Authors :
Dr. John Motsamai Modise
Volume/Issue :
Volume 8 - 2023, Issue 11 - November
Google Scholar :
https://tinyurl.com/bdf8rtc3
Scribd :
https://tinyurl.com/37v9nw87
DOI :
https://doi.org/10.5281/zenodo.10202623
Abstract :
This article argues that through autonomous
motivation, empowered leadership will lead to good
behaviors, reduced emotional tiredness, and decreased
turnover intention, and that personality variables in
subordinates will regulate these correlations. The effects
of perceived general self-efficacy and proactive
personality in individuals are also studied in this study,
as well as any potential relationships between
empowering leadership and the aforementioned
outcomes. What effects does a leader's facilitation have
on employees' motivation, extracurricular activities, and
general well-being. To support the performance of
effective organizations and prevent unfavorable
organizational outcomes, managers and executives can
balance their authority and empowerment behaviors. To
do this, they can use the investigation of this relationship
to help businesses understand both the benefits and
drawbacks of empowering leadership. The self-
determination theory and social cognitive theory are
both used in this study. The purpose of this study was to
examine the effects of both enabling and burdening
empowering leadership on employee motivation, extra-
role behaviors, and well-being while accounting for
individual characteristics such as employee general self-
efficacy and proactive personality. Empowering
leadership is connected with a range of positive
organizational outcomes as well as positive individual
outcomes for employees. Empowering leadership may
increase employees' autonomy and responsibility, which
may reduce both the company's and the employee's
productivity. Empowerment, in the opinion of Forrester
(2000) and Spreitzer (1995, 1996), should enable workers
to reach their full potential, increase their motivation,
make them more adaptive and responsive to their
surroundings, and lessen the bureaucratic barriers that
prevent response. The benefits of empowerment are
unfortunately not always felt, and the challenges appear
to be more the product of implementation mistakes than
design problems (Ford & Fottler, 1995).
Keywords :
Leadership, Empowerment, Empowering Leadership, Leadership Constructs, Leadership Behavior, Organizational Performance, Citizenship.
This article argues that through autonomous
motivation, empowered leadership will lead to good
behaviors, reduced emotional tiredness, and decreased
turnover intention, and that personality variables in
subordinates will regulate these correlations. The effects
of perceived general self-efficacy and proactive
personality in individuals are also studied in this study,
as well as any potential relationships between
empowering leadership and the aforementioned
outcomes. What effects does a leader's facilitation have
on employees' motivation, extracurricular activities, and
general well-being. To support the performance of
effective organizations and prevent unfavorable
organizational outcomes, managers and executives can
balance their authority and empowerment behaviors. To
do this, they can use the investigation of this relationship
to help businesses understand both the benefits and
drawbacks of empowering leadership. The self-
determination theory and social cognitive theory are
both used in this study. The purpose of this study was to
examine the effects of both enabling and burdening
empowering leadership on employee motivation, extra-
role behaviors, and well-being while accounting for
individual characteristics such as employee general self-
efficacy and proactive personality. Empowering
leadership is connected with a range of positive
organizational outcomes as well as positive individual
outcomes for employees. Empowering leadership may
increase employees' autonomy and responsibility, which
may reduce both the company's and the employee's
productivity. Empowerment, in the opinion of Forrester
(2000) and Spreitzer (1995, 1996), should enable workers
to reach their full potential, increase their motivation,
make them more adaptive and responsive to their
surroundings, and lessen the bureaucratic barriers that
prevent response. The benefits of empowerment are
unfortunately not always felt, and the challenges appear
to be more the product of implementation mistakes than
design problems (Ford & Fottler, 1995).
Keywords :
Leadership, Empowerment, Empowering Leadership, Leadership Constructs, Leadership Behavior, Organizational Performance, Citizenship.
