Representational predicaments for employees: their impact on perceptions of supervisors' individualized consideration and on employee job satisfaction

Abstract

A representational predicament for a subordinate vis-à-vis his or her immediate superior involves perceptual incongruence with the superior about the subordinate's work or work context, with unfavourable implications for the employee. An instrument to measure the incidence of two types of representational predicament, being neglected and negative slanting, was developed and then validated through an initial survey of 327 employees. A subsequent substantive survey with a fresh sample of 330 employees largely supported a conceptual model linking being neglected and negative slanting to perceptions of low individualized consideration by superiors and to low overall job satisfaction. The respondents in both surveys were all Hong Kong Chinese. Two case examples drawn from qualitative interviews illustrate and support the conceptual model. Based on the research findings, we recommend some practical exercises to use in training interventions with leaders and subordinates.

The Impact of Transformational Leadership Style on Organizational Performance: Evidence from Jordan

“…Interesting, the variable found to have the most influence on organizational performance-intellectual simulation-has been extensively noted as an independent variable impacting organizational performance (Snell et al, 2013). Clearly, each of the Four I's contributes to similar outcomes with regarding to employee commitment and satisfaction.…”

“…However there is evidence which suggests that idealized influence impacts employee commitment and job satisfaction (Chen, 2004). When these findings are juxtaposed against research regarding the role of inspirational motivation, intellectual stimulation, and individual consideration it becomes evident that these variables have similar outcomes for employees and organizational performance (Rawung et al, 2015;Anjali & Anand, 2015;Snell et al, 2013). As such it is possible that the effects of inspirational motivation, intellectual stimulation, and individual consideration combined have significant influence, minimizing the role of idealized influence in shaping outcomes.…”

“…In terms of the implication of individual consideration for organizational performance, Snell, Stanley, Zhang, and Almaz (2013) argue that this process can positively influence employee job satisfaction, leading to higher levels of engagement and motivation within the organization. When all employees experience this outcome organizational performance should improve (Snell et al, 2013). …”

The Impact Transformational Leadership in Developing Psychological Empowerment

“…Finally, TLs contributes to follower empowerment and satisfaction by listening them attentively and paying close attention to the difference needs and wishes of followers (Conger, 2014;Avolio et al 2004). They treat each employee as an individual, demonstrate high concern and initiate an interest in the development of each employee by acting as a mentor or coach (Kark & Shamir, 2002;Shibru & Darshan, 2011;Snell et al,2013). They also exhibit individualized consideration by showing general support for the efforts of followers, and by encouraging their autonomy and empowering them to take on more responsibility for future development and growth (Bass, 1985;Avolio & Bass;.…”

Untitled

“…Leaders focused on the mentoring and coaching that may create better expectations on their promotion opportunities [40]. It highly depended on the capability of the leader to guide employees according to their strength and abilities to obtain desired results [41]. Therefore, a transformational leader must identify what motives his or her employees individually because human needs were obviously different.…”