Managing Quality for Job Performance: Is Paternalistic Leadership Behavior an Alternative to Influence Trust?
Keywords:Job Performance, University Leadership, Trust, Paternalistic Leadership, Management of Organization
AbstractSuccessful leaders play a complex role. Leaders may manipulate followers to accomplish goals since they have authority and power to influence. Interestingly, Paternalistic leadership has qualities of attributes not only on the reactions of dyadic systems and followers but also subordinates’ attitudes and behavior. Paternalistic leadership flows from a particular cultural context. A family environment is created by paternalistic leaders in the management system. They display 'goodwill' and act as a leader in family approaches towards staff. Currently, there is no specifically conducted gender-based research at the university level specifically to analyze the perceptions of paternalistic leadership on job performance and trust among the staff of the university. Therefore, this study focused primarily on the perceptions of paternalistic leadership behavior among staff members at the university level. A total of 254 respondents from UiTM Perlis staffs (male, n = 125; female n = 129) from four departments [Student Affairs, academic affairs, administration, and academic staff (lecturers)] completed a questionnaire pack assessing the study variables. Results revealed that (i) there are significant correlations in the dimension of paternalistic leadership, job performance, and trust perceived by staff at UiTM Perlis Branch, (ii) there are no significant differences in the dimension of paternalistic leadership, job performance, and trust between gender by staff at UiTM Perlis Branch. In conclusion, a leader who can create a better work environment can enhance staff competencies and influence trust in them.
Allen, K. A., Svendsen, G. T., Marwan, S., & Arslan, G. (2021). Trust and belonging in individual and organizational relationships. In Strategic corporate communication in the digital age. Emerald Publishing Limited. https://doi.org/10.1108/978-1-80071-264-520211002
Aycan, Z. (2006). Paternalism: towards conceptual refinement and operationalization. In K. S. Yang, K. K. Hwang & U. Kim (Eds), Scientific advances in indigenous psychologies: Empirical, philosophical, and cultural contributions (445–466). New York, NY: Springer.
Aycan, Z., Schyns, B., Sun, J. M., Felfe, J., & Saher, N. (2013). Convergence and divergence of paternalistic leadership: A cross-cultural investigation of prototypes. Journal of International Business Studies, 44(9), 962-969. https://doi.org/10.1057/jibs.2013.48
Baah, K, D., Quartey, S, H., & Osafo, G, A. (2020). Examining occupational stress, job satisfaction and gender difference among bank tellers: evidence from Ghana. International Journal of Productivity and Performance Management, 69(7), 1437-1454. https://doi.org/10.1108/IJPPM-07-2019-0323
Chen, X, P., Eberly, M, B., Chiang T., Farh, J, L., & Cheng, B, S. (2011). Affective trust in Chinese leaders: linking paternalistic leadership to employee performance. Journal of Management, 40(3), https://doi.org/10.1177%2F0149206311410604
Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian journal of social psychology, 7(1), 89-117. https://doi.org/10.1111/j.1467-839X.2004.00137.x
Cenkci, A.T., & Özçelik, G. (2015). Leadership Styles and Subordinate Work Engagement: The Moderating Impact of Leader Gender. Global Business and Management Research: An International Journal, 7(4), 8-20.
Chou, H. J. (2012). Effects of paternalistic leadership on job satisfaction-regulatory focus as the mediator. International Journal of Organizational Innovation (Online), 4(4), 62.
Cheng, B. S., & Jen, C. K. (2005). The contingent model of paternalistic leadership: Subordinate dependence and leader competence. In Annual Meeting of Academy of Management.
Dartey-Baah, Kwasi, Samuel Howard Quartey, and Grace Asiedua Osafo. (2020). "Examining occupational stress, job satisfaction and gender difference among bank tellers: evidence from Ghana." International Journal of Productivity and Performance Management. https://doi.org/10.1108/IJPPM-07-2019-0323
Farh, J. L., & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In Management and organizations in the Chinese context (pp. 84-127). Palgrave Macmillan, London. https://doi.org/10.1057/9780230511590_5
Golesorkhi, B. (2006). Gender differences and similarities in judgments of trustworthiness. Women in Management Review. 21(3), 195-210. https://doi.org/10.1108/09649420610657380
Inelmen, K. (2006). Subordinates’ trust toward their supervisors in high-end hotels. Paper presented at 10th ISSWOV International Conference on Work Values and Behavior, Tallinn, Estonia, June, 2006.
Kai, G. (2013). Research on the mechanism that paternalistic leadership impact on employee performance: Organizational justice as an intermediary variable. Human Resource Management Research, 3(4), 150-156. DOI: 10.5923/j.hrmr.20130304.03
Kim, S., & Shin, M. (2017). The effectiveness of transformational leadership on empowerment. Cross Cultural & Strategic Management. https://doi.org/10.1108/CCSM-03-2016-0075
Li, P., Liu, Y., Yuan, P., & Ju, F. (2017). The Study on the Relationship between University Faculties’ Job Stress and Organizational Commitment in China. Procedia computer science, 122, 642-648. https://doi.org/10.1016/j.procs.2017.11.418
Mohd Kassim, A. F. (2018). Athletes' perceptions of coaching effectiveness in team and individual sport (Doctoral dissertation, University of Birmingham).
National Institute of Mental Health (2014), Retrieved from https://my.clevelandclinic.org/health/articles/11874-stress
Niu, C. P., Wang, A. C., & Cheng, B. S. (2009). Effectiveness of a moral and benevolent leader: Probing the interactions of the dimensions of paternalistic leadership. Asian Journal of Social Psychology, 12(1), 32-39. https://doi.org/10.1111/j.1467-839X.2008.01267.x
Pellegrini, E, K., & Scandura, T, A. (2006). Leader–Member Exchange (LMX), paternalism and delegation in the Turkish business culture: An empirical investigation. Journal of International Business Studies, 37, 264–279. https://doi.org/10.1057/palgrave.jibs.8400185
Paoching, C., & Chichun, H. (2009). The relationship of paternalistic leadership and organizational citizenship behavior: The mediating effect of upward communication. The Journal of Human Resource and Adult Learning, 5(2), 66–73.
Rehman, M., & Afsar, B. (2012). The impact of paternalistic leadership on organization commitment and organization citizenship behaviour. Journal of Business Management and Applied Economics, 5(5), 148-159.
Tan, H. H., & Chee, D. (2005). Understanding interpersonal trust in a Confucian-influenced society: An exploratory study. International Journal of Cross-Cultural Management, 5(2), 197-212. https://doi.org/10.1177%2F1470595805054493
Ugurluoglu, O., Aldogan, E. U., Turgut, M., & Ozatkan, Y. (2018). The effect of paternalistic leadership on job performance and intention to leave the job. Journal of Health Management, 20(1), 46-55. https://doi.org/10.1177%2F0972063417747700
Webber, S. S. (2008). Development of cognitive and affective trust in teams: A longitudinal study. Small group research, 39(6), 746-769. https://doi.org/10.1177%2F1046496408323569
White, S., & Rezania, D. (2019). The impact of coaches’ ethical leadership behaviour on athletes’ voice and performance. Sport, Business and Management: An International Journal. https://doi.org/10.1108/SBM-11-2017-0079
Wu, M., Huang, X., & Chan, S. C. (2012). The influencing mechanisms of paternalistic leadership in Mainland China. Asia Pacific Business Review, 18(4), 631-648. https://doi.org/10.1080/13602381.2012.690940
Yeh, H, R., Chi, H, K., & Chiou, C, Y. (2008). The influence of paternalistic leadership, job stress, and organizational commitment on organizational performance: An empirical study of policeman in Taiwan. The Journal of International Management Studies,3(2). http://nhuir.nhu.edu.tw/handle/987654321/27172
Copyright (c) 2021 Universiti Teknologi MARA Cawangan Perlis
This work is licensed under a Creative Commons Attribution 4.0 International License.