The Role Of Paternalistic Leadership Dimensions On Employee Innovation Work Behavior

Authors

  • Nita Julita Semarang State University, Semarang
  • Sri Wartini Semarang State University, Semarang

DOI:

https://doi.org/10.56910/ictmt.v1i2.105

Keywords:

Paternalistic Leadership, Innovation Work Behavior

Abstract

This study aims to examine the influence of paternalistic leadership dimensions (benevolent leadership, moral leadership and authoritarian leadership) on innovation work behavior which has an important role as a driver of resource management in organizations to build innovative employee work behavior. The population of this study were employees of Investment Office and One-Stop Integrated Services Semarang Regency with sample techniques using saturated samples of 40 people and statistical analysis tools using Smart PLS Version 4.0. The results showed that the hypothesis that states the role of paternalistic leadership dimensions such as benevolent leadership and authoritarian leadership has an effect on innovation work behavior is accepted, while moral leadership has an effect on innovation work behavior is not accepted. Suggestions for future research should add or combine with other predictor variables so that the study can be generalized such as transformational leadership, transactional leadership, and work environment to improve innovation work behavior.

References

A.T. Dedahanov, F. Bozorov, S. Sung, “Paternalistic Leadership and Innovative Behavior: Psychological Empowerment as A Mediator”, Sustainability 11 (2019). DOI: https://doi.org/10.3390/su11061770.2019

Blau, P. M. (1964). Exchange and Power in Social Life. New York, NY: Wiley.

Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., and Cheng, B. S. (2014). Affective trust in Chinese leaders: linking paternalistic leadership to employee performance. J. Manage. 40, 796–819. doi: 10.1177/0149206311410604

Chen, Z., Song, M., Jia, L., and Wang, Z. (2017). “How authoritarian leadership and renqing orientation improve tacit knowledge sharing,” in Proceedings of the 50th Hawaii International Conference on System Sciences, Hilton Waikolo, HI. doi: 10.24251/HICSS.2017.543

Cheng, B. S., Chou, L. F., and Farh, J. L. (2000). A triad model of paternalistic leadership: the constructs and measurement. Indigen. Psychol. Res. Chin. Soc. 14, 3–64.

Cheng, B. S., Chou, L. F., Huang, M. P., Farh, J. L., and Peng, S. (2003). A triad model of paternalistic leadership: evidence from business organizations in Mainland China. Indigen. Psychol. Res. Chin. Soc. 20, 209–252.

Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., and Farh, J. L. (2004). Paternalistic leadership and subordinate responses: establishing a leadership model in Chinese organizations. Asian J. Soc. Psychol. 7, 89–117. doi: 10.1111/j.1467-839X.2004.00137.x

De Jong, J., and Den Hartog, D. (2010). Measuring innovative work behaviour. Creat. Innov. Manag. 19, 23–36.doi: 10.1111/j.1467-8691.2010.00547.x

Dedahanov, A. T., Lee, D. H., Rhee, J., and Yoon, J. (2016). Entrepreneur’s paternalistic leadership style and creativity. Manag. Decis. 54, 2310–2324.doi: 10.1108/md-11-2015-0537

Farr, J. and Ford, C. (1990) Individual Innovation. In West, M. and Farr, J. (eds.), Managing Innovation. Sage, London.

Fart, J.-L., and Cheng, B.-S. (2000). A cultural analysis of paternalistic leadership in Chinese organization. Indigen sychol. Res. Chinese Soc. 13, 127–180. doi: 10.1057/9780230511590_5

Ferdinand, A. (2014). Management Research Methods: Research Guidelines for Thesis Writing and Management Science Desrtation. Dipenogoro University Press.

Fu, X., Li, Y., and Si, Y. (2013). The impact of paternalistic leadership on innovation: an integrated model. Nankai Bus. Rev. Int. 4, 9–24. doi: 10.1108/20408741311303850

Gu, J., Wang, G., Liu, H., Song, D., and He, C. (2018). Linking authoritarian leadership to employee creativity. Chin. Manag. Stud. 12, 384–406. Hair, J. F. Jr., Hult, G. T. M., Ringle, C., and Sarstedt, M. (2016). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Thousand Oaks, CA: Sage Publications.

Hou, B., Hong, J., Zhu, K., and Zhou, Y. (2019). Paternalistic leadership and innovation: the moderating effect of environmental dynamism. Eur. J. Innov. Manag. 22, 562–582. doi: 10.1108/ejim-07-2018-0141

Huang, P., Tian, G., and Li, W. (2014). The micro-processes of the change in the cognition of the management of firms: a longitudinal case study on the two national sengong groups. Manag. World. 6, 126–141. doi: 10.19744/j.cnki.11-1235/f.2014.06.011

Huang, X., Xu, E., Chiu, W., Lam, C., and Farh, J. L. (2015). When authoritarian leaders outperform transformational leaders: firm performance in a harsh economic environment. Acad. Manage. Discov. 1, 180–200.doi: 10.5465/amd.2014.0132

Islam, M. N., Idris, A., and Furuoka, F. (2021). The role of leadership to nurture employee championing behavior during organizational change: does valence matter? An individual level analysis. Employee Responsible. Rights J. 1–17.doi: 10.1007/s10672-021-09375-1

Li L and Wang S (2021) Influence of Paternalistic Leadership Style on Innovation Performance Based on the Research Perspective of the Mediating Effect of the Constructive Deviance of Employees. Front. Psychol. 12:719281. doi: 10.3389/fpsyg.2021.719281

Lin, C., and Zhuang, B. (2014). The impact of paternalistic leadership on management innovation: an integrated model. Stud. Sci. Sci. 32, 622–630. doi: 10.16192/j.cnki.1003-2053.2014.04.007

Lin, B., & Chen, S. (2021). Paternalistic Leadership and Enterprise Management Innovation: A Moderated Meta Analysis. E3S Web of Conferences, 253, 1–6. https://doi.org/10.1051/e3sconf/202125303041

Liu, B., Qi, L., and Xu, L. (2017). Spare the rod and spoil the child? A study on employee workplace deviant behavior. Nankai Bus. Rev. 11, 1–22. doi: 10.1108/NBRI-03-2018-0019

Ma, L., and Zhang, Z. (2018). The influence of authoritarian leadership on employees’ innovative behavior. Sci. Technol. Prog. Policy 35, 139–145

Norouzinik, Y., Rahimnia, F., Maharati, Y., and Eslami, G. (2021). Narcissistic leadership and employees’ innovative behaviour: mediating roles of job embeddedness and job engagement. Innovation 1–26. doi: 10.1080/14479338. 2021.1897467

Pellegrini, E. K., Scandura, T. A., and Jayaraman, V. (2010). Crosscultural generalizability of paternalistic leadership: an expansion of leader-member exchange theory. Group Org. Manag. 35, 391–420. doi: 10.1177/1059601110378456

Sahoo, R., and Sahoo, C. K. (2019). Organizational justice, conflict management and employee relations. Int. J. Manpow. 40, 783–799. doi: 10.1108/ijm-12-20170342

Shao, Z. (2019). Impact mechanism of direct supervisor’s leadership behaviors on employees’ extended use of information technologies. J. Enterp. Inf. Manag. 32,626–645. doi: 10.1108/jeim-07-2018-0160

Sugiyono. (2013). Quantitative, Qualitative and R&D Research Methods. Alphabeta.

Sugiyono. (2016a). Educational Research Methods (Quantitative, Qualitative and R&D Approaches). Alphabeta.

Sugiyono. (2016b). Educational Research Methods (Quantitative, Qualitative and R&D Approaches). Alphabeta.

Sugiyono. (2016c). Educational Research Methodology. Alphabeta.

Tian, Q., & Sanchez, J. I. (2017). Does paternalistic leadership promote innovative behavior? The interaction between authoritarianism and benevolence. Journal of Applied Social Psychology, 47(5), 235–246. https://doi.org/https://doi.org/10.1111/jasp.12431

Wang H and Guan B (2018) The Positive Effect of Authoritarian Leadership on Employee Performance: The Moderating Role of Power Distance. Front. Psychol. 9:357. doi:10.3389/fpsyg.2018.00357

Wu, K., and Zhang, Z. (2018). The effect of paternalistic leadership on the turnover intention of employees: mediated by organizational identification. Stud. Psychol. Behav. 16, 557–562.

Yamin MA (2022) Paternalistic Leadership and Job Embeddedness With Relation to Innovative Work Behaviors and Employee Job Performance: The Moderating Effect of Environmental Dynamism. Front. Psychol. 13:759088. doi:10.3389/fpsyg.2022.759088

Yamin, M. A. Y., and Mahasneh, M. S. (2018). The impact of values-based leadership on ethical loyalty in Saudi Arabian health organizations. Int. Rev. Manag. Mark. 8:6.

Zhang, Q., Sun, Y., and Li, P. (2018). The impact of paternalistic leadership on team members’ perception of chaxu climate in chinese context. Human Resour. Dev. China 35, 69–80. doi: 10.16471/j.cnki.11-2822/c.2018.07.006

Downloads

Published

2023-12-31

How to Cite

Nita Julita, & Sri Wartini. (2023). The Role Of Paternalistic Leadership Dimensions On Employee Innovation Work Behavior . International Conference On Digital Advanced Tourism Management And Technology, 1(2), 450–461. https://doi.org/10.56910/ictmt.v1i2.105

Issue

Section

Articles