A1 Alkuperäisartikkeli tieteellisessä aikakauslehdessä
Leader motivation as a building block for sustainable leader careers : the relationship between leadership motivation profiles and leader and follower outcomes (2020)
Auvinen, E., Huhtala, M., Kinnunen, U., Tsupari, H., & Feldt, T. (2020). Leader motivation as a building block for sustainable leader careers : the relationship between leadership motivation profiles and leader and follower outcomes. Journal of Vocational Behavior, 120, Article 103428. https://doi.org/10.1016/j.jvb.2020.103428
JYU-tekijät tai -toimittajat
Julkaisun tiedot
Julkaisun kaikki tekijät tai toimittajat: Auvinen, Elina; Huhtala, Mari; Kinnunen, Ulla; Tsupari, Heidi; Feldt, Taru
Lehti tai sarja: Journal of Vocational Behavior
ISSN: 0001-8791
eISSN: 1095-9084
Julkaisuvuosi: 2020
Volyymi: 120
Artikkelinumero: 103428
Kustantaja: Elsevier
Julkaisumaa: Yhdysvallat (USA)
Julkaisun kieli: englanti
DOI: https://doi.org/10.1016/j.jvb.2020.103428
Julkaisun avoin saatavuus: Ei avoin
Julkaisukanavan avoin saatavuus:
Julkaisu on rinnakkaistallennettu (JYX): https://jyx.jyu.fi/handle/123456789/70410
Tiivistelmä
This study investigates leaders' motivation to lead (MTL) as a personal resource for building a sustainable career as a leader. Using a person-centered methodology, we identified different latent profiles of leadership motivation. These motivational profiles were compared with leaders' occupational well-being and leadership-related career intentions, and with follower-rated leader behaviors and LMX relationship quality. The survey data consisted of 1003 Finnish leaders from various sectors of working life. Of these leaders, 233 recruited their followers to participate in this study, resulting in 987 follower participants. Latent Profile Analysis identified four distinctive MTL profiles: 1) Affective-Identity-based MTL (42%), 2) Low overall MTL (41%), 3) Low Affective-Identity and High Non-Calculative MTL (12%) and 4) High Affective-Identity and Social-Normative MTL (5%). Leaders in the profile with low affective-identity MTL and high non-calculative MTL experienced the poorest occupational well-being, were likely to resign from their current leadership position or apply for less challenging leadership positions, and received the most unfavorable assessments from their followers regarding their leader behaviors and LMX. Leaders whose motivation was based on high affective-identity and social-normativity had good occupational well-being and were most likely to pursue a more challenging career as a leader. To conclude, personal leadership motivation plays an important role in leaders' well-being and in their followers' satisfaction. Thus to create and support sustainable leader careers, both leader candidates themselves and practitioners in HRM and executive selection should consider the underlying motivational resources for leadership. This can help to better align individual careers with the employing organization and create better person-career fit.
YSO-asiasanat: johtajat; johtajuus; motivaatio; työhyvinvointi; työura; urasuunnittelu
Vapaat asiasanat: motivation to lead; resources; sustainable career; occupational well-being; career intentions; follower-rated leader behaviors; LMX; person-centered research
Liittyvät organisaatiot
Hankkeet, joissa julkaisu on tehty
- Johtamisen pelko vaativissa asiantuntijatehtävissä: Mitä se on, mistä se johtuu ja mitä siitä seuraa?
- Feldt, Taru
- Työsuojelurahasto
- Moraalinen työidentiteetti: Miten eettiset dilemmat työssä ja eettinen organisaatiokulttuuri muokkaavat sen kehitystä
- Herttalampi, Mari
- Suomen Akatemia
OKM-raportointi: Kyllä
VIRTA-lähetysvuosi: 2020
JUFO-taso: 2