Spector Paul E, Howard David J, Eisenberg Eric M, Couris John D, Quinn Joann F
People Development Institute, Tampa General Hospital, Tampa, FL, United States.
Muma College of Business, University of South Florida, Tampa, FL, United States.
Front Psychol. 2024 Feb 16;15:1349353. doi: 10.3389/fpsyg.2024.1349353. eCollection 2024.
The leadership literature has been dominated by the study of broad styles rather than the identification of specific key behaviors. To address this deficiency, a mixed method approach was utilized to explore how follower behavioral descriptions of their leaders would relate to potential outcomes of trust in that leader and job satisfaction.
Data were collected from 273 hospital direct reports of 44 managers. They were asked to first describe the leadership approach of their managers in their own words, and then complete quantitative measures of the two potential outcomes.
The qualitative responses were coded into nine leadership behavior themes listed here in order from most to least often mentioned: Kindness, Supportive, Open to Input, Allow Autonomy, Engage with Team, Transparency, Fairness, Professionalism, Hold Accountable. All behavior themes related significantly to trust of the leader, with three themes relating significantly to job satisfaction (Transparency, Fairness, and Professionalism).
These results provide a more specific view of leader behavior than does the typical style approach.
领导力文献一直以对宽泛风格的研究为主，而非对特定关键行为的识别。为弥补这一不足，采用了一种混合方法来探究下属对其领导者的行为描述与对该领导者的信任及工作满意度等潜在结果之间的关系。
收集了44位管理者的273名医院直属下属的数据。要求他们首先用自己的话描述管理者的领导方式，然后完成对这两个潜在结果的定量测量。
定性回答被编码为九个领导行为主题，按提及频率从高到低依次列出：友善、支持、乐于听取意见、给予自主权、与团队互动、透明、公平、专业、问责。所有行为主题都与对领导者的信任显著相关，其中三个主题与工作满意度显著相关（透明、公平和专业）。
与典型的风格方法相比，这些结果提供了对领导者行为更具体的看法。
