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Employee Engagement and Leadership: Exploring the Convergence of Two Frameworks and Implications for Leadership Development in HRD

机译:员工敬业度和领导力:探讨人力资源开发两个框架的融合及其对领导力发展的启示

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摘要

As the use of workplace knowledge economies increases and emerging motivationalstate variables such as employee engagement become more widely used, current frameworks of leadership are undergoing changes in perspective and practice. Moreover, while shifts in workplace dynamics have occurred in practice for some time, scholars are now calling for a new perspective of leadership. This article explores the connection between traditional and emerging leadership theories and the motivational-state variable of employee engagement, building toward a conceptual framework proposed for further refinement, discussion, and ultimately testing. A conceptual link between meeting and understanding employee needs, the use of emotional intelligence as a leadership competency, and transformational leadership is examined. Implications for leadership development in research and practice in an HRD context bring this article to a close.
机译:随着工作场所知识经济的使用增加以及新兴的激励状态变量(例如员工敬业度)得到越来越广泛的使用,当前的领导力框架正在发生观念和实践的变化。而且,尽管实践中已经发生了工作场所动态变化的一段时间,但是学者们现在正在呼吁对领导力有新的认识。本文探讨了传统和新兴的领导力理论与员工敬业度的动机状态变量之间的联系,并建立了为进一步完善,讨论和最终测试而提出的概念框架。研究了满足和理解员工需求,使用情商作为领导能力和变革型领导之间的概念性联系。在人力资源开发的背景下,对领导力研究和实践发展的启示使本文结束。

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