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Full-Text Articles in Social and Behavioral Sciences
Creativity And Innovation Through The Job Demands-Resources Model, Nathan Haugejorde Bjornberg
Creativity And Innovation Through The Job Demands-Resources Model, Nathan Haugejorde Bjornberg
Psychology Theses & Dissertations
Organizational innovation is key to organizations’ financial performance and long-term success (Anderson, Potočnik, & Zhou, 2014; Bowen, Rostami, & Steel, 2010). Employees drive organizational innovation through their creativity and innovation, making the understanding of how to influence these behaviors especially important. Previous research has stressed the importance of the work environment and individual differences in supporting creativity and innovation (Byron & Khazanchi, 2011; Hammond, Neff, Farr, Schwall, & Zhao, 2011; Hülsheger, Anderson, & Salgado, 2009; Hunter, Bedell, & Mumford, 2007), but results have been unclear about how this occurs (Hennessey & Amabile, 2010). This study used the job-demands resources model …
Threat Or Challenge? Intensified Job Demands And The Moderating Effect Of Differentiated Transformational Leadership, Benjamin Bass
Threat Or Challenge? Intensified Job Demands And The Moderating Effect Of Differentiated Transformational Leadership, Benjamin Bass
Psychology Theses & Dissertations
Over the past 30 years, industrialized democracies have experienced major economic change due to globalization, economic instability, and rapid technological innovation. To remain viable, organizations maximize flexibility through strategies like downsizing, just-in-time inventory, and temporary labor. Consequently, employees face heightened responsibility, variable workloads, and rising job insecurity. While these demands are stressful, at times, some may represent an exciting challenge. Recently, researchers started studying how the long-term intensification of work affects employees via intensified job demands. This dissertation builds on their efforts by exploring short-term job demand intensification. Specifically, the transactional model of stress and the job demands-resources model were …
Supervisor And Subordinate Perceptions Of Leader-Member Exchange: Examining Idiosyncratic Deals And Work-Family Experiences In A Moderated Mediation Model, Michael L. Litano
Supervisor And Subordinate Perceptions Of Leader-Member Exchange: Examining Idiosyncratic Deals And Work-Family Experiences In A Moderated Mediation Model, Michael L. Litano
Psychology Theses & Dissertations
The extant literature recognizes that subordinates in high-quality leader-member exchange (LMX) relationships experience the most favorable outcomes (Dulebohn, Bommer, Liden, Brouer, & Ferris, 2012). In exchange for their unwavering commitment and superior job performance, high LMX subordinates benefit from greater access to valuable resources (e.g., communication, support, and negotiating latitude; Gerstner & Day, 1997), which can then be used to combat job demands and facilitate accomplishment of the subordinates’ salient goals (Agarwal, Datta, Blake-Beard, & Bhargava, 2012; Hobfoll, 2001). Meta-analytic evidence suggests that LMX also has critical implications for work-family outcomes (Litano, Major, Streets, Landers, & Bass, 2016), however, the …