Acta Psychologica, Год журнала: 2023, Номер 241, С. 104090 - 104090
Опубликована: Ноя. 1, 2023
Язык: Английский
Journal of Vocational Behavior, Год журнала: 2024, Номер 151, С. 103988 - 103988
Опубликована: Март 24, 2024
This quantitative review systematically integrates the antecedents and outcomes of Family-Supportive Supervisor Behaviors (FSSBs) through bivariate meta-analysis meta-analytic structural equation modeling (MASEM). Utilizing data from 231 primary studies, which are drawn 213 sources (N = 118, 100), we examined a set hypotheses exploring consequences FSSBs. We also conducted comparative analysis explanatory power two theoretical perspectives: resource-based view (operationalized as work-family conflict enrichment) social-exchange perspective leader-member exchange relationship). Our results showed that accounted for greater proportion FSSBs' impacts on work (i.e., in-role performance, job satisfaction), while predominantly elucidates influence employee wellbeing burnout). In doing this, unveiled nuanced insights into nomological network surrounding Based these results, develop future map this growing body research.
Язык: Английский
Процитировано
10
Applied Psychology, Год журнала: 2025, Номер 74(1)
Опубликована: Фев. 1, 2025
Abstract Building on the trend of performance management (PM) moving towards more frequent and research gap for effectiveness modern form PM, we adopt an experience sampling method to study daily PM behaviors continuously two weeks. Our theoretical model was tested using 906 observations from 97 full‐time employees, providing initial evidence PM's in increasing employee next‐day job attitudes performance. Moreover, also revealed relationship‐based mechanism underlying effects PM. Specifically, our findings suggest that increase satisfaction, engagement, because make employees perceive a higher leader‐member exchange relationship. Importantly, found boundary conditions this relationship quality. The weaker when work stressors (i.e., workload cognitive stressors) were high rather than low. We discuss practical implications, limitations, future directions.
Язык: Английский
Процитировано
0
Journal of Business Ethics, Год журнала: 2025, Номер unknown
Опубликована: Фев. 18, 2025
Язык: Английский
Процитировано
0
Journal of Managerial Psychology, Год журнала: 2025, Номер unknown
Опубликована: Фев. 22, 2025
Purpose Job seekers frequently experience incivility during interactions with recruiters, which can negatively influence their job search behaviors. However, the underlying causes of such remain underexplored. Based on attribution theory, this study examines how recruiters’ attributions about leader–member exchange (LMX) psychological entitlement, in turn shapes toward seekers. Design/methodology/approach The survey data was collected three waves from 320 recruiters involved recruitment process. Findings results found that when hold high levels self-serving attribution, LMX quality is positively related to which, turn, promotes Practical implications Leaders should pay special attention establishing them, as high-quality may elicit a sense entitlement and potentially uncivil Originality/value Unlike prior studies have focused negative outcomes experienced by seekers, empirically reveals potential antecedents incivility.
Язык: Английский
Процитировано
0
International Journal of Organization Theory and Behavior, Год журнала: 2024, Номер 27(3), С. 244 - 262
Опубликована: Апрель 2, 2024
Purpose This study aims to explore the impact of remote work (RW) on millennials’ organizational commitment (OC) by addressing four research gaps identified in existing studies. Drawing social exchange theory (SET), authors also investigate if millennials are well-suited for RW environment and how shared leadership (SL) followership moderate relationship between OC. Design/methodology/approach A survey was conducted involving 154 millennial employees. Confirmatory factor analysis hierarchical multiple regression were performed moderating effect SL Findings The results reveal that OC increases with degree RW. Moreover, both exhibited a RW-millennials’ relationship, emphasizing their importance shaping Research limitations/implications While individual-level outcomes remains controversial, this sheds light positive based millennials' characteristics suggests strategies strengthen working environments. However, due cross-sectional nature our research, longitudinal would be valuable provide deeper insights. Originality/value contributes field behavior (OB) connecting traits followership, offering insights into strengthening within context through lens SET. By filling gaps, advances knowledge improvement environment.
Язык: Английский
Процитировано
3
Personnel Review, Год журнала: 2024, Номер unknown
Опубликована: Янв. 9, 2024
Purpose This study aims to widen the understanding of how remote work shapes feedback environment by examining perceptions leaders and subordinates daily, dyadic interactions. The emphasis is on reciprocity within leader-member exchange (LMX) relationships manifests it influences dynamics. Design/methodology/approach Template analysis a qualitative data set consisting 81 semi-structured interviews with ( n = 29) working 52) was performed. Findings Drawing theoretical frameworks exchange, findings demonstrate imbalance between efforts in building maintaining favourable context. results this highlight importance nature interactions, calling for more proactive role from subordinates. Practical implications Given estimation that COVID-19 pandemic has permanently changed way organizations work, leaders, HR practitioners will benefit advancing their characteristics dyadic, daily interaction work. Originality/value Qualitative research interactions combines sparse.
Язык: Английский
Процитировано
2
Current Psychology, Год журнала: 2024, Номер 43(27), С. 23115 - 23129
Опубликована: Май 9, 2024
Abstract Due to social comparison in the team, leader-member exchange (LMX) differentiation has been shown play a crucial role for explaining follower outcomes. LMX may be beneficial some followers, but also detrimental others, when perceived as unfair. In order understand impact of on work-related outcomes, should described by three properties (relative position, variability, and team-level LMX). The aim study is focus test relationships between different followers’ psychological strain. sum, 75 teams with 322 followers answered an online survey about their leaders’ individual levels Results multilevel modeling showed that relative position was negatively related strain level. This relation moderated variability LMX. However, we did not find significant relations present extends previous research looking at level well team Our results suggest within seems imply leaders improve reduce differences members. Leadership trainings impart knowledge skills quality include elements differentiation, its origins, consequences.
Язык: Английский
Процитировано
1
Sustainability, Год журнала: 2024, Номер 16(23), С. 10254 - 10254
Опубликована: Ноя. 23, 2024
In the context of New Normal and VUCA (volatile, uncertain, complex, ambiguous) era, organisations face adjustments to changes brought by COVID-19 pandemic, especially shifting new work modes configurations with their consequences on employees’ wellbeing, in terms exhaustion, resignation, quitting tendencies. This study, rooted psychology sustainability sustainable development, employs a primary prevention perspective examine relational factor, leader–member exchange (LMX), which might shield employees from exhaustion turnover intention. Specifically, we propose double-chained mediation model investigate how high-quality LMX fosters positive adjustment specific modes, in-person or hybrid work, subsequently reducing feelings intentions leave organisation. A convenience sample 257 Italian participated this study completing an online self-report survey. Hypotheses were tested using PROCESS macro SPSS 25.0 (Model 6). The results indicate that mode reduce intention; furthermore, they highlight existence more complex dynamic linking intention through exhaustion. Indeed, higher quality favours mode, decreasing and, turn, findings add novel contribution literature development emphasising significance becoming factor wellbeing workplace promotion both modes. Organisations may benefit approach that, consideration needs, favour different thus LMX, promoter retention.
Язык: Английский
Процитировано
1
Russian Management Journal, Год журнала: 2023, Номер 21(4), С. 514 - 533
Опубликована: Янв. 1, 2023
Goal: to develop a conceptual model of the connection between socially responsible human resource management (HRM) practices, well-being-oriented HRM practices and innovative work behaviour. Metodology: study is based on an analytical literature review concerning HRM, employees’ well-being Findings: proposed idea that oriented depend practices. Well-being-oriented in turn, are fostering Originality contribution authors: paper represents first stage where at level synergy potential IWB into development argued.
Язык: Английский
Процитировано
2
Vision The Journal of Business Perspective, Год журнала: 2024, Номер unknown
Опубликована: Май 5, 2024
The current study aims to investigate the effect of managerial narcissism and Machiavellianism on leader–member exchange (LMX) quality mediating role corporate psychopathic behaviour in aforementioned relationships. A questionnaire was designed distributed management professionals working Singaporean construction sector. total 300 responses were collected analysed through SPSS version 26 SmartPLS 4 software. results demonstrated that negatively associated with LMX quality. findings this showed facilitate behaviour. also found a negative relationship exists between Most importantly, provided valuable empirical evidence relationships quality, thereby highlighting underlying mechanism interconnecting variables. Practically, draws attention need for corporations create an organizational culture emphasizing collaboration instead hierarchy autocracy minimize indifference managers subordinates.
Язык: Английский
Процитировано
0