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- Compliance (4)
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Articles 1 - 30 of 32
Full-Text Articles in Business
Teaching Mindfulness For The Self-Care And Well-Being Of Student Affairs Professionals, Monica G. Burke, Lacretia Dye, Aaron W. Hughey
Teaching Mindfulness For The Self-Care And Well-Being Of Student Affairs Professionals, Monica G. Burke, Lacretia Dye, Aaron W. Hughey
Lacretia Dye
The demands and expectations placed on student affairs professionals can lead to stress, burnout, a lack of work-life balance, and decreased job satisfactions. Accordingly, it could be beneficial to teach graduate students and professionals in student affairs graduate preparation program how to use self-care practices focusing on mindfulness. This mixed method study examined the perceptions of graduate students in a student affairs graduate preparation program regarding mindfulness training in increasing self-care, awareness, and coping strategies.
Introduction: Bringing Jobs Back In: Toward A New Multi-Level Approach To The Study Of Work And Organizations, M. Diane Burton, Lisa E. Cohen, Michael Lounsbury
Introduction: Bringing Jobs Back In: Toward A New Multi-Level Approach To The Study Of Work And Organizations, M. Diane Burton, Lisa E. Cohen, Michael Lounsbury
M. Diane Burton
In this paper, we call for renewed attention to the structure and structuring of work within and between organizations. We argue that a multi-level approach, with jobs as a core analytic construct, is a way to draw connections among economic sociology, organizational sociology, the sociology of work and occupations, labor studies and stratification and address the important problems of both increasing inequality and declining economic productivity.
Perceptions Of Transformational Leadership Behaviors And Subordinates' Performance In Hotels, Eric Adam Brown, Susan W. Arendt
Perceptions Of Transformational Leadership Behaviors And Subordinates' Performance In Hotels, Eric Adam Brown, Susan W. Arendt
Eric A. Brown
This study examined front desk supervisors’ transformational leadership dimensions and employees’ performance. The Multifactor Leadership Questionnaire (Avolio & Bass, 2004) and a researcher developed performance questionnaire were used. Employees from 34 hotels (83% response) in one Midwestern state participated in the study. Results indicated that front desk employees perceived their supervisors exhibited leadership dimensions of inspirational motivation and idealized influence more frequently and individualized consideration and intellectual stimulation less frequently. Front desk supervisors reported the most frequently exhibited performance areas as positive attitude, safety/care of equipment and attendance/punctuality. Least frequently exhibited performance areas were judgment and initiative/motivation. No significant relationship …
Proposed Typologies For The Dress Needs Of Nursing Mothers And Babies And Available Nursing Dress: An Evaluation Of The Relationship Between Concepts In These Typologies, Ellen Mckinney, Armine Ghalachyan
Proposed Typologies For The Dress Needs Of Nursing Mothers And Babies And Available Nursing Dress: An Evaluation Of The Relationship Between Concepts In These Typologies, Ellen Mckinney, Armine Ghalachyan
Ellen C. McKinney
In the U.S., the majority of babies are weaned from the breast by the time they are three months old (CDC, 2007) in contrast to the recommendation of “exclusive breastfeeding for about 6 months. . ., with continuation of breastfeeding for 1 year or longer” (Eidelman & Schanler, 2012). Women who feel comfortable feeding in public breastfeed longer than women who are not comfortable (Allen & Pelto, 1985). Practical advice on carrying out life roles while breastfeeding is important and requires consideration of clothing (Mulford 2008). The purposes of this study were to (1) identify and organize (a) dress needs …
Proposed Typologies For The Dress Needs Of Nursing Mothers And Babies And Available Nursing Dress: An Evaluation Of The Relationship Between Concepts In These Typologies, Ellen Mckinney, Armine Ghalachyan
Proposed Typologies For The Dress Needs Of Nursing Mothers And Babies And Available Nursing Dress: An Evaluation Of The Relationship Between Concepts In These Typologies, Ellen Mckinney, Armine Ghalachyan
Ellen C. McKinney
In the U.S., the majority of babies are weaned from the breast by the time they are three months old (CDC, 2007) in contrast to the recommendation of “exclusive breastfeeding for about 6 months. . ., with continuation of breastfeeding for 1 year or longer” (Eidelman & Schanler, 2012). Women who feel comfortable feeding in public breastfeed longer than women who are not comfortable (Allen & Pelto, 1985). Practical advice on carrying out life roles while breastfeeding is important and requires consideration of clothing (Mulford 2008). The purposes of this study were to (1) identify and organize (a) dress needs …
Proposed Typologies For The Dress Needs Of Nursing Mothers And Babies And Available Nursing Dress: An Evaluation Of The Relationship Between Concepts In These Typologies, Ellen Mckinney, Armine Ghalachyan
Proposed Typologies For The Dress Needs Of Nursing Mothers And Babies And Available Nursing Dress: An Evaluation Of The Relationship Between Concepts In These Typologies, Ellen Mckinney, Armine Ghalachyan
Ellen C. McKinney
In the U.S., the majority of babies are weaned from the breast by the time they are three months old (CDC, 2007) in contrast to the recommendation of “exclusive breastfeeding for about 6 months. . ., with continuation of breastfeeding for 1 year or longer” (Eidelman & Schanler, 2012). Women who feel comfortable feeding in public breastfeed longer than women who are not comfortable (Allen & Pelto, 1985). Practical advice on carrying out life roles while breastfeeding is important and requires consideration of clothing (Mulford 2008). The purposes of this study were to (1) identify and organize (a) dress needs …
The Construction Of Professional Identity, Brianna B. Caza, Stephanie J. Creary
The Construction Of Professional Identity, Brianna B. Caza, Stephanie J. Creary
Stephanie J. Creary
[Excerpt] The classification of ‘professions’ has been a debated topic (Abbott, 1988; Friedson 2001), with several researchers putting forth varying criteria which distinguish a profession from other occupations. Previously, an individual would be considered a professional only once they had completed and attained all of the training, certifications and credentials of a professional occupation and, of course, internalized this profession’s values and norms (Wilensky, 1964). Recently, researchers have begun to relax the criteria for classifying professional occupations, insisting only that the occupation be skill- or education-based (Benveniste, 1987; Ibarra, 1999). Furthermore, in today’s workplace, which is burgeoning with independent knowledge …
Animal Farm, Baby Boom And Crackberry Addicts, Gayle Porter, Jamie L. Perry
Animal Farm, Baby Boom And Crackberry Addicts, Gayle Porter, Jamie L. Perry
Jamie Perry
[Excerpt] In this chapter, we draw from both popular media and research support, along with anecdotal examples drawn from conversations accumulated as part of our own prior studies. Our goal is to present reminders that working hours are a personal life choice, even with external demands, but a choice that is influenced by elements of the individual’s working situation. The implications of a choice for long working hours are shown through use of two past “hard working” icons from popular media, one from the 1940s and one from the 1980s. Discussion continues into current time with an overview highlighting advances …
Post-Project Debriefings As Part Of Performance Improvement, Laura A. Sefton, Judith A. Savageau, Linda M. Cabral
Post-Project Debriefings As Part Of Performance Improvement, Laura A. Sefton, Judith A. Savageau, Linda M. Cabral
Judith A. Savageau
Blog post to AEA365, a blog sponsored by the American Evaluation Association (AEA) dedicated to highlighting Hot Tips, Cool Tricks, Rad Resources, and Lessons Learned for evaluators. The American Evaluation Association is an international professional association of evaluators devoted to the application and exploration of program evaluation, personnel evaluation, technology, and many other forms of evaluation. Evaluation involves assessing the strengths and weaknesses of programs, policies, personnel, products, and organizations to improve their effectiveness.
“Why Didn’T You Just Ask?” Underestimating The Discomfort Of Help-Seeking, Vanessa K. Bohns, Francis J. Flynn
“Why Didn’T You Just Ask?” Underestimating The Discomfort Of Help-Seeking, Vanessa K. Bohns, Francis J. Flynn
Vanessa K. Bohns
Across four studies we demonstrate that people in a position to provide help tend to underestimate the role that embarrassment plays in decisions about whether or not to ask for help. As a result, potential helpers may overestimate the likelihood that people will ask for help (Studies 1 and 2). Further, helpers may be less inclined to allocate resources to underutilized support programs than help-seekers because they are less likely to attribute low levels of use to help-seekers’ concerns with embarrassment (Study 3). Finally, helpers may misjudge the most effective means of encouraging help-seeking behavior - emphasizing the practical benefits …
For A Dollar, Would You…? How (We Think) Money Affects Compliance With Our Requests, Vanessa K. Bohns, Daniel A. Newark, Amy Z. Xu
For A Dollar, Would You…? How (We Think) Money Affects Compliance With Our Requests, Vanessa K. Bohns, Daniel A. Newark, Amy Z. Xu
Vanessa K. Bohns
Research has shown a robust tendency for people to underestimate their ability to get others to comply with their requests. In five studies, we demonstrate that this underestimation-of-compliance effect is reduced when requesters offer money in exchange for compliance. In Studies 1 and 2, participants assigned to a no-incentive or monetary-incentive condition made actual requests of others. In both studies, requesters who offered no incentives underestimated the likelihood that those they approached would grant their requests; however, when requesters offered monetary incentives, this prediction error was mitigated. In Studies 3-5, we present evidence in support of a model to explain …
Are Social Prediction Errors Universal? Predicting Compliance With A Direct Request Across Cultures, Vanessa K. Bohns, Michael J. J. Handgraaf, Jianmin Sun, Hillie Aaldering, Changguo Mao, Jennifer Logg
Are Social Prediction Errors Universal? Predicting Compliance With A Direct Request Across Cultures, Vanessa K. Bohns, Michael J. J. Handgraaf, Jianmin Sun, Hillie Aaldering, Changguo Mao, Jennifer Logg
Vanessa K. Bohns
Previous research conducted in the United States has demonstrated that help-seekers fail to appreciate the embarrassment and awkwardness (i.e., social costs) targets would experience by saying “no" to a request for help. Underestimation of such social costs leads help-seekers to underestimate the likelihood that others will comply with their requests. We hypothesized that this error would be attenuated in a collectivistic culture. We conducted a naturalistic help-seeking study in the U.S. and China and found that Chinese help-seekers were more accurate than American help-seekers at predicting compliance. A supplementary scenario study in which we measured individual differences in collectivistic and …
Once Bitten, Twice Shy: The Effect Of A Past Refusal On Expectations Of Future Compliance, Daniel A. Newark, Francis J. Flynn, Vanessa K. Bohns
Once Bitten, Twice Shy: The Effect Of A Past Refusal On Expectations Of Future Compliance, Daniel A. Newark, Francis J. Flynn, Vanessa K. Bohns
Vanessa K. Bohns
Four studies examined help-seekers’ beliefs about how past refusals affect future compliance. In Study 1, help-seekers were more likely than potential helpers to believe that a previous refusal would lead a potential helper to deny a subsequent request of similar size. Study 2 replicated this effect and found that help-seekers underestimated the actual compliance rate of potential helpers who had previously refused to help. Studies 3 and 4 explain this asymmetry. Whereas potential helpers’ willingness to comply with a subsequent request stems from the discomfort of rejecting others not once, but twice, help-seekers rely on dispositional attributions of helpfulness to …
If You Need Help, Just Ask: Underestimating Compliance With Direct Requests For Help, Francis J. Flynn, Vanessa K. Bohns
If You Need Help, Just Ask: Underestimating Compliance With Direct Requests For Help, Francis J. Flynn, Vanessa K. Bohns
Vanessa K. Bohns
A series of studies tested whether people underestimate the likelihood that others will comply with their direct requests for help. In the first 3 studies, people underestimated by as much as 50% the likelihood that others would agree to a direct request for help, across a range of requests occurring in both experimental and natural field settings. Studies 4 and 5 demonstrated that experimentally manipulating a person’s perspective (as help seeker or potential helper) could elicit this underestimation effect. Finally, in Study 6, the authors explored the source of the bias, finding that help seekers were less willing than potential …
(Mis)Understanding Our Influence Over Others: A Review Of The Underestimation-Of-Compliance Effect, Vanessa K. Bohns
(Mis)Understanding Our Influence Over Others: A Review Of The Underestimation-Of-Compliance Effect, Vanessa K. Bohns
Vanessa K. Bohns
I review a burgeoning program of research examining people’s perceptions of their influence over others. This research demonstrates that people are overly pessimistic about their ability to get others to comply with their requests. Participants in our studies have asked more than 14,000 strangers a variety of requests. We find that participants underestimate the likelihood that the people they approach will comply with their requests. This error is robust (it persists across various samples and requests) and substantial (on average, requesters underestimate compliance by 48%). We find that this error results from requesters’ failure to appreciate the awkwardness of saying …
It Hurts When I Do This (Or You Do That): Posture And Pain Tolerance, Vanessa K. Bohns, Scott Wiltermuth
It Hurts When I Do This (Or You Do That): Posture And Pain Tolerance, Vanessa K. Bohns, Scott Wiltermuth
Vanessa K. Bohns
Recent research (Carney, Cuddy, & Yap, 2010) has shown that adopting a powerful pose changes people's hormonal levels and increases their propensity to take risks in the same ways that possessing actual power does. In the current research, we explore whether adopting physical postures associated with power, or simply interacting with others who adopt these postures, can similarly influence sensitivity to pain. We conducted two experiments. In Experiment 1, participants who adopted dominant poses displayed higher pain thresholds than those who adopted submissive or neutral poses. These findings were not explained by semantic priming. In Experiment 2, we manipulated power …
Workplace Bullying: Is Lack Of Understanding The Reason For Inaction?, Sara Branch, Jane Murray
Workplace Bullying: Is Lack Of Understanding The Reason For Inaction?, Sara Branch, Jane Murray
Jane Murray
At what point is the line crossed between a series of humorous work pranks and workplace bullying? This question is actually more complex than it looks. Take the very well publicized office complaint case of David Thorne and Simon Dempsey—a story that has taken social media sites and the wider Internet by storm over the last couple of years. Although it has now been revealed that the interactions between Thorne and Dempsey are somewhat fictitious (loosely based on actual interactions between the author and a previous coworker), the behaviors and their ensuing complaints provide a lens from which this question …
The Impact Of Family Economic Structure On Dual-Earners’ Career And Family Satisfaction, Ronit Waismel-Manor, Asaf Levanon, Pamela S. Tolbert
The Impact Of Family Economic Structure On Dual-Earners’ Career And Family Satisfaction, Ronit Waismel-Manor, Asaf Levanon, Pamela S. Tolbert
Pamela S Tolbert
The present study builds on the explanatory power of the “doing gender” perspective to understand the effects of family economic structure on the family and career satisfaction of husbands and wives. Using data from a two-panel, couple-level survey of full-time employed middle-class families in the Northeastern United States, we find that when wives’ earnings increase relative to their husbands’, their career satisfaction significantly increases whereas their husbands’ is significantly depressed. In contrast, family economic structure has little effect on women’ and men’s level of family satisfaction, although we find a significant reduction in family satisfaction among couples who have recently …
Empathy Gaps Between Helpers And Help-Seekers: Implications For Cooperation, Vanessa K. Bohns, Francis J. Flynn
Empathy Gaps Between Helpers And Help-Seekers: Implications For Cooperation, Vanessa K. Bohns, Francis J. Flynn
Vanessa K. Bohns
Help-seekers and potential helpers often experience an “empathy gap” – an inability to understand each other’s unique perspectives. Both parties are concerned about their reputation, self-esteem, and relationships, but these concerns differ in ways that lead to misinterpretation of the other party’s actions, and, in turn, missed opportunities for cooperation. In this article, we review research that describes the role-specific concerns of helpers and help-seekers. We then review studies of emotional perspective-taking, which can help explain why help-seekers and helpers often experience empathy gaps. We go on to discuss recent work that illustrates the consequences of empathy gaps between helpers …
Underestimating Our Influence Over Others’ Unethical Behavior And Decisions, Vanessa K. Bohns, M. Mahdi Roghaniziad, Amy Z. Xu
Underestimating Our Influence Over Others’ Unethical Behavior And Decisions, Vanessa K. Bohns, M. Mahdi Roghaniziad, Amy Z. Xu
Vanessa K. Bohns
We examined the psychology of “instigators,” i.e., people who surround an unethical act and influence the wrongdoer (the “actor”) without directly committing the act themselves. In four studies, we found that instigators of unethical acts underestimated their influence over actors. In Studies 1 and 2, university students enlisted other students to commit a “white lie” (Study 1) or commit a small act of vandalism (Study 2) after making predictions about how easy it would be to get their fellow students to do so. In Studies 3 and 4, online samples of participants responded to hypothetical vignettes, e.g., about buying children …
Guilt By Design: Structuring Organizations To Elicit Guilt As An Affective Reaction To Failure, Vanessa K. Bohns, Francis K. Flynn
Guilt By Design: Structuring Organizations To Elicit Guilt As An Affective Reaction To Failure, Vanessa K. Bohns, Francis K. Flynn
Vanessa K. Bohns
In this article, we outline a model of how organizations can effectively shape employees’ affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect following performance failures—instead, we propose that they encourage a more constructive form of negative affect (guilt) instead of a destructive one (shame). We argue that guilt responses prompt employees to take corrective action in response to mistakes, while shame responses are likely to elicit more detrimental effects of negative affect. Further, we suggest that organizations can play a role in influencing employees’ discrete emotional reactions to the benefit of both …
Opposites Fit: Regulatory Focus Complementarity And Relationship Well-Being, Vanessa K. Bohns, Gale M. Lucas, Daniel C. Molden, Eli J. Finkel, Michael K. Coolsen, Madoka Kumashiro, Caryl E. Rusbult, E. Tory Higgins
Opposites Fit: Regulatory Focus Complementarity And Relationship Well-Being, Vanessa K. Bohns, Gale M. Lucas, Daniel C. Molden, Eli J. Finkel, Michael K. Coolsen, Madoka Kumashiro, Caryl E. Rusbult, E. Tory Higgins
Vanessa K. Bohns
Two studies of romantic couples examined the circumstances under which complementary goal-pursuit strategies (specifically, the pairing of a relationship partner who prefers to pursue goals eagerly with a relationship partner who prefers to pursue goals vigilantly) lead to positive relationship outcomes. As hypothesized, couples who reported higher levels of goal congruence (Study 1) or greater self-other overlap (Study 2) benefited from complementary regulatory focus orientations. We suggest that such benefits stem from the advantages provided by the availability of both eager and vigilant strategic preferences, which allow complementary couples to “divide and conquer” goal pursuits as a unit so that …
Implicit Theories Of Attraction, Vanessa K. Bohns, Abigail A. Scholer, Uzma Rehman
Implicit Theories Of Attraction, Vanessa K. Bohns, Abigail A. Scholer, Uzma Rehman
Vanessa K. Bohns
Sexual satisfaction is an important component of relationship well-being within romantic relationships. Yet, relatively little is known about the psychological factors that predict responses to the inevitable sexual challenges couples face. Four studies provide evidence that implicit theories of sexual attraction as either fixed or malleable predict responses to sexual challenges. In Studies 1 and 2, individual differences in these beliefs predicted (above and beyond other implicit theories, relationship beliefs, and measures of sexual desire) perceptions of success for a relationship lacking sexual chemistry. In Study 3, these beliefs predicted actual relationship outcomes in committed couples. Finally, in Study 4, …
Regulatory Focus And Interdependent Economic Decision-Making, Jun Gu, Vanessa K. Bohns, Geoffrey J. Leonardelli
Regulatory Focus And Interdependent Economic Decision-Making, Jun Gu, Vanessa K. Bohns, Geoffrey J. Leonardelli
Vanessa K. Bohns
Traditional theories of self-interest cannot predict when individuals pursue relative and absolute economic outcomes in interdependent decision-making, but we argue that regulatory focus (Higgins, 1997) can. We propose that a concern with security (prevention focus) motivates concerns with social status, leading to the regulation of relative economic outcomes, but a concern with growth (promotion focus) motivates the maximization of opportunities, leading to a focus on absolute outcomes. Two studies supported our predictions; regardless of prosocial or proself motivations, a promotion focus yielded greater concern with absolute outcomes, but a prevention focus yielded greater concern with relative outcomes. Also, Study 3 …
Underestimating Our Influence Over Others At Work, Vanessa K. Bohns, Francis J. Flynn
Underestimating Our Influence Over Others At Work, Vanessa K. Bohns, Francis J. Flynn
Vanessa K. Bohns
Employees at all organizational levels have influence over their subordinates, their colleagues, and even their bosses. But are they aware of this influence? We present evidence suggesting that employees are constrained by cognitive biases that lead them to underestimate their influence over others in the workplace. As a result of this underestimation of influence, employees may be reluctant to spearhead organizational change, discount their own role in subordinates’ performance failures, and fail to speak up in the face of wrongdoing. In addition to reviewing evidence for this bias, we propose five moderators that, when present, may reverse or attenuate the …
Liking The Same Things, But Doing Things Differently: Outcome Versus Compatibility In Partner Preferences For Joint Tasks, Vanessa K. Bohns, E. Tory Higgins
Liking The Same Things, But Doing Things Differently: Outcome Versus Compatibility In Partner Preferences For Joint Tasks, Vanessa K. Bohns, E. Tory Higgins
Vanessa K. Bohns
We propose a distinction between two types of interpersonal compatibility in determining partner preferences for joint tasks: outcome compatibility and strategic compatibility. We argue that these two types of compatibility correspond to preferences for similar and complementary task partners, respectively. Five studies support this distinction. A pilot study demonstrates that established scales for measuring attitudes and values (variables associated with similarity effects) capture more information about desired outcomes, whereas established scales for measuring dominance (the variable most widely associated with complementarity effects) capture more information about desired strategies. Studies 1a and 1b demonstrate that framing the same variable as either …
Unpacking Unintended Consequences In Planned Organizationalchanges: A Process Model, Guowei Jian
Unpacking Unintended Consequences In Planned Organizationalchanges: A Process Model, Guowei Jian
Guowei Jian
The author develops a process model of the unintended consequences in planned organizational change that draws on the structuration, organizational change, and organizational tension literatures. The model depicts the communicative actions of both senior management and employees and reveals the dynamic through which unintended consequences unfold. The model extends theoretical understandings of planned organizational change and discusses how future research can build a dialectic and dialogic model of planned change focused on employee participation. The author illustrates the model with a case study of organizational change and its unintended consequences. The article concludes with insights on change management for practitioners …
Where Do I Stand? The Interaction Of Leader–Member Exchange And Performance Ratings, Hassan Baker, Guowei Jian, Gail Fairhurst
Where Do I Stand? The Interaction Of Leader–Member Exchange And Performance Ratings, Hassan Baker, Guowei Jian, Gail Fairhurst
Guowei Jian
The congruence model of leader–member exchange (LMX) quality predicts that agreement between leader and members regarding relationship quality is associated with follower performance. However, questions remain over how cultural relational norms influence congruence. This study, based on a government-linked international joint venture in Malaysia, investigates cultural relational norms in relation to leader–member agreement on relational quality and leader evaluation of member performance. Our findings revealed that LMX quality agreement was related to in-role and extra-role performance among dyadic relationships conforming to Malaysian cultural norms. This study contributes to understanding how cultural relational norms provide conditions to the congruence model of …
In Our Own Backyard: When A Less Inclusive Community Challenges Organizational Inclusion, Beth K. Humberd, Judith A. Clair, Stephanie J. Creary
In Our Own Backyard: When A Less Inclusive Community Challenges Organizational Inclusion, Beth K. Humberd, Judith A. Clair, Stephanie J. Creary
Stephanie J. Creary
Purpose– The purpose of this paper is to build insight into how the local community impacts an organization’s ability to develop an inclusive culture. The paper introduces the concept of inclusion disconnects as incongruent experiences of inclusion between an organization and its community. Then, using the case of teaching hospitals, the paper empirically demonstrates how individuals and organizations experience and deal with inclusion disconnects across the boundaries of organization and community. Design/methodology/approach– A multi-method qualitative study was conducted in hospitals located in the same city. Focus groups were conducted with 11 medical trainees from underrepresented backgrounds and semi-structured interviews were …
The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams
The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams
Michele Williams
Drawing upon social exchange and emotion regulation theories, we develop and test a model of four specific leader behaviors directed at managing followers’ negative emotions. These leader interpersonal emotion management (IEM) strategies are posited to affect followers’ organizational citizenship behaviors performed within interpersonal relationships (OCBIs) and job satisfaction via follower perceptions of the quality of the leader-follower exchange relationship. In contrast to most current cognitive-transactional views of social exchange, here we posit that some, but not all, leader emotion management behaviors promote and strengthen the leader-member exchange (LMX) relationship. Specifically, we contend that followers’ perception of problem-focused leader emotion-management strategies …