Exploring the Relevance and Implications of Humility in Organizations

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How Does Leader Humility Influence Team Performance? Exploring the Mechanisms of Contagion and Collective Promotion Focus (2016, unknown): “Ourresults also contribute to the burgeoning literature examining humility, and contribute to the debate about its worthiness as a virtue (Exline & Geyer, 2004; Grenberg, 2005; Owens, Rowatt, & Wilkins, 2011).”
How leader humility helps teams to be humbler, psychologically stronger, and more effective: a moderated mediation model (2017, methodology): “…low self-esteem, low narcissism, empathy, and integrity (Ashton & Lee, 2007; de Vries, Lee, & Ashton, 2008; Ogunfowora & Bourdage, 2014; Tangney, 2000), these constructs are distinct from humility (Exline et al., 2004;Meagher, Leman, Bias, Latendresse, & Rowatt, 2015; Owens et al., 2012, 2013).”
How and When Humble Leadership Facilitates Employee Job Performance: The Roles of Feeling Trusted and Job Autonomy (2020, background): “…followers to progress and improve through experimentation, making mistakes, and enacting change, that is central to the humble leadership style (Owens et al., 2011), the level of structural job autonomy seems theoretically relevant as a contingency factor that moderates the influence of humble…”