79 research outputs found
Making sense of organizational change : a framework linking types of change to employee outcomes and leadership
No full textRefining individualized consideration: Distinguishing developmental leadership and supportive leadership
No full textThis study explores the theoretical and empirical distinction between developmental leadership and supportive leadership, which are currently encompassed in a single sub dimension of transformational leadership, individualized consideration. Items were selected to assess these constructs, and hypotheses regarding the differential effects of developmental and supportive leadership were proposed. Confirmatory factor analyses provided support for the proposed distinction between developmental and supportive leadership, although these leadership factors were very strongly associated. Structural equation modelling and multi-level modelling results indicated that both developmental leadership and supportive leadership displayed unique relationships with theoretically selected outcome measures. Developmental leadership displayed significantly stronger relationships with job satisfaction, career certainty, affective commitment to the organization and role breadth self-efficacy than did supportive leadership. Results provide initial evidence in support of the discriminant validity of these two types of leadership. Discussion focuses on the need to further examine the construct of developmental leadership
Developing a Theoretical Model to Explain Why Leaders at Different Organizational Levels Have Differential Effects on Followers' Attitudes and Well-being
No full textPerceptions of organizational change: A stress and coping perspective
No full textFew organizational change studies identify the aspects of change that are salient to individuals and that influence well-being. The authors identified three distinct change characteristics: the frequency, impact and planning of change. R. S. Lazarus and S. Folkman's (1984) cognitive phenomenological model of stress and coping was used to propose ways that these change characteristics influence individuals' appraisal of the uncertainty associated with change, and, ultimately, job satisfaction and turnover intentions. Results of a repeated cross-sectional study that collected individuals' perceptions of change one month prior to employee attitudes in consecutive years indicated that while the three change perceptions were moderately to strongly intercorrelated, the change perceptions displayed differential relationships with outcomes. Discussion focuses on the importance of systematically considering individuals' subjective experience of change
Predicting Abusive Supervision
No full textAbusive supervision – defined as the “sustained display of hostile verbal or non-verbal behaviors, excluding physical contact” (Tepper, 2000, p. 178) – is related to a range of negative attitudinal, behavioural, and health outcomes. In terms of attitudinal outcomes, Tepper (2000) reported that abusive supervision is associated with perceived injustice, which in turn is related to lower job satisfaction, life satisfaction, and organizational commitment, higher work–family and family–work conflict, and intentions to leave the organization. With respect to behavioural consequences, research has found that abusive supervision results in deviance targeted at both the organization and the supervisor (Mitchell & Ambrose, 2007; Tepper et al., 2009), reduces the display of organizational citizenship behaviors (Rafferty & Restubog, in press), and results in lower job performance (Harris, Kacmar & Zivnuska, 2007). Finally, abusive supervision also affects employee well-being. For example, Rafferty, Restubog and Jimmieson (2010) found that abusive supervision was associated with psychological distress, which in turn is related to sleep loss for targets of abuse. Meta-analytic research suggests that among different sources of workplace mistreatment (supervisors, co-workers, and members of the public), abusive supervision has the strongest negative effects across a range of outcomes (Hershcovis & Barling, 2010).No Full Tex
Change Readiness: A Multilevel Review
No full textThe authors conducted a theoretical review of the change readiness literature and identified two major limitations with this work. First, while there is substantial agreement about the key cognitions that underlie change readiness, researchers have not examined the affective element of this attitude. Second, researchers have not adopted a multilevel perspective when considering change readiness. The authors address these limitations and argue that it is important to incorporate affect into definitions of the change readiness construct and also when measuring this construct. They then develop a multilevel framework that identifies the antecedents and consequences of individual, work group, and organizational change readiness. Next, the authors outline the theoretical processes that lead to the development of individual and collective change readiness. They then review theoretical and empirical evidence to identify the antecedents of change readiness at the three levels of analysis. Finally, the authors identify a number of suggestions to guide future research seeking to adopt a multilevel approach to change readiness
Adaptación de la escala de liderazgo transformacional de Alannah Rafferty y Mark Griffin en trabajadores de una empresa de servicio, del distrito de Independencia, Lima 2016
No full textLa presente investigación corresponde al proceso de adaptación en el área
organizacional de la Escala de Liderazgo Transformacional de Alannah Rafferty y
Mark Griffin en trabajadores de una empresa de servicio del distrito de
Independencia, Lima 2016, el cual es un instrumento válido y confiable para la
evaluación del Liderazgo Transformacional entorno a sus cinco dimensiones:
Visión, Comunicación Inspirada, Estimulación Intelectual, Liderazgo de Apoyo, y
Reconocimiento Personal. La información de la escala proporciona datos basados
en la aplicación a una muestra constituida por 2500 personas de ambos sexos en
el área educativa, el cual ahora fue aplicable en el área organizacional con una
muestra menor. Mencionando que para la validez de esta escala se realizó la
validez de contenido a través del criterio de jueces, siendo los resultados
procesados mediante el estadístico de Aiken. También se estudió el análisis
factorial, así mismo la escala pasó por el análisis de confiabilidad, el cual se obtuvo
a través de Coeficiente Alfa de Cronbach. Por último se proporciona las
puntuaciones, determinándolo en tres niveles, bajo, medio y alto. Finalmente
mencionar que un 30% de la población total se ubicó en un nivel alto de la Escala
de Liderazgo Transformacional
Promoting family: A contingency model of family business succession
No full textSuccession is a challenge to family businesses for a number of reasons, including the need to address the issue of intergenerational handover. This article focuses on one aspect of succession in family business by investigating when family members are preferred as successors. Results from 860 family businesses indicate that specific (tacit) knowledge characteristics combined with a favorable transaction atmosphere, in certain contexts, make a family member the most suitable successor. A conceptual model is presented that outlines when inside-family succession is preferred
Losing sleep : examining the cascading effects of supervisors' experience of injustice on subordinates' psychological health
No full textIn this paper, we identify two types of injustice as antecedents of abusive supervision and ultimately of subordinate psychological distress and insomnia. We examine distributive justice (an individual's evaluation of their input to output ratio compared to relevant others) and interactional injustice (the quality of interpersonal treatment received when procedures are implemented). Using a sample of Filipinos in a variety of occupations, we identify two types of injustice experienced by supervisors as stressors that provoke them to display abusive supervision to their subordinates. We examine two consequences of abusive supervision - subordinate psychological distress and insomnia. In addition, we identify two moderators of these relationships, namely, supervisor distress and subordinate self-esteem. We collected survey data from multiple sources including subordinates, their supervisors, and their partners. Data were obtained from 175 matched supervisor-subordinate dyads over a 6-month period, with subordinates' partners providing ratings of insomnia. Results of structural equation modelling analyses provided support for an indirect effects model in which supervisors' experience of unfair treatment cascades down the organization, resulting in subordinate psychological distress and, ultimately in their insomnia. In addition, results partially supported the proposed moderated relationships in the cascading model. © 2010 Taylor & Francis
Create your own website using WordPress in a weekend
No full textHaving a website built can be a complicated and expensive undertaking. For large businesses this is a necessary expense, but for the ever-increasing number of independents and small businesses, this can easily be handled by the intrepid amateur. In Create Your Own Website Using WordPress in a Weekend, author Alannah Moore draws on her extensive experience to show how, in just a weekend, almost anyone can create a website in WordPress that looks professional and is entirely tailored to their needs and preferences. Through carefully structured step-by-step tutorials, the book takes th
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