Influence of positive organisational behaviour and authentic leadership towards organisational performance: a case study

Chay, Guo Wei (2020) Influence of positive organisational behaviour and authentic leadership towards organisational performance: a case study. [Dissertation (University of Nottingham only)]

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Abstract

In an everchanging global world with rapid technological advancement coupled with economic boom and bust cycles, it has become increasingly difficult for organisations to remain competitive. Companies need a dedicated and committed group of employees to face headwinds and drive sustainable organisational growth. With the advent of industrial revolution 4.0 already here, collaborative environment where employees need to work closer than ever require positive organisational behaviour (POB) and authentic leadership (AL) as vital factors for organisational success. There is a gap in the understanding between POB and AL on their impact to OP resulting in negligence across companies globally in fostering POB and AL within their organisational culture and structure. This research aims to understand how POB and AL influence the organisational performance (OP) in a company that is undergoing change management. For this research, the four psychological capital (PsyCap) variables of POB are confidence (self-efficacy), hope, resiliency and optimism with the four dimensions of authentic leadership are self-awareness, internalised moral perspective, balanced processing and relational transparency that impact OP (Gardner & Schermerhorn Jr, 2004). Primary data were collected from 206 employees (N=206) of a German-based global multinational corporation using Psychological Capital Questionnaire (PCQ) and Authentic Leadership Questionnaire (ALQ) for quantitative research to understand the company’s situation of POB, AL and OP. The research found all the investigated variables of POB and AL to have significant positive association with OP. Amongst the independent variables of POB and AL, PsyCap hope have the largest association with OP of the company that is experiencing change management, followed by subordinate-perceived AL, PsyCap optimism, resilience, confidence and lastly self-perceived AL. Sustained organisational performance and effectiveness can be attained through the development of POB and AL. The research finds that there were significant differences between gender with AL and OP, On the other hand, the research indicates no significant association between gender and POB and between marital status with POB, AL and OP. Using Moderated Multiple Regression (MMR), there is no significance of gender and marital status moderating the relationship between POB and AL with OP. Recommendation of using Positive Organisational Change Approach as change management approach, psychological intervention to improve POB and AL development through strong Positive Organisational Culture and ardent Positive Organisational Support for organisations to achieve effective OP and sustainable competitive advantage that are unique.

Item Type: Dissertation (University of Nottingham only)
Keywords: positive organisational behaviour, authentic leadership, organisational performance
Depositing User: Chay, Guo Wei
Date Deposited: 27 Feb 2020 03:46
Last Modified: 06 May 2020 10:32
URI: http://eprints.nottingham.ac.uk/id/eprint/57515

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