Communication Quarterly,
Год журнала:
2024,
Номер
72(4), С. 341 - 360
Опубликована: Май 30, 2024
During
the
COVID-19
Pandemic,
American
workers
began
leaving
their
jobs
in
search
of
meaningful
work.
This
change
workforce
necessitated
greater
insight
about
what
organizational
members
desire
from
jobs.
study
utilized
self-determination
theory
(SDT)
to
explore
workplace
passion
and
its
relation
members'
communication
behaviors
voicing
dissent,
task
relational
competence,
relationships.
These
fulfill
needs
autonomy,
relatedness,
respectively.
Results
an
online
survey
308
people
revealed
that
each
were
related
corresponding
psychological
need.
findings
contribute
literature
by
identifying
which
may
use
communicate
passion.
The
also
provide
practical
insights
on
how
organizations
can
create
cultures
environments
promote
healthy
foster
within
employees.
Journal of Occupational Health Psychology,
Год журнала:
2023,
Номер
28(2), С. 103 - 116
Опубликована: Апрель 1, 2023
Guided
by
self-determination
and
social
exchange
theories,
we
examine
how
leader-member
(LMX)
quality
impacts
follower
well-being.
Despite
LMX
relationships
being
dynamic
in
nature,
the
way
relationship
varies
over
time
its
impact
on
well-being
has
not
been
examined
detail.
To
address
this
important
issue,
a
daily
diary
study
is
reported
of
employees
from
variety
organizations.
One
hundred
fifty-eight
participants
completed
morning
evening
for
five
consecutive
workdays
(k
=
603
observations).
Measures
included
hedonic
eudaimonic
well-being,
economic
exchanges.
There
was
significant
variation
days.
Daily
predicted
(while
controlling
well-being).
Further,
those
that
interacted
with
their
manager,
exchanges
but
Interaction
characteristics
(frequency,
time,
content)
had
relatively
small
As
predicted,
work
engagement
mediated
relation
between
(but
exchanges)
The
results
show
affects
followers'
daily,
affected
leaders'
behaviors.
(PsycInfo
Database
Record
(c)
2023
APA,
all
rights
reserved).
Behavioral Sciences,
Год журнала:
2025,
Номер
15(1), С. 38 - 38
Опубликована: Янв. 2, 2025
This
study
is
correlational
and
cross-sectional
quantitative
research
that
examines
the
moderating
role
of
working
time
with
school
principal
on
effect
leader-member
exchange
teachers'
job
performance
through
organisational
citizenship.
Data
were
collected
from
481
teachers
in
43
public
schools
across
western,
central,
northern,
southern,
eastern
regions
Türkiye
using
convenience
sampling
method.
The
Leader-Member
Exchange
Scale,
Organisational
Citizenship
Employee
Performance
Scale
used
as
data
collection
tools.
analysed
descriptive
analyses,
Pearson
correlation
analysis,
moderator
moderated
mediation
analyses.
results
indicated
positive
significant
relationships
among
exchange,
citizenship
behaviours,
performance.
It
was
found
indirectly
affected
citizenship,
served
a
relationship
between
indirect
stronger
for
shorter
durations
principal.
Journal of Intellectual Capital,
Год журнала:
2025,
Номер
unknown
Опубликована: Фев. 24, 2025
Purpose
This
research
proposes
that
leader
expectations
for
green
creativity
promote
employee
creativity,
as
they
guide
leaders
to
provide
intellectual
stimulation
employees.
relationship
exists
only
when
organizations
sufficient
capital.
Design/methodology/approach
We
obtained
survey
data
from
241
employees
and
their
over
three
waves
conducted
regression
analyses.
Findings
Leader
evoke
stimulation,
which
increases
creativity.
Green
capital
strengthens
the
link
between
well
indirect
linkage
through
stimulation.
Practical
implications
provides
valuable
insights
into
key
strategies
can
use
such
expressing
expectations,
facilitating
providing
Originality/value
advances
literature
on
leadership
by
integrating
Pygmalion
theory
theory.
Healthcare,
Год журнала:
2023,
Номер
11(13), С. 1957 - 1957
Опубликована: Июль 6, 2023
For
decades,
scholars
have
studied
leader–member
exchange
(LMX)
relationships
to
understand
and
explain
the
effects
of
leadership
on
follower
attitudes
performance
outcomes
within
work
settings.
One
available
instrument
measure
these
aspects
is
LMX-7
scale.
This
measurement
has
been
widely
used
in
empirical
studies,
but
its
psychometric
properties
poorly
explored.
The
aim
this
study
was
test
characteristics
(content,
structural
construct
validity,
reliability)
Italian
version
scale
support
cultural
adaptation.
We
a
cross-sectional
multi-center
design.
forward–backward
translation
process
develop
administered
through
an
online
survey
837
nurses
nurse
managers
working
different
factorial
structure
tested
using
both
exploratory
confirmatory
factor
analyses
(EFA
CFA),
reliability
evaluated
Cronbach’s
alpha.
we
hypothesis
testing
differentiation
by
known
groups.
presented
one
dimension.
All
tests
performed
confirmed
validity
suggested
usefulness
for
future
research.
European journal of training and development,
Год журнала:
2024,
Номер
unknown
Опубликована: Янв. 29, 2024
Purpose
This
study
aims
to
investigate
the
influences
of
perceived
and
preferred
coaching
behaviors
discrepancy
between
them
on
job
satisfaction,
mediated
by
quality
relationship
with
immediate
supervisor
adaptive
performance.
Design/methodology/approach
The
research
adopted
a
cross-sectional
survey
design.
A
total
220
Korean
employees,
small-sized
team
members,
were
recruited
from
automotive
industry
for
study.
explored
using
Pearson
correlation.
Structural
equation
modeling
was
used
analyze
relationships
among
managerial
behaviors,
them,
supervisor,
performance
satisfaction.
Findings
Perceived
exhibited
weak
indirectly
influenced
satisfaction
through
directly
via
However,
all
paths
related
found
be
insignificant.
Research
limitations/implications
Although
results
this
may
generalized
industry,
findings
highlight
as
independent
variables.
shed
light
within
workplace
cultures
how
contribute
triggering
subordinates’
In
addition,
provides
in
workplace.
Practical
implications
Based
findings,
an
organization
should
cultivate
self-directed
learning
environments
enhance
employees’
training
session
added
leadership
development
program
new
managers.
Team
leaders
need
consider
their
members’
preferences
during
coaching.
Originality/value
variables,
such
variables
along
framework,
represent
novelty
coaching,
well
context.
Journal of Occupational and Organizational Psychology,
Год журнала:
2024,
Номер
unknown
Опубликована: Май 29, 2024
Abstract
We
integrate
insights
from
attachment
theory
and
relational
leadership
to
develop
a
novel
interpersonal
explanation
of
why,
how
when
followers'
anxiety
avoidance
impact
performance.
Drawing
on
the
system
dynamics
model,
we
posit
that
will
be
negatively
related
LMX
quality,
whereas
positively
ambivalence.
Furthermore,
predict
anxious
(and
avoidant)
styles
interact
with
leader
neuroticism
leading
hyperactivation
(deactivation)
system,
manifesting
in
greater
ambivalence
lower
quality).
Across
three
studies,
found
consistent
evidence
for
positive
relationship
between
follower
ambivalence,
as
well
an
indirect
effect
job
Leader
was
especially
likely
induce
and,
turn,
undermine
performance
anxiously
attached
followers.
Attachment
avoidance,
although
unaffected
by
neuroticism,
quality
across
all
studies
demonstrated
Study
3.
Overall,
our
findings
shed
light
unique
explanatory
power
mechanisms,
beyond
previously
examined
intrapersonal
understanding
style–performance
role
characteristics
play
triggering
Nursing Reports,
Год журнала:
2024,
Номер
14(2), С. 1452 - 1467
Опубликована: Июнь 10, 2024
Nursing
retention
is
a
major
challenge
globally.
Ongoing
workforce
instability
across
countries
underscores
the
need
to
understand
factors
influencing
turnover
and
nursing
retention.
Trust
crucial
element
in
managing
workplace
relationships
between
nurse
managers
nurses.
Existing
studies
have
shown
direct
impact
of
trust
on
employees’
intention
leave
their
job
but
not
explored
effects
potential
mediators
such
as
organizational
commitment.
The
aim
this
study
was
examine
leader
nurses’
through
mediation
A
cross-sectional
conducted
Italy.
convenience
sample
1853
nurses
completed
self-report
survey.
tested
hypothesis-based
model
using
structural
equation
modeling,
which
showed
good
fit
indices.
results
indicated
that
had
significant
leave,
relationship
partially
mediated
by
Nurses
who
are
more
likely
demonstrate
higher
levels
commitment,
resulting
lower
job.
Furthermore,
commitment
emerge
critical
reducing
current
positions.
Therefore,
can
reduce
building
trustful
enhance
commitment.This
registered.
