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Influencing Employees Generalization Of Support And Commitment From Supervisor To Organization
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Book Synopsis Influencing Employees' Generalization of Support and Commitment from Supervisor to Organization by : Ivan Laars Sucharski
Download or read book Influencing Employees' Generalization of Support and Commitment from Supervisor to Organization written by Ivan Laars Sucharski and published by . This book was released on 2007 with total page 191 pages. Available in PDF, EPUB and Kindle. Book excerpt: SOE appears to be a useful tool in indicating how the actions of some supervisors can be interpreted as highly organizationally representative while the same action by other supervisors is not. The identification of supervisors with the organization appears to strengthen employee generalization of supervisory actions into organizational actions.
Book Synopsis Handbook of Employee Commitment by : John P. Meyer
Download or read book Handbook of Employee Commitment written by John P. Meyer and published by Edward Elgar Publishing. This book was released on 2016-09-28 with total page 564 pages. Available in PDF, EPUB and Kindle. Book excerpt: A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification.
Book Synopsis Commitment in Organizations by : Howard J. Klein
Download or read book Commitment in Organizations written by Howard J. Klein and published by Routledge. This book was released on 2009 with total page 506 pages. Available in PDF, EPUB and Kindle. Book excerpt: First Published in 2009. Routledge is an imprint of Taylor & Francis, an informa company.
Author :Robert Eisenberger Publisher :American Psychological Association (APA) ISBN 13 :9781433809330 Total Pages :0 pages Book Rating :4.8/5 (93 download)
Book Synopsis Perceived Organizational Support by : Robert Eisenberger
Download or read book Perceived Organizational Support written by Robert Eisenberger and published by American Psychological Association (APA). This book was released on 2011 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Today's constantly changing work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is critical for managers to proactively shift away from devaluing employees as marginal capital to empowering them as human capital. Perceived organizational support-employees' perception of how much an organization values their contribution and cares about their well-being-mutually benefits both employees and their organizations and is integral to sustainable employer–employee relationships. Using organizational support theory and evidence gathered from hundreds of studies, Eisenberger and Stinglhamber demonstrate how perceived organizational support affects employees' well-being, the positivity of their orientation toward the organization and work, and behavioral outcomes favorable to the organization. The authors illustrate these findings with employee experiences and strategic approaches of major organizations such as Southwest Airlines, Wal-Mart, Costco, and Google. Organizational psychologists, management consultants, managers, and graduate students will obtain a clear understanding of perceived organizational support and the practical knowledge needed to foster its development and positive outcomes.
Book Synopsis Army Research Institute Program in Basic Research by :
Download or read book Army Research Institute Program in Basic Research written by and published by . This book was released on 2010 with total page 142 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Extraordinary Influence by : Dr. Tim Irwin
Download or read book Extraordinary Influence written by Dr. Tim Irwin and published by John Wiley & Sons. This book was released on 2018-02-27 with total page 147 pages. Available in PDF, EPUB and Kindle. Book excerpt: The age-old question for every leader—how do we bring out the best in those we lead? Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. It is surprising how often we resort to criticism vs. an approach that actually results in a better worker and a better person. What if we could speak Words of Life that transform those under our influence and ignite fires of intrinsic motivation? What if those we lead found great purpose in what they do and worked at their jobs with all their heart? Isn’t that what leaders, parents and teachers really want? Ultimately, don’t we hope to foster intrinsic motivation so that the individuals we lead become better employees, better students or better athletes? Recent discoveries of brain science and the wisdom of top CEO’s that Dr. Tim Irwin interviewed for this book give us the answers we’ve long sought. In most organizations, the methods used to provide feedback to employees such as performance appraisal or multi-rater feedback systems, in fact, accomplish the exact opposite of what we intend. We inadvertently speak Words of Death. Brain science tells us that these methods tend to engage a natural “negativity bias” that is hardwired in us all. Science in recent years discovered that affirmation sets in motion huge positive changes in the brain. It releases certain neuro chemicals associated with well-being and higher performance. Amazingly, criticism creates just the opposite neural reaction. The most primitive part of the brain goes into hyper defense mode, compromising our performance, torpedoing our motivation and limiting access to our higher-order strengths. How do we redirect employees who are out-of-line without engaging our natural “negativity bias?” Leaders must forever ban the term, “Constructive Criticism.” Brain science tells us that we can establish a connection between the employee’s work and his or her aspirations. This book calls for a new approach to align workers with an organization’s mission, strategy and goals, called Alliance Feedback.
Book Synopsis The Employee-Organization Relationship by : Lynn M. Shore
Download or read book The Employee-Organization Relationship written by Lynn M. Shore and published by Routledge. This book was released on 2012-03-12 with total page 632 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Employee-organization relationship" is an overarching term that describes the relationship between the employee and the organization. It encompasses psychological contracts, perceived organizational support, and the employment relationship. Remarkable progress has been made in the last 30 years in the study of EOR. This volume, by a stellar list of international contributors, offers perspectives on EOR that will be of interest to scholars, practitioners and graduate students in IO psychology, business and human resource management.
Book Synopsis Vertical Entitativity of Management and Perceived Organizational Support and Competence by : Yeong-Hyun Hong
Download or read book Vertical Entitativity of Management and Perceived Organizational Support and Competence written by Yeong-Hyun Hong and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: How do employees form their perceptions of supportiveness and competence of their organization? These organizational perceptions could be formed, in part based on their experiences with organizational members (e.g., coworkers, supervisors) and their evaluations of the organization0́9s HR policies and strategic decisions. Among these sources, the supervisors may be especially influential in employee0́9s organizational perceptions given their role as a representative agent of the organization (Shanock & Eisenberger, 2006). This research question builds off work on the concept of the supervisor0́9s organizational embodiment (SOE), 0́−the extent to which employees identify their supervisor with the organization0́+ (Eisenberger et al., 2010, p. 1185). Currently, little is known about which organizational characteristics, as perceived by employees, influence the extent to which employees generalize experiences with the supervisor to management as a whole or the organization at large. This is an important research question because employees0́9 perceptions of organizational supportiveness and competence are known to be strong predictors of their attitudinal and behavioral outcomes at work (Kim et al., 2016; Kurtessis et al., 2017). To address this research question, I drew on the concept of group entitativity (Campbell, 1958; Lickel et al., 2000) to suggest that employees develop a perception of the degree to which their supervisors are similar or interdependent with the management as a whole and the degree to which employees perceive the supervisors and middle- and upper-management as a coherent unit (I refer this to as vertical entitativity). Furthermore, I hypothesize that employees0́9 perceptions of their supervisors0́9 relations-oriented, task-oriented and change-oriented behaviors are likely to generalize into their perceptions of the managements0́9 warmth and competence, which are further associated with employees0́9 perceptions of organizational supportiveness (POS; Eisenberger et al., 1986) and competence (POC; Kim et al., 2016) and subsequent attitudes and behaviors toward the organization. I also hypothesized that this generalization will be especially strong when there is a high level of vertical entitativity. To examine these research hypotheses, I performed three studies. Study 1 (a scale development study) was performed to develop and validate scales for the predictors of vertical entitativity (surface-level, deep-level similarity, and interdependence between the supervisor and management) as well as validate the vertical entitativity scale. Study 1 results indicated that vertical entitativity is perceived by employees as a distinct construct from its relevant constructs (e.g., supervisor0́9s organizational embodiment, organizational identification). Based on the scales developed in Study 1, Study 2 (a multi-wave survey study) was performed to test a) the relationships of the surface- and deep-level similarity and interdependence with vertical entitativity, b) the moderating role of vertical entitativity on the relationship between the supervisor0́9s behaviors and employees0́9 perceptions of the management0́9s warmth and competence, c) the relationships of the perceptions of the management0́9s warmth and competence with POS and POC, and d) the relationships of POS and POC with affective organizational commitment, task performance, organizational citizenship behavior toward the organization, and turnover intentions. Study 2 results showed some support for the research hypotheses. Finally, Study 3 (a supervisor-subordinate dyad survey study) was performed, but the results cannot be interpreted as strong evidence because of the small sample size. The program of research has theoretical and practical implications for POS and POC by clarifying how employees0́9 view of their organization develops as a result of their experiences with organizational agents (e.g., the supervisor) and how this view is related to employees0́9 attitudes and behaviors toward the organization.
Book Synopsis Value-Oriented Leadership in Theory and Practice by : Jessica Lange
Download or read book Value-Oriented Leadership in Theory and Practice written by Jessica Lange and published by Springer Nature. This book was released on 2023-04-17 with total page 181 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book provides a holistic view of the topic of values-based leadership by bridging the important gap between understanding theory and applying it in practice. Based on theoretically sound contributions from experts, a systematic understanding is developed: What are values in general and what do they mean in a business context? What does value orientation mean? How does it work in the different areas of leadership? Practice-oriented contributions by experienced practitioners offer orientation for value-oriented leadership in every kind of company, from the small to the large. From structural familiarization with corporate leadership to day-to-day values-based interactions with employees in people management, you can find helpful inspiration in this book. This book is attractive in its comprehensibility and authenticity. It is about experiencing the life of values in a company as really meaningful, necessary and feasible.
Book Synopsis The Psychology of Organizational Change by : Shaul Oreg
Download or read book The Psychology of Organizational Change written by Shaul Oreg and published by Cambridge University Press. This book was released on 2013-04-18 with total page 351 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume examines organizational change from the employee's perspective.
Book Synopsis Leadership and Commitment by : Olivier Doucet
Download or read book Leadership and Commitment written by Olivier Doucet and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the last few years, the transformational, transactional and laissez-faire leadership theory has attracted the attention of many researchers (Judge and Piccolo, 2004; Lowe and Gardner, 2000, Yammarino et al., 2005). Furthermore, numerous studies (Bycio, Hackett and Allen, 1995; Dumdum, Lowe and Avolio, 2002; Rafferty and Griffin, 2004; Yammarino, Spangler and Dubinsky, 1998) have shown that these three forms of leadership have a significant impact on several employee attitudes and behaviours, including affective organizational commitment, which is characterized by an individual's emotional attachment to his company (Meyer and Allen, 1997). Nevertheless, there are still very few researchers taking an interest in the processes through which leaders can produce such effects (Bass and Riggio, 2006; Bono and Judge, 2003; Yukl, 2006). Only a few authors have tackled this problem, particularly by identifying empowerment (Avolio et al., 2004) and fairness (Pillai, Schriesheim and Williams, 1999) as mechanisms explaining the relationship between transformational leadership and employees' affective commitment. We intend to build on these recent results in improving the understanding of this dynamic. Based on the social exchange theory (Blau, 1964), this research is aimed at exploring how supervisors can strengthen their employees' affective commitment. More specifically, we will assess the extent to which support and trust can account for the influence of each of the dimensions associated with transformational, transactional and laissez-faire leadership has on commitment. These dimensions are: charisma, intellectual stimulation, individualized consideration, contingent reward, active management by exception, and passive avoidance. One of the primary contributions of this article resides in the fact that currently, there are still very few empirical research projects that have focussed on the effects of these dimensions on other variables, and that such research has only concentrated on the influence of global forms of leadership, and almost exclusively on the transformational form. However, recent works have indeed highlighted the importance of using specific dimensions rather than these three major forms of leadership since the later provide an imperfect and oversimplified image of all the leaders' behaviours and potential (Antonakis, Avolio and Sivasubramaniam, 2003). In addition to filling a gap at this level, the second significant contribution of this project lies in the fact that, to our knowledge, no study has as yet validated the role of support as an intermediate mechanism lying between leadership and affective commitment. In concrete terms, we are first proposing that the charisma, intellectual stimulation, individualized consideration and contingent reward dimensions are positively related to employees' perceived supervisor support and trust in their supervisor, whereas the active management by exception and passive avoidance dimensions are negatively related to those same two variables. Secondly, we are proposing that employees' perceived organizational support and trust in their organization act as mediating variables between perceived supervisor support and trust in their supervisor and affective commitment, respectively. This research, which was conducted in the spring of 2004 among all the employees (excluding physicians) of a Quebec hospital center, allowed the collection of 568 questionnaires, representing a 46% response rate; 80% of the subjects in the sample were women, whose average age was 43, and who had been working in the organization for 12 years, on average. To test our hypotheses, confirmatory factorial analyses and structural equations were conducted, while controlling for gender and employment status (full time vs. part time). The results of the study indicate that only the charisma dimension seems to lead employees to trust their supervisor. This observation is particularly interesting for researchers with an interest in interpersonal trust since other studies have arrived at similar conclusions (Gillespie and Mann, 2004). However, our results indicate that charisma and contingent reward are positively related to perceived supervisor support whereas active management by exception is negatively associated to it. This observation is particularly important in that it provides responses to the theoretical arguments which were paving the way for such a possibility (Yammarino and Bass, 1990; Jung and Avolio, 2000). Lastly, this research shows that the constructs of perceived supervisor support and perceived organizational support constitute an important explanatory mechanism in the relationship between leadership and affective commitment. Trust in the organization also contributes to explaining the dynamic existing between leadership and commitment; however, it is not significantly influenced by trust in the supervisor. Our results open up several avenues of further research. Although our analyses have identified support and trust as intermediate mechanisms between leadership and commitment, other mediators could still account for this relationship. In addition to exploring this avenue, future research could simultaneously analyze the intermediate variables that have been identified to date in the literature (e.g., support, trust, fairness, empowerment) with respect to commitment, but also to other consequences which are often related to transformational and transactional leadership (e.g., satisfaction, mobilization, performance), in order to better understand their relative importance. Finally, this study has certain limitations, including the difficulty in generalizing results (sample composed of a single organization), the possible inflation of the strength of certain relationships (common variance bias) and the impossibility of inferring the causality of the observed relationships (cross-sectional design).
Book Synopsis Firm Internal Innovation Contests by : Björn Höber
Download or read book Firm Internal Innovation Contests written by Björn Höber and published by Springer. This book was released on 2017-03-03 with total page 237 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book highlights how employees’ work environment perceptions significantly influence individuals’ attitudes and their intention to participate in firm internal innovation contests. Furthermore, it emphasizes the aspects of an organizational encouragement for participating in such activities. In general, such aspects are diversified, multifaceted and are spread over all levels of the organization’s hierarchy. Based on strong theoretical foundations, this work presents a mixed-methods approach to investigate the impact and characteristics of a supporting work environment for innovation contests.
Book Synopsis Leadership Styles and Job Performance by : Agnieszka Bieńkowska
Download or read book Leadership Styles and Job Performance written by Agnieszka Bieńkowska and published by Taylor & Francis. This book was released on 2023-12-19 with total page 156 pages. Available in PDF, EPUB and Kindle. Book excerpt: Various styles of leadership have the potential for positive and negative influence on employees and organization. The monograph offers a new approach and proposes the systematic analysis of negative leadership traits and behaviors through the broadening of existing approaches (based on employees’ orientation and organizational orientation) by analyzing them together with a third dimension: leader’s traits, which will allow us to analyze the intent of the leader. Based on this approach, the monograph introduces the term: fake leadership, characterized by an emphasis on individual goals of the leader (regardless of their importance for the organization) coupled with intentional anti-employees and anti-organizational behaviours. Such leaders operate with intent to engage in negative behaviors towards employees and organization, simultaneously aiming at hiding such intent. The monograph introduces and empirically verifies various models explaining the mechanisms, through which fake leadership negatively influences job performance of employees and organizational reliability based on intraorganizational trust and positive job-related attitudes (work motivation, job satisfaction, work engagement, organizational commitment), as well as negative job-related attitudes (work disengagement, job dissatisfaction, work demotivation), tend to hide errors, which is coupled with the number of management and employees’ errors. These models reference the concept of authentic leadership, which is chosen as a positive alternative to the described fake leadership.
Book Synopsis Mainstreaming Diversity, Equity, and Inclusion as Future Workplace Ethics by : Raimi, Lukman
Download or read book Mainstreaming Diversity, Equity, and Inclusion as Future Workplace Ethics written by Raimi, Lukman and published by IGI Global. This book was released on 2022-06-10 with total page 297 pages. Available in PDF, EPUB and Kindle. Book excerpt: Currently, there are several divergent and convergent understandings of diversity, equity, and inclusion (DEI) as the term continues to evolve and expand. A number of scholars, practitioners, and international bodies have attempted to define the concept, theoretical underpinnings, dimensions, and sources of DEI as well as its advantages and disadvantages in organizations and workplaces. However, further study is necessary to accurately define the concept of DEI in order to appropriately develop and implement inclusive policies in today’s business world. Mainstreaming Diversity, Equity, and Inclusion as Future Workplace Ethics enhances the historical origin of DEI, considers existing definitions and theories of DEI from a multidisciplinary lens, and provides insightful and valuable materials that are focused on DEI to aid the application of these concepts in theory and practice. Covering topics such as economic growth and policy development, this reference work is ideal for policymakers, ethicists, human resource specialists, business owners, executives, managers, industry professionals, academicians, researchers, instructors, and students.
Book Synopsis How Can HR Drive Growth? by : George Saridakis
Download or read book How Can HR Drive Growth? written by George Saridakis and published by Edward Elgar Publishing. This book was released on 2013-01-01 with total page 277 pages. Available in PDF, EPUB and Kindle. Book excerpt: The ten up-to date research reviews that are presented in this book provide new insights into the HR academic literature. The chapters provide clear lessons that can be learnt from, along with strategies, approaches and processes in which HR could be used by both practitioners and policy makers to drive growth. The book shows how suitable strategy can increase workforce knowledge, leadership skills, entrepreneurial spirit, organizational involvement, safety and well-being and how HR can enhance performance within small and large, private and public, single-site and multi-site firms. This book explores cross-disciplinary human resources literature and up-to-date trends and directions relevant to academics, research students, policy makers, the business world and other stakeholders.
Book Synopsis Relationship of Organizational and Supervisory Support on Employee Commitment and Turnover Intent in a Commercial Bank by : Fegeline A. Egalla
Download or read book Relationship of Organizational and Supervisory Support on Employee Commitment and Turnover Intent in a Commercial Bank written by Fegeline A. Egalla and published by . This book was released on 2011 with total page 57 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employees' retention depend largely on their commitment to their organization and from the support they receive. If they perceive that their organizations and supervisors are improving their strategies to maintain a committed workforce, these employees may possess high commitment toward the organization. Committed employees stay in their organizations because they feel they want to, need to or ought to remain. Through a descriptive-correlation design, the researchers seek to explore the relationship between organizational and supervisory support with organizational commitment and turnover intent. The respondents comprised of 150 rank-and-file employees working in a leading commercial bank in the Phillipines. Purposive sampling was utilized in the selection of respondents. Findings revealed that employees receive high support from their organization and supervisor. They yielded high organizational commitment and have turnover intent. Significant relationships (level of significance = .05) exist between organizational and supervisory support with organizational commitment and turnover intent.
Book Synopsis The Oxford Handbook of Leader-Member Exchange by : Talya N. Bauer
Download or read book The Oxford Handbook of Leader-Member Exchange written by Talya N. Bauer and published by Oxford University Press. This book was released on 2015-08-14 with total page 457 pages. Available in PDF, EPUB and Kindle. Book excerpt: Leader-member exchange (LMX) is the foremost dyadic theory in the leadership literature. Whereas contemporary leadership theories such as transformational, servant, or authentic leadership theories focus on the effects of leader behaviors on employee attitudes, motivation, and team outcomes, relational leadership theory views the dyadic relationship quality between leaders and members as the key to understanding leader effects on members, teams, and organizations. This approach views trust- and respect-based relationships as the cornerstone of leadership. LMX has grown from a new theory in the 1970s to a mature area of research in 2015. Interest in this theory has increased rapidly over the past four decades, and the pace of research in this area continues to accelerate dramatically. The Oxford Handbook of Leader-Member Exchange takes stock of the literature to examine its roots, what is currently known, what research gaps may exist, and what areas are in need of the most urgent research.
