Advancing group emotional intelligence through resonant leadership and exploring the effect on group effectiveness

Ferreira, Liisa (2020-12)

Thesis (MCom)--Stellenbosch University, 2020.

Thesis

ENGLISH SUMMARY : Global competitiveness has brought along many changes within organisations during the 21st century. Organisations are required to be adaptive to the rapidly changing world of work and its demands. One of the key factors that have shown to enhance an organisation’s capacity to be adaptive, is effective group work (Kozlowski & Bell, 2013). This realisation has led to a structural transition from individual work to group work in organisations (Brad, 2015; Koman & Wolff, 2008). However, not all groups are necessarily effective. Given the vast amount of research suggesting that groups with high emotional intelligence display higher levels of performance than groups with low emotional intelligence (Jordan et al., 2002; Wong & Law, 2002), this study was directed at understanding the sources of emotional intelligence in groups; and particularly, the role of Resonant Leadership as a facilitator of group emotional intelligence. The study made use of an ex post facto correlational design with a convenience sample of 321 individuals who responded to the questionnaires. Respondents had to rate their group leader on the four dimensions of Resonant Leadership (visionary, coaching, affiliative and democratic), using a new scale developed for the study, the Resonant Leadership Scale. To operationalise group emotional intelligence, they had to rate the presence of nine group norms using the Emotionally Competent Group Norms Scale. The overall effectiveness of the group was measured by the Collective Beliefs Scale representing the dimensions of trust, group identity and group efficacy. Finally, in order to control for the group members’ own emotional intelligence, the participants had to indicate their aggregate perceptions of the emotional intelligence of the individuals comprising their group in the Group Member Emotional Intelligence Scale. Structural equation modelling with partial least squares was used to analyse the fit of the measurement and structural model. All five of the hypothesised paths within the structural (inner) model were found to be statistically significant. The results revealed that in addition to the individual members’ own emotional intelligence, the style of leadership in the group (i.e. Resonant Leadership) play’s a significant role in the facilitation of group emotional intelligence, which was measured through nine Group Emotional Intelligence Norms (understand team members, address unacceptable behaviour, demonstrate caring, reviewing the team, support expressions, build optimism, proactive problem-solving, understand team context, and building external relationships). Furthermore, the results confirmed that Group Emotional Intelligence Norms have a positive impact on group performance, as denoted by the Collective Beliefs of trust, group identity and group efficacy. The results contributed to the development and validation of the Resonant Leadership Scale, and has also helped to formulate recommendations to organisations in the form of interventions aimed specifically at increasing group performance.

AFRIKAANSE OPSOMMING : Wêreldwye mededingendheid het gedurende die 21ste eeu baie veranderings binne organisasies meegebring. Daar word van organisasies verwag om aan te pas by die vinnig veranderende wêreld van werk en die eise wat daarmee gepaard gaan. Een van die belangrikste faktore wat 'n organisasie se vermoë om aanpasbaar te wees verbeter, is effektiewe groepwerk (Kozlowski & Bell, 2013). Hierdie bewuswording het gelei tot ‘n strukturele oorgang van individuele werk na groepswerk (Brad, 2015; Koman & Wolff, 2008). Nie alle groepe is egter noodwendig effektief nie. Gegewe die magdom navorsing wat daarop dui dat groepe met hoë emosionele intelligensie beter presteer as groepe met lae emosionele intelligensie (Jordan et al., 2002; Wong & Law, 2002), was hierdie studie gerig daarop om die bronne van emosionele intelligensie in groepe te identifiseer, en veral die rol van Resonante Leierskap as 'n fasiliteerder van groep emosionele intelligensie te ondersoek. Die studie het gebruik gemaak van 'n ex post facto korrelasie-ontwerp met 'n gerieflikheidssteekproef van 321 individue wat die vraelyste beantwoord het. Respondente moes hul groepleier beoordeel op die vier dimensies van Resonante Leierskap (visionêr, afrigting, affiliatief en demokraties) deur gebruik te maak van 'n skaal wat vir die doelwitte van die studie ontwikkel was, die Resonante Leierskap Skaal. Om die emosionele intelligensie van die groep te laat operasionaliseer, moes die respondente die teenwoordigheid van nege groepnorme beoordeel in die Emosioneel Bevoegde Groepnorme Skaal. Die algehele effektiwiteit van die groep was gemeet deur die Kollektiewe Oortuigings Skaal wat verteenwoordig word deur die dimensies van vertroue, groep identiteit en groep doeltreffendheid. Laastens, om die groeplede se individuele emosionele intelligensie in ag te neem, moes die respondente hul persepsies van die kollektiewe emosionele intelligensie van die individue in die groep aandui in die Groepslid Emosionele Intelligensie Skaal. Strukturele vergelykingsmodellering met parsiële kleinste kwadrate was gebruik om die passing van die metings en strukturele model te ontleed. Daar was bevind dat al vyf die hipotiseerde roetes binne die strukturele model statisties beduidend was. Die resultate het getoon dat benewens die individuele lede se eie emosionele intelligensie, die leierskap styl in die groep (d.w.s. Resonante Leierskap) 'n belangrike rol speel in die fasilitering van groep emosionele intelligensie, wat gemeet was deur nege Groep Emosionele Intelligensie Norme (spanlede verstaan, spreek onaanvaarbare gedrag aan, bewyse van omgee, hersiening van die span, ondersteun uitdrukking, bou optimisme, pro-aktiewe probleemoplossing, verstaan die groep konteks en eksterne verhoudings opbou). Verder het die resultate bevestig dat Groep Emosionele Intelligensie Norme 'n positiewe impak op groep prestasie het, soos aangedui deur die Kollektiewe Oortuigings; vertroue, groep identiteit en groep effektiwiteit. Die resultate het bygedra tot die ontwikkeling en validering van die Resonante Leierskap Skaal, en het ook gehelp om aanbevelings aan organisasies te formuleer in die vorm van intervensies wat spesifiek daarop gemik is om groep prestasie te verhoog.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/109378
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