Liderazgo femenino y felicidad en el trabajo: el papel mediador del intercambio líder-colaborador

Female leadership and happiness at work: the mediating role of the leader-member exchange

dc.creatorSalas-Vallina, Andrés
dc.date2022-09-06T19:29:31Z
dc.date2022-09-06T19:29:31Z
dc.date2018-12-17
dc.date.accessioned2024-06-25T20:47:20Z
dc.date.available2024-06-25T20:47:20Z
dc.identifier0123-9813
dc.identifierhttps://repositorio.cecar.edu.co/handle/cecar/3046
dc.identifier10.21892/01239813.417
dc.identifier2500-5766
dc.identifierhttps://doi.org/10.21892/01239813.417
dc.identifier.urihttps://repositorioslatinoamericanos.uchile.cl/handle/2250/9504740
dc.descriptionObjetivo: el objetivo de este artículo es examinar el papel del liderazgo femenino en la felicidad en el trabajo de sus colaboradores. Además, se analiza el papel mediador de la relación entre el líder y el colaborador, entendida como el intercambio líder-colaborador (LMX). Método: se ha utilizado la encuesta como método de investigación; se analizaron datos cuantitativos a nivel individual a través de modelos de ecuaciones estructurales. La muestra está compuesta por 292 empleados no directivos del sector hotelero español, para los que se analiza su percepción individual acerca de las variables objeto de estudio. Resultados: los resultados revelan que el liderazgo femenino ejerce un papel clave para fomentar la felicidad en el trabajo, lo cual se ve potenciado a través de la relación entre el líder y el colaborador. Conclusiones: desde el punto de vista teórico, esta investigación aporta un importante avance a la teoría de demandas y recursos, así como a la teoría de los acontecimientos afectivos; las competencias femeninas del líder actuarían como un recurso que genera actitudes positivas, el cual, con base en el modelo de ganancias mutuas tendría efectos en la mejora de la productividad laboral de los colaboradores. Desde un enfoque práctico, la mejora de las relaciones líder-colaborador y de la felicidad en el trabajo, generadas por el liderazgo femenino, permiten conocer que las competencias demostradas por las mujeres deberían de potenciarse también en los hombres con funciones directivas.
dc.descriptionObjective: The aim of this paper is to examine the role of female leadership on folowers’ happiness at work. In addition, it is explored the mediating role of the leader-member exchange (LMX). Method: Survey method was used, examining quantitative data at the individual level through structural equation models. A sample of 292 non-managers in the Spanish hotel sector was used, examining their individual perception of the variables in the research model. Results: Results reveal that female leadership exerts a direct positive effect on followers’ happiness at work, which is also fostered by means of the leader-member exchange. Conclusions: From a theoretical perspective, this research provides a fundamental advance for the Job Demands-Resources Mode, as well as Affective Events Theory: leader female competencies might act as a job resource that results in positive attitudes, which under the Mutual Gains Model would improve followers’ productivity. From a practical perspective, improving leader-follower relationship and quality of life at work from the female leadership allows to know that female demonstrated competencies should be fostered in male managers.
dc.format19 Páginas
dc.formatapplication/pdf
dc.formatapplication/pdf
dc.languagespa
dc.publisherCorporación Universitaria del Caribe - CECAR
dc.publisherSincelejo
dc.relation19
dc.relation1
dc.relation1
dc.relation5
dc.relationBÚSQUEDA
dc.relationAlessandri, G.; Borgogni, L. y Latham, G.P. (2017). A dynamic model of the longitudinal relationship between job satisfaction and supervisor-rated job performance. Applied Psychology, 66(2), 207-232.
dc.relationAnand, S.; Dulebohn, J.; Epitropaki, O.; Goldberg, C.; Hoch, J.E.; Martin, R. y Wu, D. (2018). Current Developments in Leader Member Exchange (LMX): A Research Incubator. Academy of Management Proceedings, 1, 14.441.
dc.relationArvate, P.R.; Galilea, G.W. y Todescat, I. (2018). The queen bee: A myth? The effect of top-level female leadership on subordinate females. The Leadership Quarterly.
dc.relationBass, B.M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 18(3), 19-31.
dc.relationBhat, N. Y Sisodia, R. (2015). Leading with Shakti. Reflections, 14(4), 40-47.
dc.relationBhat, N. y Sisodia, R. (2016). Shakti leadership: Embracing feminine and masculine power in business. Oakland, CA: Berrett-Koehler Publishers.
dc.relationBeaman, L.; Chattopadhyay, R.; Duflo, E.; Pande, R. y Topalova, P. (2009). Powerful women: does exposure reduce bias? The Quarterly journal of Economics, 124(4), 1497-1540.
dc.relationBennis, W. (2009). On Becoming a Leader. Nueva York: Basic Books.
dc.relationBrescoll, V. (2016). Leading with their hearts? how gender stereotypes of emotion lead to biased evaluations of female leaders. The Leadership Quarterly, 27(3), 415-428.
dc.relationBreevaart, K.; Bakker, A.; Hetland, J.; Demerouti, E.; Olsen, O. K. y Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology, 87(1), 138-157.
dc.relationByun, G.; Dai, Y.; Lee, S. y Kang, S. (2017). Leader Trust, Competence, LMX, and Member Performance: A Moderated Mediation Framework. Psychological reports, 120(6), 1137-1159.
dc.relationCardona, P. y Rey, C. (2010). Ventaja competitiva empresarial. La organización del liderazgo. Ideas, Revista de Antiguos Alumnos del IESE, 18, 1-3.
dc.relationChiva, R.; Alegre, J. y Lapiedra, R. (2007). Measuring organizational learning capability among the workforce. International Journal of Manpower, 28(3/4), 224-242.
dc.relationChinchilla, N., & León, C. (2005). Female Ambition: How to reconcile work and family. Springer.
dc.relationCropanzano, R.; Dasborough, M.T. y Weiss, H.M. (2017). Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), 233-258.
dc.relationDansereau, F.; Graen, G. y Haga, W.J. (1975). A vertical dyad linkage approach to leadership within formal organizations: a longitudinal investigation of the role making process. Organizational Behavior and Human Decision Processes, 13(1), 46-78.
dc.relationDemy, T. J. y Stewart, G. P. (2002). In the Name of God. Harvest House Publishers. Eugene, OR: Harvest House Publishers
dc.relationDinh, J.E.; Lord, R.G.; Gardner, W.L.; Meuser, J.D.; Liden, R.C. y Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62.
dc.relationDoldor, E. y Vinnicombe, S. (2015). Women’s pathways to the boardroom. Gender in Management: An International Journal, 30(7), 1.
dc.relationDulebohn, J.H.; Wu, D. y Liao, C. (2017). Does liking explain variance above and beyond LMX? A meta-analysis. Human Resource Management Review, 27(1), 149-166.
dc.relationEpitropaki, O. y Martin, R. (2015). LMX and work attitudes: is there anything left unsaid or unexamined?. En: T. Bauer y B. Erdogan (eds.). The Oxford Handbook of Leader-Member Exchange (pp. 139-156). Nueva York: Oxford University Press.
dc.relationWeiss, H.M. (2002). Conceptual and empirical foundations for the study of affect at work. En: R.G. Lord, R.J. Klimoski, y R. Kanfer (eds.). Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior (pp. 20-63). San Francisco: Jossey-Bass.
dc.relationExceltur. (2017). Recuperado de: https://www.exceltur.org/2017/
dc.relationFröhlich, H. (2016). Nach Dem Spiel Ist Vor Dem Spiel. Brandeins Magazine, 82-87.
dc.relationGartzia, L. y Van Engen, M. (2012). Are (male) leaders “feminine” enough? Gender traits of identity as mediators of sex differences in leadership styles. Gender in Management: An International Journal, 27(5), 296-314.
dc.relationGlass, C. y Cook, A. (2016). Leading at the top: understanding women’s challenges above the glass ceiling. The Leadership Quarterly, 27(1), 51-63.
dc.relationGraen, G. B. Y Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The leadership quarterly, 6(2), 219-247.
dc.relationGrisson, R. y Kim, J. (2012). Effect size measures that go beyond comparing two averages. Effect size for research. Univariate and multivariate application. Nueva York: Routledge.
dc.relationHair, J.F. Jr.; Black, W.C.; Babin, B.J.; Anderson, R.E. y Tatham, R.L. (2006). Multivariate Data Analysis. Nueva Jersey: Prentice Hall.
dc.relationHarrison, D.A.; Newman, D.A. y Roth, P.L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49(2), 305-325.
dc.relationHenseler, J.C.; Ringle, M. y Sinkovics, R.R. (2009). The use of Partial Least Squares Path Modeling in international marketing. Advances in International Marketing, 20, 277-320.
dc.relationHsiung, H. H. (2012). Authentic leadership and employee voice behavior: A multi-level psychological process. Journal of business ethics, 107(3), 349-361.
dc.relationHuete, R.; Brotons, M. y Sigüenza, M. (2016). La desigualdad entre mujeres y hombres en el sector hostelero español. Estudios y perspectivas en turismo, 25(1), 73-87.
dc.relationJackson, A.R.; Alberti, J.L. y Snipes, R.L. (2014). An examination of the impact of gender on leadership style and employee job satisfaction in the modern workplace. Journal of Organizational Culture, Communications & Conflict, 18(2).
dc.relationJones, S. y Gosling, J. (2015). Napoleonic Leadership. California: SAGE Publications.
dc.relationKaiser, R.B. y Wallace, W.T. (2016). Gender bias and substantive differences in ratings of leadership behavior: toward a new narrative. Consulting Psychology Journal: Practice and Research, 68(1), 72-89.
dc.relationKloutsiniotis, P.V. y Mihail, D.M. (2018). Linking innovative human resource practices, employee attitudes and intention to leave in healthcare services. Employee Relations, 39(1), 34-53.
dc.relationKolodinsky, R.W.; Ritchie, W.J. y Kuna, W.A. (2017). Meaningful engagement: Impacts of a ‘calling’work orientation and perceived leadership support. Journal of Management & Organization, 1-18. Doi: 10.1017/jmo.2017.19
dc.relationLiao, C.; Wayne, S.J.; Liden, R.C. y Meuser, J.D. (2017). Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation. The Leadership Quarterly, 28(3), 438-450.
dc.relationLiden, R.C. y Maslyn, J. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24, 43-72.
dc.relationMestre, M.V.; Samper, P.; Frías, M.D. y Tur, A.M. (2009). Are women more empathetic than men? A longitudinal study in adolescence. The Spanish journal of psychology, 12(1), 76-83.
dc.relationMuchiri, M. K.; Cooksey, R. W. y Walumbwa, F. O. (2012). Transformational and social processes of leadership as predictors of organisational outcomes. Leadership & Organization Development Journal, 33(7), 662-683.
dc.relationNahrgang, J.D.; Morgeson, F.P. y Ilies, R. (2009). The development of leader-member exchanges: Exploring how personality and performance influence leader and member relationships over time. Organizational Behavior and Human Decision Processes, 108, 256-266.
dc.relationNunally, J. (1978). Psychometric. Nueva York: McGraw Hill.
dc.relationO’Callaghan R.; Kaufmann P. y Konsynski (1992). Adoption correlates and share effects of electronic data interchange systems in marketing channels. Journal of Marketing, 56(2), 45-56.
dc.relationO’Donnell, M.; Yukl, G. y Taber, T. (2012). Leader behavior and LMX: a constructive replication. Journal of Managerial Psychology, 27(2), 143-154.
dc.relationOrdun, G. y Beyhan Acar, A. (2014). Impact of emotional intelligence on the establishment and development of high-quality leader member exchange (LMX). Advances in Management and Applied Economics, 4(2), 111-129.
dc.relationParks, B.J.; Bogart, K.; Reynolds, D.F.; Hamilton, M. y Finley, C.J. (1979). Sourcebook of measures of women’s educational equity. Palo Alto, Estados Unidos: American Institutes for Research.
dc.relationPfeffer, J. (2015). Leadership BS: Fixing Workplaces and Careers One Truth at a Time. Nueva York: Harper Collins Publishers.
dc.relationPodsakoff, P.M.; MacKenzie, S.B.; Moorman, R.H. y Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1(2), 107-142.
dc.relationPreacher, K.J. y Hayes, A.F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior research methods, instruments, & computers, 36(4), 717-731.
dc.relationRyan, M.K.; Haslam, S.A.; Morgenroth, T.; Rink, F.; Stoker, J. y Peters, K. (2016). Getting on top of the glass cliff: Reviewing a decade of evidence, explanations, and impact. The Leadership Quarterly, 27(3), 446-455.
dc.relationSalas-Vallina, A.; López-Cabrales, Á.; Alegre, J. y Fernández, R. (2017). On the road to happiness at work (HAW) Transformational leadership and organizational learning capability as drivers of HAW in a healthcare context. Personnel Review, 46(2), 314-338.
dc.relationSalas-Vallina, A. y Fernandez, R. (2017). The HRM-performance relationship revisited: Inspirational motivation, participative decision making and happiness at work (HAW). Employee Relations, 39(5), 626-642.
dc.relationSchaufeli, W.B. y Bakker, A.B. (2004). Job demands, job resources, and their relationship with burnout and engagement. Journal of Organizational Behavior, 25(3), 293-315.
dc.relationSears, G.J.; y Hackett, R.D. (2011). The influence of role definition and affect in LMX: A process perspective on the personality-LMX relationship. Journal of Occupational and Organizational Psychology, 84, 544-564.
dc.relationSeligman, M.E.P. (1999). The President’s Address. American Psychologist, 54, 559-562.
dc.relationSin, H.P.; Nahrgang, J.D. y Morgeson, F.P. (2009). Understanding why they don’t see eye to eye: An examination of leader–member exchange (LMX) agreement. Journal of Applied Psychology, 94(4), 1048.
dc.relationSpence, J. R.; Brown, D. J.; Keeping, L. M. y Lian, H. (2014). Helpful today, but not tomorrow? Feeling grateful as a predictor of daily organizational citizenship behaviors. Personnel Psychology, 67(3), 705-738.
dc.relationVillamil, M. y Alonso, M.D.M. (2013). Posición de las mujeres en los equipos de dirección y el crecimiento de las cadenas hoteleras a nivel mundial. Estudios Turísticos, 198, 35-60.
dc.relationWang, D.; Gan, C. y Wu, C. (2016). LMX and employee voice: A moderated mediation model of psychological empowerment and role clarity. Personnel Review, 45(3), 605-615.
dc.relationWarr, P. e Inceoglu, I. (2012). Job engagement, job satisfaction, and contrasting associations with person–job fit. Journal of occupational health psychology, 17(2), 129-238
dc.relationWeiss, H.M. (2002). Conceptual and empirical foundations for the study of affect at work. En: R.G. Lord, R.J. Klimoski, y R. Kanfer (eds.). Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior (pp. 20-63). San Francisco: Jossey-Bass.
dc.relationWeiss, H.M. y Cropanzano, R. (1996). Affective events theory: a theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
dc.relationWilliams, L.J.; Gavin, M.B. y Hartman, N.S. (2004). Structural Equation Modeling Methods in Strategy Research: Applications and Issues. En: Research Methodology in Strategy and Management. Editores: Ketchen Jr.; D.J. y Bergh, D.D. Oxford: Elsevier. 303-346.
dc.relationZhao, X.; Lynch, J.G. Jr. y Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of consumer research, 37(2), 197-206.
dc.rightshttps://creativecommons.org/licenses/by-sa/4.0/
dc.rightsAtribución-CompartirIgual 4.0 Internacional (CC BY-SA 4.0)
dc.rightsinfo:eu-repo/semantics/openAccess
dc.rightshttp://purl.org/coar/access_right/c_abf2
dc.sourcehttps://revistas.cecar.edu.co/index.php/Busqueda/article/view/417/420
dc.subjectLiderazgo
dc.subjectrelaciones laborales
dc.subjectbienestar laboral
dc.subjectLeadership
dc.subjectlabor Relations
dc.subjectwork well-being
dc.titleLiderazgo femenino y felicidad en el trabajo: el papel mediador del intercambio líder-colaborador
dc.titleFemale leadership and happiness at work: the mediating role of the leader-member exchange
dc.typeArtículo de revista
dc.typehttp://purl.org/coar/resource_type/c_2df8fbb1
dc.typeText
dc.typeinfo:eu-repo/semantics/article
dc.typehttp://purl.org/redcol/resource_type/ART
dc.typeinfo:eu-repo/semantics/publishedVersion
dc.typehttp://purl.org/coar/version/c_970fb48d4fbd8a85


Este ítem pertenece a la siguiente institución