 Entrepreneurial Attitudes of Students from the Selected Lublin Universities vs the Development of Academic Entrepreneurship (Ekonomia ewolucyjna jako jeden z nurtow wspolczesnej ekonomii – zarys problematyki)Marzena Mieczkowska () and
Joanna Ziolo ()
Research Reports, 2015, vol. 2, issue 19, 178-190 Abstract: The purpose of the studies was to answer the question concerning the adjustment of a line manager’s leadership style to an employee’s preferences and its consequences, as well as trying to establish the underlying reasons. The study comprised 80 respondents working on a commission contract, whose gross annual remuneration (defined using the self-report method) provided objective information about their work effectiveness. The respondents were asked to remotely complete the Hersey-Blan- chard Leadership Styles Questionnaire with regard to their current line manager and the ideal (indicating how they would like their line manager to behave in defined situations). The comparison of these two styles allowed for the definition of the fit between the actual style and the preferences. Moreover, using the same on-line approach, the respondents were also asked to complete the Multidimensional Self Esteem Inventory Questionnaire (MSEI), which aimed at defining whether certain components of self esteem determine leadership preferences and, if so, how (similarity/complementarity)? Furthermore, when building the construct, the decision was made to check whether it had an impact on the assessment of the current leadership style and whether there was a link with effectiveness? The studies have shown that there are hardly any differences in self esteem expressed on subsequent scales of the Questionnaire between the groups of employees opting for different ideal styles. However, on the level of statistical significance it has been confirmed that the highest effectiveness is demonstrated by employees whose ideal leadership style is identical to the current style. What’s more it has been shown that high self esteem correlates with current leadership styles that are perceived to be closer to the ideal and that on the leadership skills scale it is positively linked with remuneration. The data collected makes it possible to predict the assessment of the current leadership style (based on the self esteem profile) by the individual, to relate it to the individual’s preferences and, in the context of adjustment, to predict the individual’s effectiveness. It also opens up a broad scope for further research exploration aimed at establishing the determinant of ideal style perception, and thus variables influencing its adjustment. The conclusions from the studies can support the process of managing human resources in companies, contributing to their increased operational effectiveness. Keywords: self esteem; leadership; effectiveness; psychology of human resource management (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:sgm:resrep:v:2:i:19:y:2015:p:178-190 Access Statistics for this article More articles in Research Reports from University of Warsaw, Faculty of Management Contact information at EDIRC. |
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