The Positive Loop at Work: A Longitudinal Long-Term Study of Transformational Leadership, Group Passion, and Employee Results
dc.contributor.author | Mindeguía Petrirena, Rosa | |
dc.contributor.author | Aritzeta Galán, Aitor | |
dc.contributor.author | Garmendia, Alaine | |
dc.contributor.author | Aranberri Ruiz, Ainara | |
dc.date.accessioned | 2021-12-01T08:56:48Z | |
dc.date.available | 2021-12-01T08:56:48Z | |
dc.date.issued | 2021-10-28 | |
dc.identifier.citation | Frontiers in Psychology 12 : (2021) // Article ID 726744 | es_ES |
dc.identifier.issn | 1664-1078 | |
dc.identifier.uri | http://hdl.handle.net/10810/54233 | |
dc.description.abstract | [EN]Positive psychology and positive organizational behavior studies recognize that leadership is extremely important for generating positive well-being. Despite the frequently reported significant positive correlations, the causal long-term relationship between leadership, positive high intense affect, and employee results remains unclear. The main objective of this study was to analyze the long-term (longitudinal) relation of transformational leadership and positive high-intensity emotions with employee group satisfaction, commitment, and proactive behavior. We built a longitudinal structural equation model to test a mediation model with two time points; 2,480 workers from 166 work units completed questionnaires at both time points. Our results reveal that positive high-intensity emotions mediate the relation between transformational leadership and proactive behavior of workers, the bidirectional relations between the variables were also analyzed. The present study is, to our knowledge, the first analyzing the long-term effect of TFL and collective high-intensity emotions on worker's results longitudinally. Our findings reflect the great complexity of affect and affect-related results in organizations and highlight the need for more longitudinal research to clarify emotional processes at work. | es_ES |
dc.description.sponsorship | This work was supported by the University of the Basque Country (PIF2016/195) as well as by the Provincial Council of Gipuzkoa, Department of Economical Promotion, Tourism and Rural Context (Talent and Learning-Bateratzen-Trans 109/2020). | es_ES |
dc.language.iso | eng | es_ES |
dc.publisher | Frontiers Media | es_ES |
dc.rights | info:eu-repo/semantics/openAccess | es_ES |
dc.rights.uri | http://creativecommons.org/licenses/by/3.0/es/ | * |
dc.subject | leadership | es_ES |
dc.subject | positive emotions | es_ES |
dc.subject | affect | es_ES |
dc.subject | longitudinal study | es_ES |
dc.subject | proactive behavior | es_ES |
dc.title | The Positive Loop at Work: A Longitudinal Long-Term Study of Transformational Leadership, Group Passion, and Employee Results | es_ES |
dc.type | info:eu-repo/semantics/article | es_ES |
dc.rights.holder | © 2021 Mindeguia, Aritzeta, Garmendia and Aranberri. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. | es_ES |
dc.rights.holder | Atribución 3.0 España | * |
dc.relation.publisherversion | https://www.frontiersin.org/articles/10.3389/fpsyg.2021.726744/full | es_ES |
dc.identifier.doi | 10.3389/fpsyg.2021.726744 | |
dc.departamentoes | Procesos psicológicos básicos y su desarrollo | es_ES |
dc.departamentoeu | Oinarrizko psikologia prozesuak eta haien garapena | es_ES |
Files in this item
This item appears in the following Collection(s)
Except where otherwise noted, this item's license is described as © 2021 Mindeguia, Aritzeta, Garmendia and Aranberri. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.