Examining Inter Relationships Between Supervisor Full Range Leadership Organizational Climate Strength And Employee Job Satisfaction Using Multi Level Modeling

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Examining Inter-relationships Between Supervisor Full-range Leadership, Organizational Climate Strength, and Employee Job Satisfaction Using Multi-level Modeling

Author : Bharat Mohan
Publisher :
ISBN 13 :
Total Pages : 275 pages
Book Rating : 4.:/5 (123 download)

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Book Synopsis Examining Inter-relationships Between Supervisor Full-range Leadership, Organizational Climate Strength, and Employee Job Satisfaction Using Multi-level Modeling by : Bharat Mohan

Download or read book Examining Inter-relationships Between Supervisor Full-range Leadership, Organizational Climate Strength, and Employee Job Satisfaction Using Multi-level Modeling written by Bharat Mohan and published by . This book was released on 2019 with total page 275 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employee job satisfaction, organizational climate, and supervisor leadership style have long been researched due to their influences on critical metrics for measuring organizational success. While the relationships between these three variables have been investigated, current research suffers from two major issues. First, no existing study has explored the inter-relationships between the aforementioned components within the same model. Second, existing studies are fraught with levels-of-analysis issues that yield findings that are either incomplete or inaccurate. This study addresses these issues by introducing organizational climate strength as a mediating variable (between supervisor leadership and employee satisfaction) and by employing multi-level modeling techniques. A total of 100 full-time staff, administrators, and supervisors across seven departments in a private university completed a 53-question survey measuring the three dimensions of the study. A range of data analysis techniques were conducted, including descriptive statistics, gap analysis, reverse regressions, traditional regressions, and multilevel modeling. Findings from these analyses revealed that the lowest levels of satisfaction and lowest leadership ratings of supervisors came from employees with 1-2 years of service. Additionally, misalignment between employee and supervisor perceptions of supervisor leadership style contributed to lower levels of employee satisfaction. Using traditional regressions, higher levels of Intellectual Stimulation and Individualized Consideration behaviors by supervisors were found to have the greatest positive returns to employee satisfaction. Organizational climate strength was not found to mediate the relationship between supervisors' leadership styles and employee satisfaction. Furthermore, no statistically significant results were found using multi-level modeling. Practical implications of this study at the research site include specifically addressing the employee experience of those with 1-2 years of service; encouraging self-awareness of supervisors about their leadership abilities (particularly Intellectual Stimulation); and developing the capacities of supervisors to practice Intellectual Stimulation and Individualized Consideration behaviors. Future research can also benefit from this study by utilizing the mediating variable framework, as well as attempting to employ multi-level modeling techniques to the data. Despite a number of limitations, this study not only provides value for specific stakeholders related to the research site, but also makes multiple contributions to the broader literature and research in the field of leadership.

The Interaction Between Leadership, Climate, and Satisfaction in a Professional Organization

Author : James Preston Watson
Publisher :
ISBN 13 :
Total Pages : 77 pages
Book Rating : 4.:/5 (227 download)

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Book Synopsis The Interaction Between Leadership, Climate, and Satisfaction in a Professional Organization by : James Preston Watson

Download or read book The Interaction Between Leadership, Climate, and Satisfaction in a Professional Organization written by James Preston Watson and published by . This book was released on 1974 with total page 77 pages. Available in PDF, EPUB and Kindle. Book excerpt: A study was performed investigating the correlation between leadership style, organizational climate, and employee satisfaction. The sample was civil service employees of a Naval Facilities Engineering Command field division. Measurements of leadership style, organizational climate, and employee satisfaction were compiled from a modification of a questionnaire developed by Taylor and Bowers. Statistical findings supported the hypotheses that high supervisor concern for both 'task' and 'relationship' would correspond to high employee satisfaction and highly favorable employee perceptions of organizational climate; and low supervisor concern for both 'task' and 'relationship' would correspond with low employee satisfaction and unfavorable perceptions of organizational climate.

An Examination of Daily Family-Supportive Supervisor Behaviors, Perceived Supervisor Responsiveness and Job Satisfaction

Author :
Publisher :
ISBN 13 :
Total Pages : 69 pages
Book Rating : 4.:/5 (118 download)

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Book Synopsis An Examination of Daily Family-Supportive Supervisor Behaviors, Perceived Supervisor Responsiveness and Job Satisfaction by :

Download or read book An Examination of Daily Family-Supportive Supervisor Behaviors, Perceived Supervisor Responsiveness and Job Satisfaction written by and published by . This book was released on 2020 with total page 69 pages. Available in PDF, EPUB and Kindle. Book excerpt: Balancing both work and non-work life is increasingly recognized as a challenge for employees, and supervisors are in a position to support employees in their efforts to do so. Supervisors who exhibit family-supportive behaviors in support of employees who juggle work and family roles show benefits for employees in terms of well-being and job outcomes. The purpose of this study was to take a more fine-grained look at family-supportive supervisor behaviors (FSSB) using daily surveys in order to advance understanding of how family-supportive behaviors work within-person. Another aim of the study was to examine perceived supervisor responsiveness (PSR) for the first time, to validate it against FSSB and job satisfaction, and to position it as a mediator of the positive effects of FSSB on job satisfaction. Participants consisted of 155 veterans from the broader Study for Employment Retention of Veterans who also completed a daily-survey study. A total of 1054 work days were considered in this study, an average of 6.8 days per person with a median of 6. A multi-level factor analysis showed that FSSB and PSR were distinct constructs at both the day-level (level-0) and person-level (level-1). FSSB, PSR, and job satisfaction showed within-person variation of 33%, 23%, and 35% respectively. A series of mixed-effects models were employed to test within-person relationships between the constructs of interest. As hypothesized, both FSSB and PSR showed significant within-person relationships with job satisfaction when examined as single predictors. Examined simultaneously, FSSB was not a significant predictor of job satisfaction while PSR remained a significant predictor of job satisfaction. Analysis of mediation showed that PSR significantly mediated the relationship between FSSB and job satisfaction, showing support for another of this study's hypotheses. This study constitutes a step forward in understanding FSSB. Altogether, this study shows that perceptions of FSSB may be influenced by daily processes and these shifts influence feelings about the quality of the relationship one has with their supervisor as well as job satisfaction. The merits of this study and implications for future research on FSSB and PSR are discussed.

Work Engagement

Author : Arnold B. Bakker
Publisher : Psychology Press
ISBN 13 : 1136980881
Total Pages : 218 pages
Book Rating : 4.1/5 (369 download)

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Book Synopsis Work Engagement by : Arnold B. Bakker

Download or read book Work Engagement written by Arnold B. Bakker and published by Psychology Press. This book was released on 2010-04-05 with total page 218 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.

Supervisory Performance and Satisfaction in Relation to Supervisory Style Interactions at Adjacent Levels of Management

Author : Wilfrid Laurier University. Faculty of Graduate Studies. Department of Psychology
Publisher :
ISBN 13 :
Total Pages : 80 pages
Book Rating : 4.:/5 (612 download)

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Book Synopsis Supervisory Performance and Satisfaction in Relation to Supervisory Style Interactions at Adjacent Levels of Management by : Wilfrid Laurier University. Faculty of Graduate Studies. Department of Psychology

Download or read book Supervisory Performance and Satisfaction in Relation to Supervisory Style Interactions at Adjacent Levels of Management written by Wilfrid Laurier University. Faculty of Graduate Studies. Department of Psychology and published by . This book was released on 1975 with total page 80 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Emotions and Identity

Author : Wilfred J. Zerbe
Publisher : Emerald Group Publishing
ISBN 13 : 1787144380
Total Pages : 297 pages
Book Rating : 4.7/5 (871 download)

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Book Synopsis Emotions and Identity by : Wilfred J. Zerbe

Download or read book Emotions and Identity written by Wilfred J. Zerbe and published by Emerald Group Publishing. This book was released on 2017-07-04 with total page 297 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume focuses on the role of emotions in forming and sustaining identities at work, and the value of exploring these topics from various theoretical and methodological points of view. This volume recognizes the depth of emotion and identity at work by addressing these topics on individual, occupational, and social role levels

Leader Behavior, Organizational Climate, Subclimate, and Job Satisfaction

Author : Ralph Eugene Hughes
Publisher :
ISBN 13 :
Total Pages : 372 pages
Book Rating : 4.:/5 (181 download)

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Book Synopsis Leader Behavior, Organizational Climate, Subclimate, and Job Satisfaction by : Ralph Eugene Hughes

Download or read book Leader Behavior, Organizational Climate, Subclimate, and Job Satisfaction written by Ralph Eugene Hughes and published by . This book was released on 1975 with total page 372 pages. Available in PDF, EPUB and Kindle. Book excerpt:

The Multilevel Effects of Supervisor Adaptability on Training Effectiveness and Employee Job Satisfaction

Author :
Publisher :
ISBN 13 :
Total Pages : 78 pages
Book Rating : 4.:/5 (952 download)

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Book Synopsis The Multilevel Effects of Supervisor Adaptability on Training Effectiveness and Employee Job Satisfaction by :

Download or read book The Multilevel Effects of Supervisor Adaptability on Training Effectiveness and Employee Job Satisfaction written by and published by . This book was released on 2015 with total page 78 pages. Available in PDF, EPUB and Kindle. Book excerpt: The present study explored the multilevel effects of supervisor learning adaptability on training effectiveness, and post-training employee job satisfaction in a work-family and safety-based intervention aimed at increasing family supportive supervisor behaviors (FSSB) and safety behaviors. Using a sample of 291 municipal public works field workers from two independent organizations, it was hypothesized that supervisor adaptability positively relates to post-training FSSB and employee job satisfaction. Specifically, it was hypothesized that learning adaptability prepares those supervisors to be more inclined to engage actively in training, thereby increasing employee reported FSSBs more significantly for those supervisors and leading to intervention target results, namely employee job satisfaction. Results did not support the hypothesized relationships. However, bivariate correlations between learning adaptability and FSSBs and job satisfaction are significant and positive, indicating that with a larger sample, learning adaptability may moderate training effectiveness. Theoretical rationale, methods, and scientific contributions are discussed.

The Role of Leader Member Exchange Theory and Multi-rater Feedback on Evaluating the Performance Appraisal Process

Author : Cynthia Joan Gandolfo
Publisher :
ISBN 13 :
Total Pages : 272 pages
Book Rating : 4.:/5 (144 download)

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Book Synopsis The Role of Leader Member Exchange Theory and Multi-rater Feedback on Evaluating the Performance Appraisal Process by : Cynthia Joan Gandolfo

Download or read book The Role of Leader Member Exchange Theory and Multi-rater Feedback on Evaluating the Performance Appraisal Process written by Cynthia Joan Gandolfo and published by . This book was released on 2006 with total page 272 pages. Available in PDF, EPUB and Kindle. Book excerpt: The relationship between Leader-Member Exchange theory (LMX: rated by employee; SLMX: rated by supervisor) and multi-rater feedback from self, supervisor, and peer job performance ratings were examined in this study involving 163 supervisor employee dyads. The relationship of LMX and SLMX involving job satisfaction, perceived organizational support, organizational commitment, and perceived similarity in a government setting was also examined. Gender similarity was a significant control variable for both LMX and SLMX, whereas organizational tenure was significant for LMX only and job type was significant for SLMX only. As expected, job satisfaction, organizational commitment, perceived organizational support, and perceived similarity had a significant, positive relationship with LMX, but only perceived similarity and job satisfaction were significant in the multiple regression analysis. SLMX had a lower, but significant correlation with perceived organizational support, perceived similarity, and job satisfaction, but only perceived similarity explained a significant portion of the variance over and above gender similarity and job type. In examining job performance data, LMX and SLMX were positively related to supervisory ratings, but SLMX showed a significantly stronger relationship. LMX had a significant positive correlation with self-ratings and showed a significant difference from the correlation of self-ratings with SLMX. Peer-averaged ratings were significantly related to both LMX and SLMX, but SLMX was significantly higher. This study also found support for a significant difference between the positive correlation of peer-averaged/supervisor's ratings of performance as compared to the peer-averaged/self and supervisor/self ratings of performance. Significant differences between correlations were not found when the peer ratings were divided into in-group and out-group peers. Limitations and suggestions for future research are discussed.

Quality of Supervisor-subordinate Relationship, Cultural Values, and Organizational Justice

Author : Run Ren
Publisher :
ISBN 13 :
Total Pages : pages
Book Rating : 4.:/5 (68 download)

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Book Synopsis Quality of Supervisor-subordinate Relationship, Cultural Values, and Organizational Justice by : Run Ren

Download or read book Quality of Supervisor-subordinate Relationship, Cultural Values, and Organizational Justice written by Run Ren and published by . This book was released on 2010 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational justice literature indicates that high quality relationships will result in more favorable treatment of the individual. However, little has been done regarding how relationships with the supervisor (i.e., ingroup/outgroup identification, leader-member exchange, and guanxi: a Chinese concept for interpersonal relationship) can influence the effects of organizational justice on employees' job satisfaction, organizational commitment, trust in the supervisor, and trust in the organization. Thus, the first purpose of this dissertation is to examine how different relationships with the supervisor influence the effects of organizational justice on individual and organizational outcomes. Further, most of the current research on organizational justice is done in the U.S. culture. But, there is still doubt that employees recognize principles of justice the same across all cultures, and that organizational justice would have the same consequences on affected employees. The second purpose of my dissertation is to investigate how the relationships between organizational justice and its consequences vary among employees with different cultural values, specifically in the U.S. and China. Finally, I explore the potential three-way interaction of relationships with supervisors, cultural values, and organizational justice on key outcomes. Specifically, I hypothesized that supervisor-subordinate relationships and cultural values will each separately moderate the effects of organizational justice on outcome variables. In addition, I hypothesized that there will be joint moderating effects of supervisor-subordinate relationships and cultural values on the influence of organizational justice. Data were collected from the U.S. and China to test the hypotheses of the present study. Results from hierarchical linear regression showed that only a small percent of hypothesized effects was significant and there was no strong evidence to support hypotheses. However, there were also some interesting results. LMX, guanxi, and ingroup identification all exhibited some extent of moderating roles on the effects of organizational justice, suggesting a multi-dimensional supervisor-subordinate relationship. Cultural values did not show much moderating effects as predicted. Three-way interactions among organizational justice, supervisor-subordinate relationships, and cultural values were more complex and did not show a consistent pattern. Possible explanations for these results and limitations were discussed. Contribution to the literature, practical implications, and future research were also addressed.

Human Resource Management in the Public Sector

Author : Ronald J. Burke
Publisher : Edward Elgar Publishing
ISBN 13 : 0857937324
Total Pages : 351 pages
Book Rating : 4.8/5 (579 download)

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Book Synopsis Human Resource Management in the Public Sector by : Ronald J. Burke

Download or read book Human Resource Management in the Public Sector written by Ronald J. Burke and published by Edward Elgar Publishing. This book was released on 2013-01-01 with total page 351 pages. Available in PDF, EPUB and Kindle. Book excerpt: 'An impressive collection of authoritative treatments of major current and ongoing topics in public sector human resource management, provided by both well-established experts and up-and-coming scholars who are becoming leaders in the field. A valuable resource for courses on the topic and an important reference for scholars and those seeking to maintain expert knowledge about it.' – Hal G. Rainey, The University of Georgia, US This insightful book presents current thinking and research evidence on the role of human resource management policies and practices in increasing service quality, efficiency and organizational effectiveness in the public sector. Internationally, public sector organisations face enormous challenges, including increasingly uncertain political and economic environments, more vigilant and cost-conscious governments, rapidly evolving community needs and an ageing workforce. This collection examines a range of HRM-related topics that will influence the capacity of public sector agencies to negotiate and respond to the challenges ahead. These topics include managing public sector human resources during an economic downturn, enhancing the satisfaction and motivation of public sector employees, attracting and retaining talent, leadership development, and case studies in successful public sector organizational change. With each chapter drawing on the latest research, but also emphasizing the practical implications, this collection is suitable for practitioners, researchers and students alike. It will also be valuable for HR specialists and managers of HR units in the public sector.

The Effects of Organisational Climate on the Vertical Dyad Linkage Model

Author : Terry Waters-Marsh
Publisher :
ISBN 13 : 9780908140701
Total Pages : 44 pages
Book Rating : 4.1/5 (47 download)

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Book Synopsis The Effects of Organisational Climate on the Vertical Dyad Linkage Model by : Terry Waters-Marsh

Download or read book The Effects of Organisational Climate on the Vertical Dyad Linkage Model written by Terry Waters-Marsh and published by . This book was released on 1991 with total page 44 pages. Available in PDF, EPUB and Kindle. Book excerpt: "The hypothesis that improvements in organisational climate will have a significant impact upon the vertical dyadic relationship between supervisor and subordinate is examined. Using measures of negotiating latitude, job satisfaction and organisational climate, 46 work-face and first-line supervisory dyads were assessed prior to and three months subsequent to an organisational change program. Path analysis was employed to determine that organisational climate did make a significant contribution to the vertical dyadic relationships while job satisfaction did not. Implications of these findings are discussed."--p. i.

An Analysis of Organizational Climate, Supervisory Leadership, Peer Leadership, and Group Process to Job Satisfaction

Author : Charles O. Neal
Publisher :
ISBN 13 :
Total Pages : pages
Book Rating : 4.:/5 (32 download)

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Book Synopsis An Analysis of Organizational Climate, Supervisory Leadership, Peer Leadership, and Group Process to Job Satisfaction by : Charles O. Neal

Download or read book An Analysis of Organizational Climate, Supervisory Leadership, Peer Leadership, and Group Process to Job Satisfaction written by Charles O. Neal and published by . This book was released on 1977 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

Interaction Styles in Work Relationships

Author : Denniz B. Wolf
Publisher :
ISBN 13 :
Total Pages : 53 pages
Book Rating : 4.:/5 (112 download)

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Book Synopsis Interaction Styles in Work Relationships by : Denniz B. Wolf

Download or read book Interaction Styles in Work Relationships written by Denniz B. Wolf and published by . This book was released on 2018 with total page 53 pages. Available in PDF, EPUB and Kindle. Book excerpt: Leadership style of supervisors has been heavily researched and supported as an important workplace factor in determining organizational outcomes. However, a follower's perception of a supervisor's interaction style can be equally vital in impacting the dyadic pair's relationship as the supervisor's leadership style. While every individual has his/her own interaction style, understanding another's interaction style offers the potential for improved relationships. This study seeks to further examine the effect that interaction styles have within the dyadic relationships of followers and supervisors by examining how perceived interaction styles between followers and supervisors influence: 1) followers' job satisfaction levels and 2) leadermember exchange (LMX) qualities. A sample of 240 full-time U.S. employees completed a 45- question survey on MTurk about perceptions on current supervisors', preferred supervisors', and own work interaction styles. Hypotheses of the study were explored using four one-way ANOVA tests. Results showed no significant effect between follower-current supervisor interaction style matches/mismatches on followers' job satisfactions but had partial influence over LMX quality ratings. Results revealed partial support for the influence of current-preferred supervisors interaction style matches/mismatches on followers' job satisfactions and LMX qualities.

A Multi-level, Cross-level Examination of Leader and Team Member Outcomes of Leader-leader Exchange Differentiation

Author : Brandon S. Riggs
Publisher :
ISBN 13 :
Total Pages : 174 pages
Book Rating : 4.:/5 (959 download)

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Book Synopsis A Multi-level, Cross-level Examination of Leader and Team Member Outcomes of Leader-leader Exchange Differentiation by : Brandon S. Riggs

Download or read book A Multi-level, Cross-level Examination of Leader and Team Member Outcomes of Leader-leader Exchange Differentiation written by Brandon S. Riggs and published by . This book was released on 2016 with total page 174 pages. Available in PDF, EPUB and Kindle. Book excerpt: Scholars have repeatedly demonstrated the positive benefits of high-quality leader-member exchange (LMX) for employees and organizations alike. Although some research has examined outcomes of differentiation of LMX relationships within teams, there is scant research into the way in which the combination of LMX and LMX differentiation (LMX-D) interact at the leader-level in the workplace hierarchy and the trickle-down effects these leader relationships have on subordinates. Moreover, no research has examined the potential buffering effect that subordinate team LMX may have on leaders who are experiencing the desire to withdraw from the organization as a result of the combination of their leader-leader exchange (LLX) relationships and the LLX differentiation (LLX-D) they perceive on their own leader teams. Thus, the present study sought to combine LMX and multilevel leadership theories to examine the effects of these leader-level exchange relationships on turnover intentions (TOI) for both individuals in leader-member dyads. Results suggested stronger negative relationships between LLX and TOI for both leaders and members when LLX-D is lower. However, examining this relationship at the leader-level when accounting for subordinate team LMX mean suggests that high-quality LMX relationships with the team members supervised by the leader attenuates the negative relationship between LLX and leader TOI. Theoretical and practical contributions are discussed, including the importance of the relationship of LLX, LLX-D, and team LMX mean on employee attitudes at multiple organizational levels.

Dissertation Abstracts International

Author :
Publisher :
ISBN 13 :
Total Pages : 644 pages
Book Rating : 4.F/5 ( download)

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Book Synopsis Dissertation Abstracts International by :

Download or read book Dissertation Abstracts International written by and published by . This book was released on 2003 with total page 644 pages. Available in PDF, EPUB and Kindle. Book excerpt:

XXX International Congress of Psychology: Abstracts

Author : Michele Robert
Publisher : Psychology Press
ISBN 13 : 1351224212
Total Pages : 807 pages
Book Rating : 4.3/5 (512 download)

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Book Synopsis XXX International Congress of Psychology: Abstracts by : Michele Robert

Download or read book XXX International Congress of Psychology: Abstracts written by Michele Robert and published by Psychology Press. This book was released on 2017-10-03 with total page 807 pages. Available in PDF, EPUB and Kindle. Book excerpt: The abstracts of the XXX International Congress of Psychology (July 2012, Cape Town) are published as a supplement to Volume 47 of the International Journal of Psychology. The published volume includes the abstracts of the invited addresses, symposia, oral and poster presentations, numbering over 5,000 separate contributions and creating an invaluable overview of the discipline of psychological science around the world today.