bagozzi, R. P. (1992). The self-regulation of attitudes, intentions, and behavior. Social Psychology Quarterly, 55(2), 178–204. https://doi.org/10.2307/2786945 Bandura, A. (1986). Fearful expectations and avoidant actions as coeffects of perceived self-inefficacy. American Psychologist, 41(12), 1389-1391. https://doi. org/10.1037/0003-066X.41.12.1389 Barbuto, J. E., & Wheeler, D. W. (2006). Scale development and construct clarification of servant leadership. Group and Organizational Management, 31(3), 300-326. https://doi.org/10.1177/1059601106287091 Bichler, S., Stadler, M., Bühner, M., Greiff, S., & Fischer, F. (2022). Learning to solve ill-defined statistics problems: does self-explanation quality mediate the worked example effect?. Instructional Science. https://doi. org/10.1007/s11251-022-09579-4 Brown, T. A. (2015). Confirmatory factor analysis for applied research (2nd ed.). Guilford Press. Colwell, S. R. (2016). The composite reliability calculator. Technical Report. https://www.thestatisticalmind.com/ composite-reliability/ Curran, T., Hill, A. P., Appleton, P. R., Vallerand, R. J. & Standage, M. (2015). The psychology of passion: A meta-analytical review of a decade of research on intrapersonal outcomes. Motivation and Emotion, 39, 631-655. https://doi.org/10.1007/s11031-015-9503-0 Damásio, B. F. (2013). Contribuições da análise fatorial confirmatória multigrupo (AFCMG) na avaliação de invariância de instrumentos psicométricos. Psico-USF, 18(2), 211-220. https://doi.org/10.1590/ S1413-82712013000200005 Egan, R., Zigarmi, D., & Richardson, A. (2019). Leadership behavior: A partial test of the employee work passion model. Human Resource Development Quarterly, 30(3), 311-341. https://doi.org/10.1002/hrdq.21346 Forest, J., Mageau, G. A., Crevier-Braud, L., Bergeron, E., Dubreuil, P., & Lavigne, G. L. (2012). Harmonious passion as an explanation of the relation between signature strengths’ use and well-being at work: Test of an intervention program. Human Relations, 65(9), 1233- 1252. https://doi.org/10.1177/0018726711433134 Gotsis, G., & Grimani, K. (2016). The role of servant leadership in fostering inclusive organizations. Journal of Management Development, 35(8), 985-1010. https://doi. org/10.1108/JMD-07-2015-0095 Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press. Hajjaj, K. (2014). Relationship between servant leadership style and intent to stay among the employees in the municipality of Gaza. International Journal of Business and Social Science, 5(7), 95-101. https://ijbssnet.com/journals/Vol_5_No_7_June_2014/10.pdf Ho, V. T., &Astakhova, M. N. (2020). The passion bug: How and when do leaders inspire work passion? Journal of Organizational Behavior,41, 424–444. https://doi. org/10.1002/job.2443 Kerr, S., & Jermier, J. M. (1978). Substitutes for leadership: Their meaning and measurement. Organizational Behavior & Human Performance, 22(3), 375–403. https://doi.org/10.1016/0030-5073(78)90023-5 Kinnunen, U., Feldt, T.,& de Bloom, J. (2019). 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Human Resource Development Quarterly, 26(4), 359-384. https://doi. org/10.1002/hrdq.21216Acta Colombiana de Psicología - 2022info:eu-repo/semantics/openAccesshttp://purl.org/coar/access_right/c_abf2Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-CompartirIgual 4.0.http://creativecommons.org/licenses/by-nc-sa/4.0https://actacolombianapsicologia.ucatolica.edu.co/article/view/3797passion for workservant leadershippositive psychologyorganizational behaviorpasión por el trabajoliderazgo de serviciopsicología positivacomportamiento organizacionalLa mediación de la pasión armoniosa por el trabajo en la relación entre el liderazgo de servicio y las intenciones laborales: Un estudio longitudinalThe Mediation of Harmonious Passion for Work in the Servant Leadership and Work Intentions Relationship: A Longitudinal StudyArtículo de revistahttp://purl.org/coar/resource_type/c_2df8fbb1http://purl.org/coar/version/c_970fb48d4fbd8a85Textinfo:eu-repo/semantics/articleJournal articlehttp://purl.org/redcol/resource_type/ARTinfo:eu-repo/semantics/publishedVersionPublicationOREORE.xmltext/xml2811https://repository.ucatolica.edu.co/bitstreams/006aafb7-d732-4982-9a09-b9cadc7f9752/download60b551bb6510fcebb6b6d6299fa1ccb1MD5110983/28536oai:repository.ucatolica.edu.co:10983/285362023-03-24 18:03:58.146http://creativecommons.org/licenses/by-nc-sa/4.0Acta Colombiana de Psicología - 2022https://repository.ucatolica.edu.coRepositorio Institucional Universidad Católica de Colombia - RIUCaCbdigital@metabiblioteca.com |