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Please use this identifier to cite or link to this item:
http://ir.ncue.edu.tw/ir/handle/987654321/18993
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| Title: | Self-Managers: Social Contexts, Personal Traits, and Organizational Commitment |
| Authors: | Chen, I-Heng;Chung, Anyi |
| Contributors: | 人力資源管理研究所 |
| Keywords: | Self-management;Charismatic leadership;Private self-consciousness;Organizational commitment |
| Date: | 2014-06
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| Issue Date: | 2014-10-01T08:37:47Z
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| Publisher: | Springer Science+Business Media New York |
| Abstract: | This study adopts self-determination theory to examine a path model that focuses on the effects of charismatic leadership and private self-consciousness on self-management, which in turn, leads to organizational commitment. We articulate that the relationships between self-management and each of charismatic leadership and private self-consciousness represent identified and integrated regulation, respectively. Thus, we test whether the relationship between self-management and private self-consciousness is stronger than that between self-management and charismatic leadership. The hypotheses are tested using data gathered from 981 employees. The result of the stronger path from private self-consciousness to self-management than the one from charismatic leadership is consistent with the literature on flow, organizational change, and followership. Moreover, our result of the mediating effects of self-management provides explanations for the little empirical research on follower processes in leadership effectiveness and on the association between private self-consciousness and organizational commitment. |
| Relation: | Asia Pacific Journal of Management, 31(2): 621-642 |
| Appears in Collections: | [人力資源管理研究所] 期刊論文
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