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Supervisor And Coworker Support: Their Moderating Roles On The Relationship Between Diversity Climate Perceptions And Retention-Related Outcomes, Sarah Crouse
Master's Theses
The purpose of the present study was to examine perceived supervisor support and perceived coworker support as moderators of the relationship between diversity climate perceptions and retention-related outcomes (affective commitment, organizational identification, and turnover intentions). Results from a self-report survey of 150 participants showed that neither perceived supervisor support nor perceived coworker support moderated the relationship between diversity climate perceptions and these outcomes. However, the results showed diversity climate perceptions were positively related to perceived supervisor support and perceived coworker support, and independently predicted these retention-related outcomes. Results also showed that perceived supervisor support was more strongly related to these …
The Relationship Between Company, Manager, Group, And Individual-Level Variables And Affective Commitment, Varavit Chinnapong
The Relationship Between Company, Manager, Group, And Individual-Level Variables And Affective Commitment, Varavit Chinnapong
Master's Theses
Predicting employees' affective commitment to their organization continues to be of strong interest to researchers. Previous studies have examined the relationship between specific organizational levels (company, manager, group, individual) and affective commitment. However, there is a lack of research that has analyzed all four levels in one study. Therefore, the current study sought to evaluate the relationships between the four organizational levels and affective commitment. More specifically, the current study analyzed human resources practices as the company-level variables, transformational and transactional leadership as the manager-level variables, group cohesion as the group-level variable, and psychological safety at the individual level. The …
The Moderating Effect Of Leadership Adaptability On The Relationship Between Employee Adaptability And Job Performance, Justine Davis
The Moderating Effect Of Leadership Adaptability On The Relationship Between Employee Adaptability And Job Performance, Justine Davis
Master's Theses
The purpose of this study was to investigate the potential moderating effect of leadership adaptability on the relationship between employee adaptability and employee job performance. Previous research explored leadership adaptability as a mediator; however, there was a significant gap exploring leadership adaptability as a moderator. Participants were recruited via online social and personal networks. 125 participants completed a self-report survey consisting of items measuring employee adaptability, perceived manager adaptability and job performance. Results did not show perceived manager adaptability as a moderator of the relationship between employee adaptability and job performance. The results indicated that there were significant relationships between …
The Relationship Between Authentic Leadership And Organizational Change Readiness: The Mediating Role Of Psychological Safety, Paulina Christine Manzano
The Relationship Between Authentic Leadership And Organizational Change Readiness: The Mediating Role Of Psychological Safety, Paulina Christine Manzano
Master's Theses
The purpose of the current study was to examine the mediating effect of psychological safety on the relationship between authentic leadership and organizational change readiness in the workplace. A total of 107 employees participated in the study, which utilized online survey distribution. Results showed that psychological safety partially mediated the relationship between authentic leadership and organizational change readiness. In other words, the more employees perceived their leadership to be authentic, the more likely employees felt safe taking risks at work, which in turn, increased employees’ emotional and cognitive inclination to adopt and embrace organizational change. Based on these findings, organizations …
The Moderating Effects Of Gender And Occupation On Age Discrimination In Hiring, Rachel Su Windsor
The Moderating Effects Of Gender And Occupation On Age Discrimination In Hiring, Rachel Su Windsor
Master's Theses
Over the years, ageism in the workplace has become an important topic. However, it remains unclear whether and how gender and occupation relate to age discrimination in hiring decisions. The current study addresses this issue by investigating job suitability ratings and selection decisions by comparing two hypothetical job applicants who differ in age (younger vs. older) and gender (male vs. female) for two occupations (software engineer vs. nurse) in two industries (high-tech and healthcare). This study employed a 2 x 2 x 2 incomplete mixed-factorial design, in which age was a within-subjects factor, and gender and occupation were between-subjects factors. …
The Mediating Role Of Work Engagement On The Relationship Between Perceived Supervisor Support And Turnover Intention, Addison Yeosock
The Mediating Role Of Work Engagement On The Relationship Between Perceived Supervisor Support And Turnover Intention, Addison Yeosock
Master's Theses
The purpose of the current study was to examine the mediating role of work engagement on the relationship between perceived supervisor support and turnover intention using the Jobs Demands-Resources (JD-R) model and the motivational processes of engagement as the theoretical framework. A total of 954 employees of a healthcare organization participated in an online survey. Results showed that work engagement partially mediated the relationship between perceived supervisor support and turnover intention. Perceived supervisor support was negatively related to turnover intention directly and indirectly through work engagement. Based on these findings, organizations should focus on strategies of increasing the job resource …