Self-determination at work: Understanding the role of leader-member exchange

Graves, Laura M.; Luciano, Margaret M.

doi:10.1007/s11031-012-9336-z

Cited by 90 publications

(95 citation statements)

References 86 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In line with previous studies, the results confirm that job autonomy is a vital resource connected with psychological well-being [63]. This could mean that people who have freedom in their jobs have more possibilities to control their work environment and the ability to withstand social pressures, which might make them feel less affected at the psychological level by a discriminatory work environment since they can avoid it, thereby improving their mental well being [64][65][66].…”

Section: Discussionsupporting

confidence: 89%

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

Oke¹

2019

View full text Add to dashboard Cite

Empirical research suggests that gendered job-segregation have effects on men in the workplace consequent upon bias evaluations stemming from social norms regarding acceptable gender roles. These biases are capable of inducing workplace stressors that may affect the psychological well being of men engaged in female-dominated occupations. This study investigates the moderating role of work autonomy in the relationship between perceived gender discrimination and gender role conflict for men in atypical occupations. A cross-sectional survey method was used to collect data from a sample of 150 men in the occupations of nursing, librarian, and primary school teaching, and a hierarchical regression test analyzed hypotheses. Regression analysis demonstrated that perceived discrimination and work autonomy were significant predictors of gender role conflict (β = .60, p < .001), and β = -.62, p < .001, respectively). A moderated regression analysis was also conducted to test the assumption that job autonomy moderates the relationship between perceiving a discriminatory work environment and workers' gender role conflict. The analysis indicated that 79% of the variation in the dependent variable could be explained by the main effects and the interaction effects, F (4, 145) =140.58, p < .05). This interaction effect, although significant, accounted for a minimal incremental effect above and beyond the direct effects of perceived gender discrimination and work autonomy (∆R2 = .008, F (1, 145) = 5.48, p < .05). Research implications and suggestions for future research are discussed.

show abstract

Section: Discussionsupporting

confidence: 89%

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

Oke¹

2019

View full text Add to dashboard Cite

show abstract

“…Furthermore, having vitalized employees in the workplace is important, as we found that vitalized employees are more concerned about environmental issues. Previous studies confirmed that vitality at work has great potential to enhance a variety of crucial outcomes for individuals at work e.g., career satisfaction and life satisfaction [105][106][107], motivation [21,28] and job performance [11]. The organizations receive several benefits from vitalized employees, such as creativity [18], more work engagement [29], and facilitating organizational change processes [30].…”

Section: Discussionmentioning

confidence: 98%

“…In this line of research [10] it was found that three Human Resource Management (HRM) practices are important for enhancing employee vitality: High levels of autonomy, the possibility of participating in the organizational decision-making process, and good quality teamwork. Intrinsically motivated employees generally feel more vitality in the workplace [21,28]. In turn, they exhibit more work engagement [29] and are more creative in their jobs [18].…”

Section: Employee Vitalitymentioning

confidence: 99%

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

2019

View full text Add to dashboard Cite

There is a limited understanding of the antecedents and consequences of employee vitality during war zone exposure. The current study is one of the first ones to investigate the direct effects of perceived danger on employee vitality by collecting data from Afghanistan, one of the most dangerous countries in the world. Furthermore, it was investigated how employee vitality affects sustainable behavior at the workplace. The hypotheses of the study have been tested by using data from two surveys collected from 192 employees working in small-sized private businesses in Afghanistan. The results indicate that high levels of perceived danger negatively impact employee vitality at work. In addition, we found that employees with vitality engage in more pro-environmental behavior in the workplace. The engagement of vital employees in pro-environmental behavior is higher among those employees who have a high level of environmental awareness. This paper concludes by presenting the limitations and implications of this study, as well as highlighting potential avenues for future research.

show abstract

“…Despite the fact that the observed associations might partially reflect a common method bias (Podsakoff, MacKenzie, & Podsakoff, ), it is rather unlikely that this bias fully accounts for the estimated mean population correlations. In fact, some primary studies that we included in our meta‐analysis tested for the presence of common method bias by the single‐factor‐method or confirmatory factor analysis (Podsakoff et al, ), but did not find evidence of a systematic bias in their results (Chi & Liang, ; Graves & Luciano, ; Johnson, ; Liu, Siu, & Shi, ; Mackey, Ellen, Hochwarter, & Ferris, ; Perry, Witt, Penney, & Atwater, ; Walsh, Dupré, & Arnold, ). Moreover, some longitudinal primary studies reveal that the systematic associations between leadership and mental health outcomes remain rather constant over time (e.g., Britt, Dickinson, Moore, Castro, & Adler, ; Burnfield, ; Epitropaki & Martin, ; Feldt, Kinnunen, & Mauno, ; van Dierendonck et al, ), and therefore, they seem to be relatively robust against biases arising from the specific circumstances of measurement at a single time point.…”

Section: Discussionmentioning

confidence: 99%

Leadership, followers' mental health and job performance in organizations: A comprehensive meta‐analysis from an occupational health perspective

et al. 2016

View full text Add to dashboard Cite

Summary The present meta‐analysis investigates the associations between leadership, followers' mental health, and job performance by taking into account different groups of leadership constructs including transformational leadership, relations‐oriented leadership, task‐oriented leadership, destructive leadership, and leader–member exchange. Six categories of mental health‐related outcomes are considered representing both negative and positive mental health states of followers, namely, affective symptoms, burnout, stress, well‐being, psychological functioning, and health complaints. Meta‐analytic models are used to estimate the association between these categories of leadership and mental health. Our results reveal that transformational leadership, a high quality of relations‐oriented and task‐oriented leadership behavior, as well as a high quality of leader–follower interaction are positively associated with mental health. In contrast, destructive leadership is strongly negatively associated with mental health. In addition, the mediation effects of leadership on job performance via mental health are estimated. Results partially support the mediating role of mental health concerning the relationship between leadership and job performance. Our results emphasize the importance of leadership as an occupational health factor, and they may serve as basis for the planning and designing of occupational health policies and interventions despite existing research limitations. Copyright © 2016 John Wiley & Sons, Ltd.

show abstract

Self-determination at work: Understanding the role of leader-member exchange

Cited by 90 publications

References 86 publications

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

Leadership, followers' mental health and job performance in organizations: A comprehensive meta‐analysis from an occupational health perspective

Contact Info

Product

Resources

About