Virtuous leadership, organizational commitment and individual performance
By: ARAÚJO, M. S. G
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Contributor(s): LOPES, P. M. P. R.
Material type: 
ArticlePublisher: Barcelos : IPCA, dez. 2014Subject(s): Liderança | Comprometimento Organizacional | Desempenho OrganizacionalTékhne : Revista de Estudos Politécnicos = Polytechnical Studies Review 12, Special issue, p. 3-10Abstract: In a hypercompetitive world, the affirmation of virtuosity has faced considerable resistance. However, ethics and morality, voices rise up in defense of a virtuous leadership, capable to give significantly positive contributions to organizations and their employees. Starting from this premise, this research aims to analyze, based on perceptions of the followers, the impact of virtuous leadership in organizational commitment, as well as the contribution of the latter on individual performance. Sustained on a quantitative methodology, we inquired, in a first phase, 113 employees from organizations located in the Portuguese territory, in order to ascertain which virtues are most valued in a leader. The data for hypothesis testing were collected using a battery of tests with 351 employees. The results suggest that the employees perceptions, around three dimensions of leadership virtuosity (values-based leadership, perseverance and maturity), contribute to organizational commitment, especially in its affective and normative dimensions, and the latter, in turn, is able to positively influence individual performance
In a hypercompetitive world, the affirmation of virtuosity has faced considerable resistance. However, ethics and morality, voices rise up in defense of a virtuous leadership, capable to give significantly positive contributions to organizations and their employees. Starting from this premise, this research aims to analyze, based on perceptions of the followers, the impact of virtuous leadership in organizational commitment, as well as the contribution of the latter on individual performance. Sustained on a quantitative methodology, we inquired, in a first phase, 113 employees from organizations located in the Portuguese territory, in order to ascertain which virtues are most valued in a leader. The data for hypothesis testing were collected using a battery of tests with 351 employees. The results suggest that the employees perceptions, around three dimensions of leadership virtuosity (values-based leadership, perseverance and maturity), contribute to organizational commitment, especially in its affective and normative dimensions, and the latter, in turn, is able to positively influence individual performance
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