Role of transformational leadership in effective organizational knowledge creation practices: Mediating effects of employees' work engagement
By Ji Hoon Song, Judith A. Kolb, U. Lee, Hye Kyoung Kim. 2012
281 citations recorded by the source corpus.
Subfields: Human Factors and Ergonomics, Leadership and Management, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/44faee38ab55809648bd28f23642c1dd6c7acd65
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In Organizational Behavior and Human Resource Management
- G. Castaño
- Marie Carasco-Saul
- Stefan Süß
- Yongzhan Li
- Yongxin Li
- Woocheol Kim
- Taesung Brian Kim
- Stefanie Faupel
Citations in the corpus
- Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention (2018, unknown): “Further, as a collectivist society wherein human relationships ( guan-xi ) are more close-knitted (Brewer and Chen 2007) and people are more group-oriented (Wasti 2003), Malaysia o ff ers an Asian context that emphasizes relationship quality (e.g. Song et al. 2012).”
- Linking leadership styles to work engagement: The role of psychological capital among Chinese knowledge workers (2018, background): “…of the link between transformational leadership and work engagement (Breevaart et al., 2014; Ghadi et al., 2013; Kovjanic et al., 2013; Raja, 2012; Song et al., 2012; Vincent-Höper et al., 2012), few studies have examined the relationship between transactional leadership and work engagement…”
- Leadership and Employee Engagement (2015, methodology): “For example, whereas UWES is widely used by many as a validated instrument to measure engagement (Kim et al., 2012; Shuck, 2011; Song et al., 2012), there are also criticisms of the UWES (e.g., not fully capturing Kahn’s original concept of engagement; Rich, LePine, & Crawford, 2010; Shuck, 2011)…”
- The Effect of Transformational Leadership on Employees During Organizational Change – An Empirical Analysis (2019, result): “Again, results are consistent with previous research in which work engagement functioned as a mediator (Salanova et al., 2011; Song et al., 2012), but it was shown that this mechanism also functions in a possibly stressful and insecure context (Vakola & Nikolaou, 2005).”