The Effects Of Equity Sensitivity And Personality On Transformational Leadership Behavior
Abstract
This thesis examines the relationship between the Big Five personality traits
(extraversion, agreeableness, openness to experience, conscientiousness, and
neuroticism) and equity sensitivity and transformational leadership behavior, as well as
interaction between equity sensitivity and specific personality traits (extraversion and
agreeableness). The subjects include 95 MBA students. The Personality Inventory
Questionnaire, Equity Preference Questionnaire (EPQ), and Multifactor Leadership
Questionnaire-Form 5X are used to evaluate their personality, equity sensitivity, and
leadership behavior. Additionally, the Equity Sensitivity Instrument (ESI) is used to
measure equity sensitivity, and by comparing the results between EPQ and ESI,
potential differences in the measures of equity sensitivity are identified.
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The data is analyzed through hierarchical multiple regression analysis. As
hypothesized, agreeableness and openness to experience have a significant positive
relationship with transformational leadership behavior. However, when the model
includes equity sensitivity, the effect of agreeableness disappears. As assumed in this
thesis, conscientiousness and neuroticism do not have any significant relationship with
transformational leadership behavior. In addition, extraversion does not positively relate
to transformational leadership behavior, and equity sensitivity does not interact with
extraversion and agreeableness when predicting transformational leadership behavior.
When equity sensitivity is measured by the EPQ, the results show a positive relationship
between equity sensitivity and transformational leadership behavior, while there is no
significant relationship when equity sensitivity is measured by the ESI.
This study contributes to the determinants of transformational leadership by
adding equity sensitivity. It explains that transformational leadership behavior is
determined by individual characteristics. Future studies should extend the research on
leadership behavior relating equity sensitivity based on the results of this study. Future
studies should also regard the difference between the ESI and EPQ as a measurement of
equity sensitivity. Furthermore, organizations and schools should consider benevolence
as an important element of employee selection tests, and leadership education and
development.