GENERATIVE CHARACTERISTICS AS ANTECEDENTS OF ...

The sample used in CFA and SEM was relatively small consisting of a total of 251
cases. Analysis was further impacted during SEM due to the asymmetrical female-male (186
female; 65 male) composition of the sample. Therefore, as with any study, the results should
be interpreted with caution, and understanding of the limitations of the data.
IMPLICATIONS
This study suggests that generative relational characteristics have positive effects on
organization member’s willingness to engage themselves in the performance of their work
and in self-development. The results have clear implications for organization leaders and
consultants concerned with organizational performance and learning. Effective AI-based
interventions, particularly in small groups, are designed to address first the identification and
articulation of fundamental shared values and beliefs of the organization members.
Consistently enacted those values guide day-to-day behaviors, and are woven into the fabric
of individual and collective practice. Organizational leadership need to be mindful of the
power of their influence and lead by example; by adhering personally to those values, and by
not settling for less from themselves or others.
The techniques of enacting shared values can be taught. Building trustworthiness and
trust, using appropriate conversational modes and styles, and developing social networks are
learned and essential skills which are appropriate to address in subsequent phases of an
intervention. Shared values and their enactment, trust in leadership, and trust in peers have
both direct and indirect effects on engagement in both performance and learning.
The results of this study also suggest that individual generative characteristics,
character strengths and virtues, have negative direct effects on engaged performance and
engaged development. This finding is counterintuitive and more than somewhat difficult to
30