Academic literature on the topic 'Leader-subordinate relationships'
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Journal articles on the topic "Leader-subordinate relationships"
Li, Lan, Xingshan Zheng, Siwei Sun, and Ismael Diaz. "Does subordinate moqi affect leadership empowerment?" Leadership & Organization Development Journal 41, no. 8 (August 25, 2020): 1015–34. http://dx.doi.org/10.1108/lodj-08-2019-0351.
Full textGlasø, Lars, and Ståle Einarsen. "Experienced affects in leader–subordinate relationships." Scandinavian Journal of Management 22, no. 1 (March 2006): 49–73. http://dx.doi.org/10.1016/j.scaman.2005.09.003.
Full textChun, Jae Uk, Dongseop Lee, and John J. Sosik. "Leader negative feedback-seeking and leader effectiveness in leader-subordinate relationships: The paradoxical role of subordinate expertise." Leadership Quarterly 29, no. 4 (August 2018): 501–12. http://dx.doi.org/10.1016/j.leaqua.2017.11.001.
Full textPeng, Jian, Xiao Chen, Qi Nie, and Zhen Wang. "Proactive personality congruence and creativity: a leader identification perspective." Journal of Managerial Psychology 35, no. 7/8 (September 14, 2020): 543–58. http://dx.doi.org/10.1108/jmp-10-2018-0444.
Full textRahman, Syahrir, and Nomahaza Mahadi. "A CONCEPTUAL PAPER ON THE INFLUENCE OF MUTUAL RESPECT ON LEADER-SUBORDINATE RELATIONSHIP IN THE MALAYSIAN PUBLIC SERVICES." Journal of Science, Technology and Innovation Policy 7, no. 2 (December 29, 2021): 39–46. http://dx.doi.org/10.11113/jostip.v7n2.89.
Full textGlaso, Lars, Katrine Ekerholt, Sunniva Barman, and Stale Einarsen. "The instrumentality of emotion in leader-subordinate relationships." International Journal of Work Organisation and Emotion 1, no. 3 (2006): 255. http://dx.doi.org/10.1504/ijwoe.2006.010791.
Full textWilliams, Ethlyn, Juanita M. Woods, Attila Hertelendy, and Kathryn Kloepfer. "Supervisory influence." Journal of Organizational Change Management 32, no. 3 (May 13, 2019): 320–39. http://dx.doi.org/10.1108/jocm-10-2017-0373.
Full textDu, Bin, Bin He, Luxiaohe Zhang, Nan Luo, Xuan Yu, and Ai Wang. "From Subordinate Moqi to Work Engagement: The Role of Leader–Member Exchange in the Sustainability Context." Sustainability 15, no. 1 (December 22, 2022): 170. http://dx.doi.org/10.3390/su15010170.
Full textChiaburu, Dan S., Troy A. Smith, Jiexin Wang, and Ryan D. Zimmerman. "Relative Importance of Leader Influences for Subordinates’ Proactive Behaviors, Prosocial Behaviors, and Task Performance." Journal of Personnel Psychology 13, no. 2 (January 2014): 70–86. http://dx.doi.org/10.1027/1866-5888/a000105.
Full textAnggraeny, Petty Dita, Zainul Kisman, and Kabul Wahyu Utomo. "The relationship of the leader member exchange mediated by the perception of romantic relationships at workplace." International Journal of Research in Business and Social Science (2147- 4478) 11, no. 9 (December 25, 2022): 107–17. http://dx.doi.org/10.20525/ijrbs.v11i9.2212.
Full textDissertations / Theses on the topic "Leader-subordinate relationships"
Bradley-Cole, Kim. "Exploring subordinate leaders' implicit theories of authentic leadership : understanding the experience and contribution of leader authenticity to effective managerial relationships in large organisations." Thesis, University of Reading, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.745705.
Full textGorman, C. Allen, and Reyes D. A. Chavez. "Full Range Focus: How Regulatory Focus Influences the Relationship Between Leader Behavior and Subordinate Outcomes." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2613.
Full textDienesch, Richard M. "An empirical investigation of the relationship between quality of leader-member exchange and subordinate performance and satisfaction." Diss., Georgia Institute of Technology, 1987. http://hdl.handle.net/1853/29533.
Full textSilveira, Nereida Salette Paulo da. "Similaridades e dissimilaridades: a influência da diversidade na qualidade da relação de superiores e subordinados." Universidade Presbiteriana Mackenzie, 2007. http://tede.mackenzie.br/jspui/handle/tede/565.
Full textFundo Mackenzie de Pesquisa
The study investigated the effect of similarity and dissimilarity in characteristics of different depth levels, perceptual or real, over the superiors and subordinate relationship quality through LMX (Leader-Member Exchange) viewpoint. The characteristics investigated were gender and age at the superficial level and work family conflict at deep level. The study counted with the comparative data of 89 dyads. The results indicate the influence of general similarity perception in the quality of superiors and subordinate relationship. The stronger the similarity perceived, better the dyadic relationship. This effect increases when subordinate declares satisfied with the quality and frequency of the contact with his/her superior. Results demonstrate that similarity perception does not correspond to real similarity or dissimilarity, but this correspondence is enhanced when the contact is satisfactory.
O estudo buscou investigar os efeitos da similaridade e dissimilaridade em características de diferentes níveis de profundidade, reais ou percebidas, na qualidade da relação de superiores(as) e subordinados(as) sob a ótica da LMX (Leader-Member Exchange). As características investigadas foram gênero e idade, no nível superficial e conflito família-trabalho no nível profundo. O estudo contou com os dados comparativos de 89 díades. Os dados indicam a influência da percepção de similaridade geral na qualidade da relação de superiores e subordinados. Quanto maior a similaridade percebida, melhor a relação diádica. Este efeito é ampliado quando o(a) subordinado(a) se declara satisfeito(a) com a qualidade e a freqüência do contato com seu/sua superior(a). Resultados demonstram que a percepção de similaridade não corresponde à similaridade ou dissimilaridade real, mas esta correspondência se amplia quando o contato for satisfatório.
Huang, Mei-Ting, and 黃湄婷. "The Relationships among Leader-Subordinate Relational Identity of Subordinates, Paradox Mindset, Perceived Power Distance and Innovative Behavior." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/xxjy27.
Full text國立彰化師範大學
人力資源管理研究所
107
In the past, the relationships between leaders and subordinates were mostly discussed in terms of their interaction qualities, exchange relationships, or fits. However, in recent years some scholars have come up with the idea of “leader-subordinate relational identity,” arguing that previous studies have ignored the preconception of leaders or subordinates may also affect the behaviors of individuals in the organization. This study explored the influence of leader-subordinate relational identity, including instrumental identity and affective identity, on the innovative behavior in the perspective of subordinates; and discussed about the mediation effect of paradox mindset--a positive thinking and attitude ,explaining by social exchange theory; furthermore, probed into the moderating effect of subordinates' perceived power distance on the relationship between leader-subordinate identity and paradox mindset in paradox theory. In the study, we used convenience sampling method with a dyadic survey approach from various industries of Taiwan. The result showed: (1) subordinates' affective identity is positively associated with innovative behavior. (2) paradox mindset mediates the positive relationship between subordinates' affective identity and innovative behavior (3) subordinates' perceived power distance moderates subordinates' affective identity and paradox mindset. The implications, limitations and possible directions for future research were also indicated.
Pei-JuLiao and 廖佩如. "The Relationships among Emotional Intelligence,Emotional Labor, Job Satisfaction and burnout-Project team Leader and Subordinate dual perspective." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/08860267759634779421.
Full text國立成功大學
高階管理碩士在職專班(EMBA)
100
Under the uncertainty of international economic and increasing price of domestic oil and electronic, these issues have negative impacts on the performance of the financial market and the operating risk of the enterprise. How companies to find out the solution and prevent the risk? The key factors are to adapt project management in the business model and to build up a new system to control situation immediately, make prompt decision, and create highly return on investment in project management with the limited financial budget and time. Therefore, there are big issues of emotional management between project team leader and subordinate. The purpose of this paper aims to explore the relationship with multi-factors of the model, emotional intelligence, emotional labor, job satisfaction and burnout between project team leader and subordinate. This research effectively collects sample data from matched project team leader and subordinate in 150 companies. A total of 300 questionnaires were issued, and of the 300 returned 260 included 130 project team leader and subordinate respectively were deemed valid, yielding a ratio of 87%.We verify the hypotheses by several analyzing methods, such as descriptive statistics, factor analysis, reliability analysis, and regression analysis. There are some findings in this study and as followings: 1.It is significant influence between the emotional labor and the emotional intelligence of each project team leader and subordinate. 2.It is significant influence between the burnout and the emotional labor of each project team leader and subordinate. 3.It is significant influence between the job satisfaction and the emotional intelligence of each project team leader and subordinate. 4.It is significant influence between the burnout and the job satisfaction of each project team leader and subordinate. 5.It is significant influence between the burnout and the emotional intelligence of each project team leader and subordinate. 6.It is significant influence between the emotional labor and the emotional intelligence of each project team leader and subordinate throughout emotional labor. 7.It is significant influence between the emotional labor and emotional intelligence of each project team leader and subordinate throughout job satisfaction. 8.It is significant influence between the emotional labor of project team subordinate and the job satisfaction of project team leader.
yu-chung, Cheng, and 鄭育群. "THe relationship between leader behavior and subordinate''s morale: A preliminary study on Taiwan high school military instructor." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/91630552814084625413.
Full text元智大學
管理研究所
89
The Relationship Between Leader Behavior and Subordinate’s Morale: A Preliminary Study on Taiwan High School Military Instructor Student: Yu-chung Cheng. Advisor: Po-chien Li, Ph. D Institute of Management Yuan - Ze University ABSTRACT The purpose of the research is to explore the relationship between the leader behaviors of military instructor directors and their subordinates’ work morale. To test research hypotheses, mail survey was used to collect date from 122 high school military instructors examined in the current study include consideration and initiation of structure, and the construct of work morale was measured by three job-related attitudinal variable: job satisfaction, affective commitment, and intend to leave. The results of the study indicated that consideration behavior was positively related to subordinate’s job satisfaction, but was not associated with affective commitment and intent to leave. In contrast, initiation of structure behavior appeared to have a negative relationship with job satisfaction and affective commitment, and have a positive association with intent to leave. Research implications and suggestions for future studies are also provided in the thesis.
Lee, Cheng-En, and 李政恩. "The relationship between leader-subordinate relational identity withsubordinate pro-social organizational behavior:The individual traditionalism and modernity values as moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/8rbpcq.
Full text元智大學
經營管理碩士班(領導學程)
107
In order to explore the relationship between subordinates’ behavior in the organization with the relational identity between supervisors and subordinates, this study cuts into the view of the social cognition schema. Also, plenty of cross-cultural studies in the past have confirmed that the relationship schema is shaped by different cultural values, which is, the leader-subordinate relationship cognition of individuals will be affected under various of cultures and provide different results. Therefore, this study adopts four relational identities (equal and close, equal but distant, unequal but close, unequal and distant) by Sung-Chun Tsai (2012), which are based on the interpersonal circle theory, and desire to find out the influence of subordinates’ pro-social organizational behaviors (toward individual, organization, and leader). Furthermore, according to the cross-cultural studies, this study also proposes the traditional and modern value of the individual will be a moderator between leader-subordinate relational identity and subordinate pro-social organizational behavior. Meanwhile, this study is aimed at exploring the interaction between leaders and subordinates of enterprise organizations, as to test those above, we conduct questionnaire surveys and collect dual data of supervisors and subordinates. From the collecting data, we had recovered 157 pairs of valid questionnaires. Last but not least, this study validates relevant hypotheses using multiple regression analysis. We believe this research will contribute to the literature on the theory of leader-subordinate relational identity.
Liu, Ming-Yu, and 劉明裕. "The Relationship among Supervisor-Subordinate Similarity, Employees' Goal Orientations, Job Performance and Job Satisfaction: The Mediation Effect of the Quality of Leader-Member Exchange and the Moderation Effect of Interpersonal Skill." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/47674452191250345188.
Full text輔仁大學
管理學研究所
93
There are three purposes of this study. First, it wants to know the relationship among supervisor-subordinate similarity, employees’ goal orientations, the quality of leader-member exchange, interpersonal skill, job performance and job satisfaction in industries. Second, it wants to verify that the effects of supervisor-subordinate similarity and employees’ orientation on job performance and job satisfaction are mediated by the quality of LMX. Finally, it wants to investigate the effects of supervisor-subordinate similarity, employees’ orientation, the quality of LMX on job performance and job satisfaction are moderated by ingratiation. The sample for this study has contained 495 questionnaires from employees of electronic manufacturing industry, trading, banking and insurance industry. 410 responded questionnaires were collected, 295 of them were fully completed. First, this research found that supervisor-subordinate similarity relates positively to job satisfaction, performance orientation are relates positively to job performance, mastery orientation and the quality of LMX relate positively to job performance and job satisfaction. Second, the effects of supervisor-subordinate similarity on job satisfaction and the effects of mastery orientation on job performance are mediated by the quality of LMX. Finally, the effects of supervisor-subordinate similarity and the quality of LMX on job performance are moderated by ingratiation.
Borralho, Mariana Gouveia. "O "efeito sombra" na liderança ética: o papel moderador do narcisismo nos líderes." Master's thesis, 2015. http://hdl.handle.net/10071/14619.
Full textEste trabalho pretende contribuir para a temática da ética nas organizações no que toca ao aspeto da liderança, particularmente no que se refere às interações entre líder e subordinado. Procedeu-se à análise da probabilidade do, recente e ainda pouco conhecido na literatura, constructo "efeito sombra" se apresentar como uma dimensão da liderança ética. Nesse sentido, o objetivo deste estudo prendeu-se, inicialmente, com a confirmação da existência de associação entre ambos os conceitos e numa segunda fase, com a observação da variação desta, na presença de uma característica da personalidade dos líderes, o narcisismo. Para este efeito, foram aplicados questionários a uma amostra constituída por 185 participantes empregados e com um líder/chefia direta, onde se aferiu a sua perceção face a esta. Os principais resultados revelaram a existência de associação entre a perceção de "efeito sombra" e de liderança ética, o que confirma a hipótese geral do estudo. Foi ainda possível observar que o narcisismo pode moderar esta relação.
This work aims to contribute to the topic of ethics in organizations concerning leadership, particularly with regard to the interaction between leaders and subordinates. The possibility of the recent and still unknown construct defined in literature as "shadow effect" has been analyzed as being present as a dimension of ethical leadership. In this sense, the first goal of this study was initially related to the verification of existing correlations between both concepts and secondly, with the study of the variation of that correlation in the presence of narcissism, a personality trait of leaders. For this purpose questionnaires were applied to a sample of 185 employed individuals with a leader/manager to evaluate their perception of this personality trait. The main results show that there is an association between the perception of the “shadow effect” and ethics in leadership which confirms the general assumption of this study. It was also observed that narcissism can moderate this relation.
Books on the topic "Leader-subordinate relationships"
Relationship between the congruence of preferred and actual leader behaviors and subordinate satisfaction with leadership. 1985.
Find full textBook chapters on the topic "Leader-subordinate relationships"
Saini, Garima, and Shabnam. "Thinking Styles and Leadership Skills of Managers on Organizational Productivity." In Handbook of Research on Multidisciplinary Perspectives on Managerial and Leadership Psychology, 448–58. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3811-1.ch022.
Full textRao, Rahul. "The Nation and Its Queers." In Out of Time, 174–212. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190865511.003.0006.
Full textMcDivitt, Jordan A., Steffen G. Hagemann, Matthew S. Baggott, and Stuart Perazzo. "Chapter 12: Geologic Setting and Gold Mineralization of the Kalgoorlie Gold Camp, Yilgarn Craton, Western Australia." In Geology of the World’s Major Gold Deposits and Provinces, 251–74. Society of Economic Geologists, 2020. http://dx.doi.org/10.5382/sp.23.12.
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