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Full-Text Articles in Business
The Mediating Influence Of Confidence, Autonomy, And Identification On The Relationship Between Servant Leadership And Harmonious Passion, Angelica Tabares, Lise Malherbe, Kevin J. Hurt
The Mediating Influence Of Confidence, Autonomy, And Identification On The Relationship Between Servant Leadership And Harmonious Passion, Angelica Tabares, Lise Malherbe, Kevin J. Hurt
The Journal of Values-Based Leadership
The current paper explores the relationship between servant leadership and harmonious passion. Harmonious passion refers to a strong desire to freely engage in an activity and is a result of an autonomous internalization of the activity into one's identity. While passion and leadership have been generally linked, the specific relationship between servant leadership and harmonious passion is underdeveloped within the field of servant leadership research. Our paper presents a conceptual model and propositions linking servant leadership and harmonious passion through the mediating mechanisms of follower confidence, autonomy, and identification. Implications and future research are discussed.
Breaking The Chains: The Inverted-U-Shaped Relationship Between Action-State Orientation And Creativity Under Low Job Autonomy, Ronald Bledow, Jana Kühnel, Mengzi Jin, Julius Kuhl
Breaking The Chains: The Inverted-U-Shaped Relationship Between Action-State Orientation And Creativity Under Low Job Autonomy, Ronald Bledow, Jana Kühnel, Mengzi Jin, Julius Kuhl
Research Collection Lee Kong Chian School Of Business
When the social fabric of organizations limits individual autonomy, new ideas are needed that satisfy a person’s will as well as the constraints imposed by the social context. To explain when people achieve this synthesis and display creativity under low job autonomy, we examine the influence of their action-state orientation. The theory of action versus state orientation contrasts two responses people display when faced by a situation that conflicts with their will. An actionoriented response entails that people readily disengage from processing the situation and initiate goal-striving, while a state-oriented response entails that people remain focused on the situation. We …
Lessons From Psychology For Law Practice Management, Peter G. Glenn
Lessons From Psychology For Law Practice Management, Peter G. Glenn
Dickinson Law Review (2017-Present)
No abstract provided.
Getting Back To The “New Normal”: Autonomy Restoration During A Global Pandemic, Eric M. Anicich, Trevor A. Foulk, Merrick R. Osborne, Jake Gale, Michael Schaerer
Getting Back To The “New Normal”: Autonomy Restoration During A Global Pandemic, Eric M. Anicich, Trevor A. Foulk, Merrick R. Osborne, Jake Gale, Michael Schaerer
Research Collection Lee Kong Chian School Of Business
We investigate the psychological recovery process of full-time employees during the two-week period at the onset of the Coronavirus pandemic (COVID-19). Past research suggests that recovery processes start after stressors abate and can take months or years to unfold. In contrast, we build on autonomy restoration theory to suggest that recovery of impaired autonomy starts immediately even as a stressor is ongoing. Using growth curve modeling, we examined the temporal trajectories of two manifestations of impaired autonomy—powerlessness and (lack of) authenticity—to test whether recovery began as the pandemic unfolded. We tested our predictions using a unique experience-sampling dataset collected over …
Physician Assistant Burnout And Fulfillment Related To Career Development And Physician Relationship, Kari Sue Bernard
Physician Assistant Burnout And Fulfillment Related To Career Development And Physician Relationship, Kari Sue Bernard
Walden Dissertations and Doctoral Studies
Physician workforce shortages are driving increased clinical and administrative use of non-physician healthcare providers. As a result, physician assistants (PAs) may experience role expansion in a positive or negative manner. The purpose of this study was to determine if aspects of PA career development related to role expansion interacted with the quality of the collaborative physician (CP) relationship to predict PA well-being. The job demands-resources (JD-R) model was used as the theoretical foundation and the National Academy of Medicine’s conceptual model of clinician well-being was used as the conceptual framework. Research questions addressed whether PA experience level predicted well-being, and …
Psychological Underpinnings Of The Work-Site Selection Process Of Knowledge Workers, April J. Spivack, Ashay Desai
Psychological Underpinnings Of The Work-Site Selection Process Of Knowledge Workers, April J. Spivack, Ashay Desai
Organization Management Journal
As a result of technological advances, knowledge workers have become increasingly mobile; people can perform work in a variety of new locations via an assortment of new working arrangements. Knowledge workers are now faced with the question of where to work. We argue that the process of work-site selection depends on the relationship between a variety of individual factors such as motivation, cognitive and affective evaluation, and regulatory focus as they interact with self-regulatory resources. Specifically, we use a dynamic interactionist perspective to integrate components of social exchange, self-determination, regulatory focus, and selfregulation theories. The resulting conceptual model contributes to …
The Relationship Between Organizational Culture, Intrinsic Motivation, And Employee Performance: A Systematic Review And Meta-Analysis, Patricia S. Radakovich
The Relationship Between Organizational Culture, Intrinsic Motivation, And Employee Performance: A Systematic Review And Meta-Analysis, Patricia S. Radakovich
Wayne State University Dissertations
The purpose of this study was to explore the relationship between specific organizational cultural factors (autonomy and meaningful work), intrinsic motivation, and employee performance through a systematic review and meta-analysis. Three separate studies were performed, one for each predictor variable: autonomy, meaningful work, and organizational culture/climate. The meta-analyses included only studies that contained correlations for all three variables and were set in a business environment. The first study concluded that autonomy is a predictor of performance; this relationship is partially mediated through intrinsic motivation. The second study concluded that meaningful work is a predictor of performance. The third study was …
The Moderating Effects Of Praise On The Relationship Between Autonomy And Work Motivation, Alyssa Washakowski
The Moderating Effects Of Praise On The Relationship Between Autonomy And Work Motivation, Alyssa Washakowski
Honors Theses and Capstones
This study applied self-determination theory principals and the already existing links to work motivation to examine how praise would moderate the relationship between work motivation and autonomy. Previous literature has already stated that there is a positive relationship between autonomy and work motivation and also a positive relationship between praise and work motivation. A sample of 54 participants was used in a 37 question survey highlighting questions on work motivation, autonomy and praise. Our results yielded that there was in fact a significant relationship between praise moderating the effects of autonomy on work motivation. From this research it is evident …
Perceiving Freedom Givers: Effects Of Granting Decision Latitude On Personality And Leadership Perceptions, Roy Y. J. Chua, Sheena S. Iyengar
Perceiving Freedom Givers: Effects Of Granting Decision Latitude On Personality And Leadership Perceptions, Roy Y. J. Chua, Sheena S. Iyengar
Roy Chua
A perennial question facing managers is how much decision latitude to give their employees at work. The current research investigates how decision latitude affects employees'' perceptions of managers'' personalities and, in turn, their leadership effectiveness. Results from three studies using different methods (two experiments and a survey) indicate an inverted-U shaped relationship between degree of decision latitude and leadership effectiveness perceptions. The increase in leadership effectiveness perception between low and moderate decision latitude was explained by an increase in perceived agreeableness; the decrease in leadership effectiveness perception between moderate and high decision latitude was explained by a decrease in perceived …
Perceiving Freedom Givers: Effects Of Granting Decision Latitude On Personality And Leadership Perceptions, Roy Y. J. Chua, Sheena S. Iyengar
Perceiving Freedom Givers: Effects Of Granting Decision Latitude On Personality And Leadership Perceptions, Roy Y. J. Chua, Sheena S. Iyengar
Research Collection Lee Kong Chian School Of Business
A perennial question facing managers is how much decision latitude to give their employees at work. The current research investigates how decision latitude affects employees'' perceptions of managers'' personalities and, in turn, their leadership effectiveness. Results from three studies using different methods (two experiments and a survey) indicate an inverted-U shaped relationship between degree of decision latitude and leadership effectiveness perceptions. The increase in leadership effectiveness perception between low and moderate decision latitude was explained by an increase in perceived agreeableness; the decrease in leadership effectiveness perception between moderate and high decision latitude was explained by a decrease in perceived …