ObjectiveThe objective of the study was to explore the power of stakeholder consultation on employee engagement during a cross-border acquisition in a multi-cultural context. Further, to describe the psychosocial factors at play during the employee involvement process towards enhancing employee engagement.MethodsThis qualitative study presents the results from data collected in Tanzania through semi-structured interviews and analyzed in accordance with the hermeneutic circle and Tesch’s content analysis method.ResultsThe results of this study contribute to the body of knowledge to better understand the (...) psychosocial factors at play within a multi-cultural environment which inform stakeholder consultation and will enable or hinder employee engagement. A transitional space should be created, fostering mature stakeholder engagement, promoting employee inclusion, engagement, and knowledge sharing.ConclusionBringing together two worlds requires building bridges to cross the cliff between contexts and overcoming diversity challenges, while incorporating diversity management in the consulting process. A multi-cultural team should be established, incorporating diversity management, applying the principles of respect, participation and transparent communication, with regular feedback on decisions made. External stakeholders in authoritative positions are not well received and should consider traditional superiority versus business hierarchy when establishing leader-follower relationships. (shrink)

The Multifactor Leadership Questionnaire is the most frequently used leadership measure in scholarship and organizational practice. However, so far it has not been validated in the Polish context. Therefore, the present study aimed to validate and shorten the MLQ in the Polish organizational setting. A total sample of 1,065 employees from different organizations took part in two sessions of an online study. Respondents were between 18 and 70 years old with an average job tenure of 17.00 years. In subsample 1, (...) using exploratory factor analysis, a three-factor structure of the MLQ full form was established, comprising transformational-supportive, inspirational goal-oriented, and passive-avoidant leadership. Based on qualitative and quantitative criteria, we constructed an 18-item MLQ short form. Both forms were supported by the confirmatory factor analysis in subsample 2. The MLQ-FF and MLQ-SF factors displayed acceptable to high levels of item-related parameters, as well as scale-related reliability. Both forms indicated high convergent and predictive validity examined by correlations with authentic leadership and employee's work outcomes. Our study provided the full and the short form of the MLQ as reliable and valid instruments, potentially suitable to measure leadership styles in academic research and organizational practice. (shrink)