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Followers’ Willingness to Step Up and Lead: The Roles of LMX and Knowledge of Strengths

Parks, Andrew
http://orcid.org/0000-0002-4250-5467
http://rave.ohiolink.edu/etdc/view?acc_num=ucin1613686159947785

Abstract Details

2021, MA, University of Cincinnati, Arts and Sciences: Psychology.
The leadership literature documents numerous challenges associated with leading effective teams. This literature suggests that for teams to be successful, effective leaders must motivate and empower all team members to step up and lead the team when needed. Yet, the mechanisms by which leaders might affect individual team members’ willingness to step up are not fully known. In this study, I examined the extent to which willingness to lead – studied at the individual-level of analysis – varied as a function of leadership self-efficacy. I further examined whether leadership self-efficacy may be influenced by the team member’s relationship with his or her leader (as captured by the quality of leader-member exchange, LMX) as well as whether the team member recognizes the strengths they bring to the situation. I tested these hypotheses using an experimental design in which 156 full-time working adults read a real-life scenario in which a work-based team needed a team member to step up and lead in an informal leadership role. After reading one of four scenarios, which depicted some combination of high/low LMX and strengths known or not known, respondents indicated how willing they would be to step up and lead the team. Responses were then analyzed using moderated-mediation regression procedures. While the hypothesized relationships between LMX, leadership self-efficacy, and willingness to lead were supported, hypothesis for the moderating role of knowledge of strengths on the relationship between LMX and willingness to lead was not supported. Results did show a direct relationship between knowledge of strengths and both leadership self-efficacy and willingness to lead. Taken together, results indicate that leadership self-efficacy partially mediates the relationship between LMX and knowledge of strengths and a team member’s willingness to lead. Findings showcase how these constructs can influence a team member’s willingness to step up and lead in a team-based setting.
Stacie Furst-Holloway, Ph.D. (Committee Chair)
Eli Awtrey (Committee Member)
Donna Chrobot-Mason, Ph.D. (Committee Member)
69 p.
Behavioral Sciences
leader-member exchange; positive psychology; knowledge of strengths; team leadership; leadership self-efficacy; willingness to lead

Recommended Citations

Citations

  • Parks, A. (2021). Followers’ Willingness to Step Up and Lead: The Roles of LMX and Knowledge of Strengths [Master's thesis, University of Cincinnati]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1613686159947785

    APA Style (7th edition)

  • Parks, Andrew. Followers’ Willingness to Step Up and Lead: The Roles of LMX and Knowledge of Strengths. 2021. University of Cincinnati, Master's thesis. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=ucin1613686159947785.

    MLA Style (8th edition)

  • Parks, Andrew. "Followers’ Willingness to Step Up and Lead: The Roles of LMX and Knowledge of Strengths." Master's thesis, University of Cincinnati, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1613686159947785

    Chicago Manual of Style (17th edition)

ucin1613686159947785
134
© 2021, some rights reserved.Creative Commons License Followers’ Willingness to Step Up and Lead: The Roles of LMX and Knowledge of Strengths by Andrew Parks is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License. Based on a work at etd.ohiolink.edu.
This open access ETD is published by University of Cincinnati and OhioLINK.