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Management Sciences and Quantitative Methods Commons™
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- Performance (2)
- Psychological capital (2)
- Authentic leadership (1)
- China (1)
- Employee (1)
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- Employee referral (1)
- Greenleaf (1)
- Human resource management (HRM) (1)
- Leader Characteristics (1)
- Leadership (1)
- Leader–member exchange (1)
- Mediated moderation models (1)
- Multilevel (1)
- Outcomes (1)
- Proactive Personality (1)
- Proactive Work Behaviors (1)
- Psychological Empowerment (1)
- Recruitment source (1)
- Referrer (1)
- Servant (1)
- Servant Leadership (1)
- Voluntary turnover (1)
Articles 1 - 7 of 7
Full-Text Articles in Management Sciences and Quantitative Methods
Uncovering The Nuances Of Referral Hiring: How Referrer Characteristics Affect Referral Hires’ Performance And Likelihood Of Voluntary Turnover, Jenna R. Pieper
Uncovering The Nuances Of Referral Hiring: How Referrer Characteristics Affect Referral Hires’ Performance And Likelihood Of Voluntary Turnover, Jenna R. Pieper
Department of Management: Faculty Publications
The literature on employee referral hiring gives little attention to referrers. Synthesizing two theories in the literature (the better match and social enrichment accounts), through the lens of social resources theory, I provide a conceptual and empirical breakdown of the effects of referrer quality (referrer performance at hire and referrer tenure at hire) and post-hire accessibility (referrer employment and referrer-referral hire job congruence) on referral hire performance and likelihood of voluntary turnover. I tested my hypotheses with longitudinal data from 386 referrer-referral hire pairs at the same job level in a U.S. call center over a 2-year period. Across analyses …
Impact Of Authentic Leadership On Performance: Role Of Followers’ Positive Psychological Capital And Relational Processes, Hui Wang, Yang Sui, Fred Luthans, Danni Wang, Yanhong Wu
Impact Of Authentic Leadership On Performance: Role Of Followers’ Positive Psychological Capital And Relational Processes, Hui Wang, Yang Sui, Fred Luthans, Danni Wang, Yanhong Wu
Department of Management: Faculty Publications
Authentic leadership has received considerable attention and research support over the past decade. Now the time has come to refine and better understand how it impacts performance. This study investigates the moderating role followers’ positive psychological capital (PsyCap) and the mediating role that leader–member exchange (LMX) may play in influencing the relationship between authentic leadership and followers’ performance. Specifically, we tested this mediated moderation model with matched data from 794 followers and their immediate leaders. We found that authentic leadership is positively related to LMX and consequently followers’ performance, and to a larger degree, among followers who have low rather …
A Closer Look At The Assistant (To The) Regional Manager: Personality Differences Between First And Second In Command Leaders In Organizations, Ross Benes
McNair Scholars Research Journal
Although a great deal of research has established personality differences between leaders and their followers (Lord, de Vader, & Alliger, 1986) there has been little research on how leaders at different levels of organizations may differ from one another. In particular, no research to date has examined whether or not there are personality differences between those who are first in command of their organizations and those second in command. The present study attempts to explore whether or not these differences exist in terms of both lay perceptions and in reality. The researchers in this study asked 401 individuals to contrast …
A Multilevel Examination Of Proactive Work Behaviors: Contextual And Individual Differences As Antecedents, Travis P. Searle
A Multilevel Examination Of Proactive Work Behaviors: Contextual And Individual Differences As Antecedents, Travis P. Searle
Department of Agricultural Leadership, Education and Communication: Dissertations, Theses, and Student Scholarship
In this study, the process through which individual differences (i.e., proactive personality, psychological empowerment, and servant leader characteristics at level-1) and contextual differences (i.e., servant leadership characteristics at level-2) are antecedents to proactive work behaviors (i.e., problem prevention, individual innovation, voice, and taking charge) was tested. Results indicated that psychological empowerment partially mediated the relationship between proactive personality and individual innovation. Psychological empowerment fully mediated the relationship between proactive personality and taking charge. Proactive personality was indirectly related to problem prevention, via psychological empowerment. Psychological empowerment was directly related to voice. In addition, servant leader characteristics at level-1 were positively …
Greenleaf's 'Best Test' Of Servant Leadership: A Multilevel Analysis, Robert W. Hayden
Greenleaf's 'Best Test' Of Servant Leadership: A Multilevel Analysis, Robert W. Hayden
Department of Agricultural Leadership, Education and Communication: Dissertations, Theses, and Student Scholarship
This study empirically tests Robert Greenleaf’s (1970) seminal articulation of servant leadership. The four personal outcomes he theorized (health, wisdom, freedom-autonomy, and service orientation) were tested against established dimensions of servant leadership. All correlations were significant and positive. Using multilevel analysis, the predictive strength of these servant leadership dimensions were assessed at two levels within an organization, and explained. Implications and future direction of research were discussed.
The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster
The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster
Department of Management: Faculty Publications
The value of personality test norms for use in work settings depends on norm sample size (N) and relevance, yet research on these criteria is scant and corresponding standards are vague. Using basic statistical principles and Hogan Personality Inventory (HPI) data from 5 sales and 4 trucking samples (N range = 394–6,200), we show that (a) N >100 has little practical impact on the reliability of norm-based standard scores (max=±10 percentile points in 99% of samples) and (b) personality profiles vary more from using different norm samples, between as well as within job families. Averaging across scales, T-scores based on …
More Evidence On The Value Of Chinese Workers’ Psychological Capital: A Potentially Unlimited Competitive Resource?, Fred Luthans, James Avey, Rachel Clapp-Smith, Weixing Li
More Evidence On The Value Of Chinese Workers’ Psychological Capital: A Potentially Unlimited Competitive Resource?, Fred Luthans, James Avey, Rachel Clapp-Smith, Weixing Li
Department of Management: Faculty Publications
As China continues its unprecedented economic growth and emergence as a world power, new solutions must be forthcoming to meet the accompanying challenges. We propose a positive approach to Chinese HRM that recognizes, develops and manages the psychological capital (PsyCap) of workers. After providing a brief overview of hope, efficacy, optimism, resilience and overall PsyCap in today’s Chinese context, the results of a follow-up study provide further evidence that the PsyCap of Chinese workers is related to their performance. The implications that this evidencebased value of Chinese workers’ psychological capital has for China now and into the future concludes this …