The effects of leader motivating language on subordinate performance and satisfaction

Mayfield, Jacqueline; Mayfield, Milton; Kopf, Jerry

doi:10.1002/(sici)1099-050x(199823/24)37:3/4<235::aid-hrm6>3.0.co;2-x

Cited by 93 publications

(9 citation statements)

References 28 publications

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“…Thus, communication can be understood as central to effective leadership and creating supportive organizational cultures (Tourish & Jackson, 2008). Leaders who use language with employees that emphasizes a higher organizational purpose can cultivate a supportive culture (Yue et al, 2020) and enhance job satisfaction (Mayfield et al, 1998). Similarly, Salancik and Pfeffer (1978) proposed a social information processing approach to explain job attitudes.…”

Section: Literature Reviewmentioning

confidence: 99%

The Effect of Respect: Respectful Communication at Work Drives Resiliency, Engagement, and Job Satisfaction among Early Career Employees

LaGree

Houston

Duffy

et al. 2021

International Journal of Business Communication

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Today’s business leaders face an unprecedented challenge of engaging and retaining young workers. We examined two facets of workplace respect to determine how leaders might combat this issue. A model was tested to examine the relationship of respectful engagement, autonomous respect, and occupational resilience on job outcomes. A survey of 1,036 U.S. young workers aged 21 to 34, employed full-time, revealed that autonomous respect was a stronger predictor of occupational resilience than respectful engagement. Additionally, there was a significant positive relationship between occupational resilience and job satisfaction, employee loyalty, and job engagement. Finally, the relationship of both respectful engagement and autonomous respect on job outcomes was positively mediated by occupational resilience, further substantiating the positive benefits of respectful communication on employees’ wellbeing and, ultimately, positive long-term business benefits.

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Section: Literature Reviewmentioning

confidence: 99%

The Effect of Respect: Respectful Communication at Work Drives Resiliency, Engagement, and Job Satisfaction among Early Career Employees

LaGree

Houston

Duffy

et al. 2021

International Journal of Business Communication

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“…Most relevant for this study, several tests have shown motivating language to have a 0.352 correlation with follower job satisfaction-a construct related to but distinct from psychological safety Mayfield 2018f, 2018j). While not direct evidence for motivating language's effect on psychological safety, these findings give hints that motivating language influences psychological states with a close relation to the construct (Mayfield et al 1998;Mayfield and Mayfield 2002. Similarly, research has shown that motivating language has positive relationships with creative support, intrinsic motivation, and satisfaction with a supervisor-all positive work environment factors that should enhance a follower's feelings of psychological safety (Mayfield et al , 2015.…”

Section: Sullivanmentioning

confidence: 56%

Sound and Safe: The Role of Leader Motivating Language and Follower Self-Leadership in Feelings of Psychological Safety

Mayfield

2021

Administrative Sciences

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This manuscript presents a study on how leader motivating language and follower self-leadership act to influence a follower’s feelings of psychological safety. This study found that both constructs significantly influenced psychological safety in samples from India and the USA. Additionally, this study found that this influence occurred through the mediating processes of trust in leadership, leader inclusiveness, and role clarity. These mediators fully explained motivating language’s relationship with psychological safety, but only partially explained self-leadership’s relationship. Differences existed in the model between samples, but self-leadership showed an overall consistency between the samples for most relationships. Follow-up analysis indicated that self-leadership without leader communication support lead to a weak or non-existent relationship between self-leadership and psychological safety, but a positive and relatively strong relationship in the presence of motivating language.

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“…Previous studies have examined the relationship between leadership communication and various outcomes such as job satisfaction and commitment (e.g., Baird & Diebolt, 1976; Mayfield, Mayfield, & Kopf, 1998; Schweiger & DeNisi, 1991) and subordinates’ job performance (e.g., Clampitt & Downs, 1993; O’Reilly & Anderson, 1980; Snyder & Morris, 1984; Tsai, Chuang, & Hsieh, 2009). However, there has been no consistent operationalization of leadership communication in previous research (cf.…”

Section: Theoretical Foundationsmentioning

confidence: 99%

“…Hertzsch, 2012, in press). Some examples of operationalization are the satisfaction with a superior’s communication (Clampitt & Downs, 1993; Tsai et al, 2009), the use of motivating language (Mayfield et al, 1998), and the frequency of performance evaluations (O’Reilly & Anderson, 1980).…”

Section: Theoretical Foundationsmentioning

confidence: 99%

“…As noted above, several studies have investigated the relationship between different operationalizations of leadership communication and job satisfaction as an outcome variable (e.g., Baird & Diebolt, 1976; Czech & Forward, 2013; Fix & Sias, 2006; Hatfield & Huseman, 1982; Mayfield et al, 1998; Wulandari & Burgess, 2010) and provided evidence that the relationship between the constructs is indeed meaningful. A study by Madlock (2008b) found a significant moderate correlation between leader communication competence and subordinates’ job satisfaction.…”

Section: Theoretical Foundationsmentioning

confidence: 99%

See 1 more Smart Citation

In the Ear of the Beholder: Self-Other Agreement in Leadership Communication and Its Relationship With Subordinates’ Job Satisfaction

Erben

Schneider

Maier

2016

International Journal of Business Communication

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This article deals with the question of how agreement or disagreement in the perception of leadership communication from the perspective of both leader and subordinate is related to subordinates’ job satisfaction. Employees of a department in a large, globally operating insurance company and their managers ( N = 110) completed questionnaires including instruments to assess leadership communication from the perspective of the managers and their respective employees as well as employees’ job satisfaction. Results from polynomial regression with response surface modeling suggest that there is a positive linear relationship between self- and other ratings of leadership communication and subordinates’ job satisfaction, in which the highest scores of job satisfaction are related to high in-agreement ratings of leadership communication. In addition, discrepancies in perceptions of leadership communication decrease job satisfaction, particularly when leaders are overestimators.

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The effects of leader motivating language on subordinate performance and satisfaction

Cited by 93 publications

References 28 publications

The Effect of Respect: Respectful Communication at Work Drives Resiliency, Engagement, and Job Satisfaction among Early Career Employees

The Effect of Respect: Respectful Communication at Work Drives Resiliency, Engagement, and Job Satisfaction among Early Career Employees

Sound and Safe: The Role of Leader Motivating Language and Follower Self-Leadership in Feelings of Psychological Safety

In the Ear of the Beholder: Self-Other Agreement in Leadership Communication and Its Relationship With Subordinates’ Job Satisfaction

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