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The Impact Of Compensation On Engagement And Organizational Tenure: The Moderating Role Of Perceived Organizational Support, Alexis Johnson
The Impact Of Compensation On Engagement And Organizational Tenure: The Moderating Role Of Perceived Organizational Support, Alexis Johnson
Master's Theses
Compensation is a crucial tool utilized by companies to help attract, retain, and motivate employees. However, previous research has overlooked the ways in which compensation might add value to important employee outcomes such as engagement and organizational tenure. Therefore, this present study aimed to close this gap by examining the relationship between pay level and engagement, as well as pay level and organizational tenure. It was hypothesized that higher pay levels would increase the engagement dimensions of dedication, vigor, and absorption in an employee, and that higher pay levels would increase organizational tenure in an individual. It also sought to …
Inclusive Leadership, Psychological Empowerment, And Affective Organizational Commitment: A Mediated Model, Mariah Lyn Van Buskirk
Inclusive Leadership, Psychological Empowerment, And Affective Organizational Commitment: A Mediated Model, Mariah Lyn Van Buskirk
Master's Theses
Inclusive leadership has become an important contextual factor to study in organizations given its impact on positive workplace outcomes. However, little is known about the ability of inclusive leadership to affect a wider range of outcomes and the various mediating mechanisms between inclusive leadership and outcomes. Therefore, the present study explored the mediating role of psychological empowerment on the relationship between inclusive leadership and affective organizational commitment. It was hypothesized that inclusive leadership would be positively related to affective organizational commitment both directly and indirectly through psychological empowerment. Results of an online survey from 189 employed individuals showed that inclusive …
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 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 …
Assessing The Relationship Between Narcissism, Neuroticism, And Leadership Skills, Krista Marie Brooker
Assessing The Relationship Between Narcissism, Neuroticism, And Leadership Skills, Krista Marie Brooker
Master's Theses
Understanding personality traits that are related to leadership skills is important in order to hire effective leaders. Research has seldom examined the relationship between narcissism, neuroticism, and leadership skills. Therefore, the present study was conducted to examine the relationship between narcissism, neuroticism, and leadership skills (human skills and conceptual skills). It was hypothesized that narcissism would be positively related to human skills and conceptual skills. It was also hypothesized that neuroticism would be negatively related to human skills and conceptual skills. A total of 145 employees participated in the self-report survey. Results showed that there was no relationship between narcissism …
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 …
The Moderating Role Of Emotional Intelligence On The Relationship Between Job Resources And Employee Engagement, Amanda Lipson
The Moderating Role Of Emotional Intelligence On The Relationship Between Job Resources And Employee Engagement, Amanda Lipson
Master's Theses
The purpose of the current study was to examine the moderating role of emotional intelligence on the relationship between job resources (i.e., perceived supervisor support and autonomy) and employee engagement. Previous research has shown that these job resources are related to employee engagement. However, little attention has been paid to the possible moderators of this relationship. Therefore, this study aimed to bridge the gap in current literature by investigating how the relationship between job resources and engagement might change as a function of a personal resource (emotional intelligence). It was hypothesized that the positive relationship between job resources (perceived supervisor …