บทบาทของภาวะผู้นำที่แท้จริงในการเสริมสร้างการบูรณาการชีวิตกับการทำงานของพนักงาน: มุมมองทุนทางจิตวิทยาเชิงบวก
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มิ.ย. 14, 2020
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Keywords: Authentic Leadership, Work-Life Integration, Positive Psychological Capital
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บทคัดย่อ
บทความนี้นำเสนอประเด็นบทบาทของภาวะผู้นำที่แท้จริงที่ช่วยเสริมสร้างการบูรณาการชีวิตกับการทำงานของพนักงานผ่านมุมมองทุนทางจิตวิทยาเชิงบวก โดยผู้นำที่แท้จริงจะสร้างความสมดุลระหว่างชีวิตกับการทำงานของผู้ตาม ผ่านทุนทางจิตวิทยาเชิงบวกและการบูรณาการชีวิตกับการทำงาน จึงมีอิทธิพลต่อประสิทธิภาพการปฏิบัติงานของผู้ตาม ซึ่งผู้นำที่แท้จริงเป็นผู้รักษาความเป็นอยู่ที่ดีขององค์การผ่านวัฒนธรรมองค์การและสะท้อนบทบาทของพนักงานได้อย่างชัดเจน เพื่อเติมเต็มความสมบูรณ์ในชีวิตที่เป็นแรงบันดาลใจสูงสุดของชีวิตมนุษย์ ให้สามารถแสดงศักยภาพในทุกบทบาทได้สูงสุดในแต่จุดของชีวิต ดังนั้นการเปลี่ยนแปลงองค์การเพื่อปรับปรุงบรรทัดฐานในแนวทางของการบูรณาการชีวิตกับการทำงาน จะช่วยเพิ่มขีดความสามารถของพนักงานจากการสนับสนุนทั้งเครื่องมือและสิ่งแวดล้อมให้เหมาะสม เพื่อให้พนักงานเหล่านั้นสามารถควบคุมสิ่งต่าง ๆ ได้ตามความต้องการในชีวิตกับการทำงาน ซึ่งมีผลอย่างยิ่งต่อความพึงพอใจในการทำงานและการเพิ่มประสิทธิภาพในการปฏิบัติงาน นอกจากนี้ยังเป็นการรักษาให้พนักงานนั้นยังคงอยู่กับองค์การผ่านกลยุทธ์ขององค์การโดยการใช้แนวทางของการบูรณาการชีวิตกับการทำงานซึ่งจะช่วยสร้างผลลัพธ์ระยะยาวเชิงบวกมากขึ้นสำหรับทั้ง ผู้นำ ผู้ตามและองค์การ
คำสำคัญ: ภาวะผู้นำที่แท้จริง การบูรณาการชีวิตกับการทำงาน ทุนทางจิตวิทยาเชิงบวก
Article Details
รูปแบบการอ้างอิง
เชียรวัฒนสุข ก., & จันทร์กระพ้อ ม. (2020). บทบาทของภาวะผู้นำที่แท้จริงในการเสริมสร้างการบูรณาการชีวิตกับการทำงานของพนักงาน: มุมมองทุนทางจิตวิทยาเชิงบวก. วารสารวิทยาลัยพาณิชยศาสตร์บูรพาปริทัศน์, 15(1), 59–73. สืบค้น จาก https://so02.tci-thaijo.org/index.php/GSC/article/view/227399
ประเภทบทความ
บทความวิจัย
เจ้าของบทความมิได้คัดลอก หรือละเมิดลิขสิทธิ์ของผู้ใด หากเกิดการละเมิดลิขสิทธิ์ ไม่ว่าวิธีใด หรือการฟ้องร้องไม่ว่ากรณีใด ๆ ที่อาจเกิดขึ้นได้ กองบรรณาธิการวารสารวิทยาลัยพาณิชยศาสตร์ไม่มีส่วนเกี่ยวข้องทั้งสิ้น ให้เป็นสิทธิ์ของเจ้าของบทความที่จะดำเนินการ
เอกสารอ้างอิง
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Bandura, A. (2001). Social cognitive theory an agentic perspective. Annual Review of Psychology, 52(1), 1-26.
Barnett, R. (1999). A new work-life model for the 21st century. Annals of the American Academy for political and Social Sciences, 562, 143-158.
Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. Leadership Quarterly, 10(2), 181-217.
Beauregard, T. A., & Henry, L. C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1), 9-22.
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Boswell, W. R., & Olson-Buchanan, J. B. (2007). The use of communication technologies after hours: The role of work attitudes and work-life conflict. Journal of Management, 33(4), 592-610.
Braun, S., & Peus, C. (2018). Crossover of work–life balance perceptions: Does authentic leadership matter?. Journal of Business Ethics, 149(4), 875-893
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Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145.
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Greenhaus, J. H., Collins, K. M. & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531.
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Holumyong, C., Kittisuksathit, S.,& Khanlek, M. (2017). Work, family and society: A work-life balance that involves more than just time management of workers in the industrial production secter, Kasetsart Engineering Journal, 30(100), 87-102.
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Jiang, H., & Men, R. L. (2017). Creating an engaged workforce: The impact of authentic leadership, transparent organizational communication, and work-life enrichment. Communication Research, 44(2), 225-243.
Jones, L. (1988). Unemployment and Social Integration: A Review. The Journal of Sociology and Social Welfare, 15(4), 161-176.
Junkrapor, M., & Chienwattanasook, K. (2019). Establishing an innovative organization to drive towards the organizational excellence. Executive Journal, 39(1), 52-66.
Kappagoda, U. W. M. R., Othman, P., Zainul, H., & Alwis, G. (2014). Psychological capital and job performance: The mediating role of work attitudes. Journal of Human Resource and Sustainability Studies, 2, 102-116.
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Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
Avolio, B. J., Gardner, W. L., & Walumbwa, F. O. (2007). Authentic leadership questionnaire. Retrieved August 16, 2019, from https://www.mindgarden.com/69-authentic-leadership-questionnaire#horizontalTab1
Avolio, B. J., Luthans, F. (2006). The high impact leader: Moments matter for accelerating authentic leadership development. New York: McGraw-Hill.
Azanza, G., Moriano, J. A., & Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Journal of Work and Organizational Psychology, 29(2), 45-50.
Bandura, A. (2001). Social cognitive theory an agentic perspective. Annual Review of Psychology, 52(1), 1-26.
Barnett, R. (1999). A new work-life model for the 21st century. Annals of the American Academy for political and Social Sciences, 562, 143-158.
Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. Leadership Quarterly, 10(2), 181-217.
Beauregard, T. A., & Henry, L. C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1), 9-22.
Boateng, P. A., Kyeremeh, A. E., Amoako, E. P., & David, B. (2018). Antecedents of authentic leadership and organizational citizenship behaviors in selected institutions in Brong Ahafo Region. Global Journal of Human Resource Management, 6(2), 34-51.
Boswell, W. R., & Olson-Buchanan, J. B. (2007). The use of communication technologies after hours: The role of work attitudes and work-life conflict. Journal of Management, 33(4), 592-610.
Braun, S., & Peus, C. (2018). Crossover of work–life balance perceptions: Does authentic leadership matter?. Journal of Business Ethics, 149(4), 875-893
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227-240.
Comtois, K. E. (2012). Positive psychology and work-life integration: The mutually satisfying relationship (Unpublished master’ thesis). University of Pennsylvania, Pennsylvania.
Covelli, B. J., & Mason, I. (2017). Linking theory to practice: Authentic leadership. Academy of Strategic Management Journal, 16(3), 1-10.
Culbertson, S. S., Fullagar, C. J., & Mills, M. J. (2010). Feeling good and doing great: The relationship between psychological capital and well-being. Journal of Occupational Health Psychology, 15(4), 421-433.
Dinh Tho, N., Dong Phong, N., & Ha Minh Quan, T. (2014). Marketers' psychological capital and performance: the mediating role of quality of work life, job effort and job attractiveness. Asia-Pacific Journal of Business Administration, 6(1), 36-48.
Easterlin, R. A., & Crimmins, E. M. (1991). Private materialism, personal self-fulfillment, family life, and public interest the nature, effects, and causes of recent changes in the values of American youth. Public Opinion Quarterly, 55(4), 499-533.
Ehrens, H. (2015). Work and Life Integration: Faculty Balance in the Academy. Seton Hall University.
Emand, G. (2017). Self-fulfillment development among the Arab sector in Israel. Journal of Education and Training Studies, 5(5), 91-93.
Friedman, S. D. (2008). Total leadership: Be a better leader, have a richer life. Harvard Business Press.
Friedman, S. D. (2014). Work+ home+ community+ self. Harvard business review, 92(9), 111-114.
Friedman, S. D., & Westring, A. (2015). Empowering individuals to integrate work and life: Insights for management development. Journal of Management Development, 34(3), 299-315.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145.
Gill, C., Gardner, W., Claeys, J., & Vangronsvelt, K. (2018). Using theory on authentic leadership to build a strong human resource management system. Human Resource Management Review, 28(3), 304-318.
Greenhaus, J. H., Collins, K. M. & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531.
Harrington, B., & Ladge, J. J. (2009). Work-life integration present dynamics and future directions for organizations. Organizational Dynamics, 38(2), 148-157.
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2016). Do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership? A meta-analysis. Journal of Management, 20(10), 1-29.
Holumyong, C., Kittisuksathit, S.,& Khanlek, M. (2017). Work, family and society: A work-life balance that involves more than just time management of workers in the industrial production secter, Kasetsart Engineering Journal, 30(100), 87-102.
Hu, Y., Wu, X., Zong, Z., Xiao, Y., Maguire, P., Qu, F., Wei, J. & Wang, D. (2018). Authentic leadership and proactive behavior: the role of psychological capital and compassion at work. Frontiers in Psychology, 9, 1-12.
Huang, P. (2017). A framework for research and practice: Relationship among authentic leadership, employee well-being, organizational innovative climate and innovative behavior. Open Journal of Leadership, 6(3), 126-134.
Jiang, H., & Men, R. L. (2017). Creating an engaged workforce: The impact of authentic leadership, transparent organizational communication, and work-life enrichment. Communication Research, 44(2), 225-243.
Jones, L. (1988). Unemployment and Social Integration: A Review. The Journal of Sociology and Social Welfare, 15(4), 161-176.
Junkrapor, M., & Chienwattanasook, K. (2019). Establishing an innovative organization to drive towards the organizational excellence. Executive Journal, 39(1), 52-66.
Kappagoda, U. W. M. R., Othman, P., Zainul, H., & Alwis, G. (2014). Psychological capital and job performance: The mediating role of work attitudes. Journal of Human Resource and Sustainability Studies, 2, 102-116.
Kemper, T. D., & Reichler, M. L. (1976). Work integration, marital satisfaction, and conjugal power. Human Relations, 29(10), 929-944.
Kinman, G., & Jones, F. (2008). A life beyond work? Job demands, work-life balance, and wellbeing in UK academics. Journal of Human Behavior in the Social Environment, 17(1-2), 41-60.
Kirchmeyer, C. (2000). Work-life initiatives: Greed or benevolence regarding workers' time? In C. L. Cooper & D. M. Rousseau (Eds.), Trends in organizational behavior, Vol. 7. Time in organizational behavior (pp. 79-93). New York, NY, US: John Wiley & Sons Ltd.
Konrad, A. M., & Mangel, R. (2000). The impact of work‐life programs on firm productivity. Strategic Management Journal, 21(12), 1225-1237.
Kossek, E. E., Lewis, S., & Hammer, L. B. (2010). Work–life initiatives and organizational change: Overcoming mixed messages to move from the margin to the mainstream. Human Relations, 63(1), 3-19.
Kumar, G. V., & Janakiram, B. (2017). Theories of work life balance-A conceptual review. International Research Journal of Management and Commerce, 4(9), 184-192.
Lazar, I., Osoian, C., & Ratiu, P. (2010). The role of work-life balance practices in order to improve organizational performance. European Research Studies, 13(1), 201-2014.
Lewis, S. (2003). The integration of paid work and the rest of life. Is post‐industrial work the new leisure?. Leisure studies, 22(4), 343-345.
Lewis, S., Rapoport, R., & Gambles, R. (2003). Reflections on the integration of paid work and the rest of life. Journal of Managerial Psychology, 18(8), 824-841.
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