Dissertations / Theses on the topic 'Subordinate'
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Minnen, Molly E. "The Association of Subordinate Perceptions of Supervisor Recovery with Subordinate Recovery Outcomes." Thesis, Virginia Tech, 2020. http://hdl.handle.net/10919/96430.
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Recent literature surrounding the process of recovery from work and work-related demands has included the supervisor as a key variable influencing how and if employees recover from work. Recovery represents the return of personal resources to their pre-work levels and is typically conceptualized as taking place during non-work time (e.g., at night after work, weekends, holidays). It is theorized to take place through four main recovery experiences: psychological detachment from work, relaxation, mastery experiences, and control over leisure time. This study extends the literature surrounding recovery experiences to include subordinate perceptions of supervisor recovery as a potential predictor of subordinate recovery and well-being. Participants (N=252) completed three time-lagged surveys and reported their perceptions of their supervisor’s recovery (Time 1), their own recovery (Time 2), and their feelings of vigor and fatigue (Time 3). Perceived supervisor recovery was empirically distinguishable from supervisor support for recovery and provided incremental validity in predicting subordinate recovery beyond this support perception. These results bolster the conclusion that supervisor recovery can spillover to directly influence subordinate recovery.M.S.
Recent research has focused on how the supervisor may influence how and if subordinates are able to rest and recover from the demands they face at work. The process of recovery from work is usually thought to take place during time away from work (e.g., at night after work, weekends, holidays) and is thought to occur through four experiences: psychological detachment from work (cutting mental and physical ties with work), relaxation (positive mood and low effort), mastery experiences (building skills or hobbies), and control over leisure time (being able to decide how to spend one’s time). This thesis extends previous work to include subordinate perceptions of how his / her supervisor is recovering from work as a potential predictor of subordinate recovery and recovery related outcomes. Participants (N=252) completed three surveys over the course of four weeks and reported their perceptions of their supervisor’s recovery (Survey 1), their own recovery (Survey 2), and their feelings of vigor and fatigue (Survey 4). Subordinate perceptions of the mastery and control of their supervisor was related to subordinate mastery and control above and beyond existing measures of how the supervisor may influence subordinate recovery. These results suggest that the supervisor may be an important role model in how subordinates recover.
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Mameesh, Rania Hussein. "Symbiotic Subordinate Threading (SST)." College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/6732.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2007.Thesis research directed by: Electrical Engineering. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Ashkanasy, Neal M. "Supervisors' responses to subordinate performance /." Online version, 1989. http://bibpurl.oclc.org/web/32903.
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Walker, Steven E. "Leadership attributions of subordinate absenteeism." Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94494.
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The present research examined whether the attributions a supervisor makes in response to subordinate absenteeism are influenced by a subordinate's prior absence history, the nature of the subordinate's excuse, and the outcomes of the absence episode. In addition, this study investigated the effects these absence variables have on supervisors' selection of both appropriate absence labels (excused vs. unexcused), and the type of disciplinary action taken. 160 psychology students and 85 MBA candidates from a large Southeastern university were given a scenario describing a hypothetical absence episode, and completed a questionnaire pertaining to the dependent measures above. Results of multivariate analyses of variance conducted on measures of attributions, absence labels, and disciplinary actions supported the hypotheses that (a) prior absence histories based on a high frequency of absences and subordinate excuses for absences due to visiting friends will result in more internal attributions, unexcused absence labels, and more severe forms of disciplinary action taken by the supervisor; while (b) prior absence histories based on a low frequency of absences and subordinate excuses due to a child's accident will result in external attributions, excused absence labels, and less severe forms of disciplinary action. The consequences of absenteeism did not have an effect on subjects' attributions, and only marginally influenced subjects' absence labels and sanction decisions. Results of regression analyses also supported the hypotheses that the type of attribution a supervisor makes will directly influence the chosen absence label, and the absence label will, in turn, influence the type of disciplinary action taken. Implications of the study's findings for future absence research are discussed.M.S.
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Olsson, Bruno. "Subordinate clauses in Kashaya Pomo." Thesis, Stockholms universitet, Institutionen för lingvistik, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-64493.
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The present study analyzes subordinate clauses in Kashaya (Pomoan; Northern California). Subordinateclauses have not received any substantial attention in the literature on Kashaya, and the aim of the study istherefore to provide a general description of the morphosyntactic characteristics of some of the mostimportant subordinate clause types. Data was mainly taken from two sources: a collection of transcribedtexts (Oswalt 1964) and the manuscript of an unfinished dictionary (Oswalt, no date), from whichsentences that appeared to consist of combinations of two or more clauses were extracted. In order todetermine whether the constructions found in these sentences involved subordination, they wereexamined in accordance with the parameters proposed in Lehmann (1988). These parameters includerestrictions on word order, reduction of the grammatical categories expressed on the subordinate verb andthe presence of nominal morphology (e.g. case marking) on the subordinate verb. This investigationresulted in the identification of a number of subordinate clause types, of which seven are presented in thestudy: three complement clause constructions, one relative clause construction and three adverbialconstructions. Subordinate clauses are characterized by strictly verb-final word order and partialmorphological reduction. The study also provides a more thorough analysis of relativization strategiesand of the clausal nominalizations involved in several of the constructions that are examined.
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Koller, Kimberly Anne. "Effects of supervisor-subordinate exchange relationship quality on subordinate self-efficacy mediated by performance feedback." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2001.
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The quality of the relationship between supervisors and subordinates strongly influences a variety of important work-related attitudes and behaviors, which consequently impact organizational effectiveness.
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Noland, Timothy L. "Affinity-seeking and superior-subordinate communication /." free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9901266.
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Wood, Victoria Jane. "Subordinate kinship : families living with incarceration." Thesis, Durham University, 2008. http://etheses.dur.ac.uk/1929/.
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This thesis explores the relationships and kinship practices of women, in the North of England who have a husband or partner in prison. In particular it focuses on how kinship in the context of incarceration is subordinate. The study is addressed from the perspective of the mothers of prisoners' children who are the wives and partners of prisoners. The study derives from qualitative ethnographic research which was undertaken between May 2004 and September 2005. During this time participant observations at the Visitors' Centres of a category B male local prison and a High Security Estate prison were conducted as a means of gaining valuable insights into the way in which the rules and regulations of the prison establishment govern the different forms of contact between prisoners and their families. This was supported by unstructured in-depth interviews with eleven women who were the wives or partners of male prisoners with the aim of collecting more detailed biographical case study data, focusing on their experiences. The issues which this thesis addresses and which derived from the research data collected were questions concerning what is the relationship between the family and the prison; how the tensions between exacting justice and the families welfare impact on health and well-being of mothers and their perception of the impact on their children, the effect of incarceration on kinship practices, and the extent to which incarceration influences the lives of these women beyond the institutional setting, with emphasis placed on their relationships and social networks. The theoretical focus of the study is orientated towards a contextualisation of the family and the use of imprisonment in both a contemporary and historical context, drawing, in particular, on the work of Foucault and his ideas concerning discipline and surveillance. The themes used revolve around, experiences of separation, notions of exchange and gift giving, ideas of the Visitors' Centre as a liminal space, secondary prisonization, and stigma. The conclusions drawn bring these ideas together to show how 'a subordinate kinship' is manifest in this context.
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Laubitz, Zofia. "Coordinate and subordinate conjunctions in children's texts." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=75958.
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This thesis examines the use of conjunctions in texts, and in particular their function as a marker of text type. Children's acquisition of this aspect of conjunction usage is the main focus. An examination of the characteristics of various text types and the nature of coordinate and subordinate conjunctions in English serves as a framework within which the experimental evidence from adults and children (aged three to five) is considered. Three types of texts--conversation, narratives, and game explanations--were collected. It was found that both the types of conjunctions used and the frequency of conjunctions as a class vary according to text type; conjunctions are much more frequent in narratives and explanations than in conversation. It is shown here that pragmatic or cognitive factors cannot account for these findings; they can only be explained as a function of text type. The data from the children provide evidence that their conjunction usage is also constrained by text type, although their patterns of use are not exactly the same as the adults'. The results indicate that by age five children have a definite conception of text as a linguistic entity.
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Callaghan, Caroline Anne. "Verbal leader behaviour in manager-subordinate interactions." Thesis, University of Bradford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.357550.
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Turner, Gillian. "Abusive supervision : subordinate versus co-worker perceptions." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/62687.
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Research purpose: The purpose of the study is to investigate the extent to which supervisors are universally perceived as abusive across those they supervise. I propose social learning theory and social information processing theory as theoretical bases for understanding collective impression formation among subordinates reporting to the same supervisor. The study, therefore builds on a growing body of abusive supervision literature by analysing intraclass correlations between subordinates' and their co-workers' perceptions of the same supervisor. Research motivation: Studies that examine whether or not subordinates of the same supervisor have similar perceptions of abuse are in short supply. Therefore, this study examines the possibility of objective impression formation with regards to abusive supervision so as to answer the question: Do subordinates and their co-workers mutually perceive the extent to which a supervisor's behaviour is abusive? Research design, approach and method: This study follows a cross-sectional approach to investigate the extent to which subordinates of the same workgroup mutually perceive their supervisor's behaviour as abusive. Purposive sampling was employed to recruit full-time employed Master's of Business Administration (MBA) students from six respected universities in the United States (US). Purposive sampling was further aided by snowball sampling where each subordinate was asked to get two of their own co-workers involved in the study. A total of 1,029 surveys were distributed and 693 completed surveys were returned. The final sample consisted of 210 sets of surveys where responses were received from the focal subordinate and two of his or her co-workers. An intraclass correlation coefficient (ICC) analysis was conducted to determine the strength of intra-group agreement regarding abusive supervision perceptions. Main findings: The results indicate that there is agreement between subordinates' and their co-workers' perceptions of abusive supervision as no significant differences were found between these two groups' assessments of the same supervisor's behaviour. The null hypothesis was accepted. A non-hypothesized finding is that dyadic tenure appears to influence the extent to which supervisory abuse is observed. That is, subordinates and their co-workers may view the same supervisor in the same light, the longer the duration of the supervisor-subordinate relationship. Limitations: The results should be interpreted, bearing in mind that there is limited literature available on abusive supervision at the group level. Furthermore, the results should be considered with caution as the perceptions of abusive supervision were only examined at one point in time, the use of snowball sampling method may be associated with the possibility of sampling bias, and that dyadic tenure was measured with a categorical response (i.e., not treated as a continuous variable). Finally, the results may not be generalisable to the South African context. Future research: It is suggested that future studies should investigate abusive supervision as a group-level phenomenon as few such studies currently exist. Additionally, future studies should examine the extent to which social learning and social information processing approaches contribute to the establishment of mutual perceptions about supervisory abuse. Researchers may also investigate the occurrence of abusive supervision at the group level through the lens of an alternative theoretical framework such as social identity theory.Dissertation (MCom)--University of Pretoria, 2017.
Human Resource Management
MCom
Unrestricted
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Redmond, Matthew R. "The influence of leader behavior on subordinate creativity." Diss., Georgia Institute of Technology, 1990. http://hdl.handle.net/1853/30668.
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Sager, Lora Lee. "Perceptual correspondence in the superior-subordinate work dyad." PDXScholar, 1986. https://pdxscholar.library.pdx.edu/open_access_etds/3700.
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The purpose of the present investigation was to provide a clearer understanding of how various levels of perceptual correspondence are associated with one another and with performance appraisal. Specifically, the present study focused on the variable of accuracy in an attempt to discover its relative importance to performance appraisal. Also of interest was the relationship between accuracy and agreement.
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Castro, Lucas Crivelenti e. "Novíssima dependência : a subordinação brasileira ao imperialismo no contexto do capitalismo financeirizado /." Rio Claro, 2019. http://hdl.handle.net/11449/191030.
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Orientador: Angelita Matos SouzaResumo: A presente dissertação analisa a inserção subalterna do Brasil no período da financeirização, cuja base de estudo foca-se nos aspectos internos e externos da estrutura e das relações do capitalismo dependente brasileiro. Para isso, antes da interpretação do paradigma da dependência atual, buscamos identificar as relações políticas e econômicas entre os países hegemônicos e os periféricos. Assim, primeiramente, procuramos analisar a ascensão, consolidação e materialização do imperialismo, desde a análise do fenômeno realizada pelos autores clássicos até o debate contemporâneo. Em segundo lugar, procuramos conceituar a questão histórica da dependência e como ela aparece nas relações domésticas e estrangeiras do Brasil com os países de capitalismo avançado, sobretudo os Estados Unidos. Por último, penetramos nos estudos da estrutura da inserção subordinada do país às finanças globalizadas, principalmente no que tange as questões da abertura comercial, da liberalização financeira, das políticas econômicas de viés liberal – tripé macroeconômico – e das modificações no marco civil regulatório do país, o que, por sua vez, ratificou a metamorfose brasileira na direção da especialização da valorização internacional de capital financeiro.
Abstract: This dissertation analyzes the subordinate insertion of Brazil in the period of financialization, whose basis of study focuses on the internal and external aspects of the structure and relations of Brazilian dependent capitalism. Therefore, before interpreting the current dependency paradigm, we seek to identify the political and economic relations between hegemonic and peripheral countries. Thus, firstly, we seek to analyze the rise, consolidation and materialization of imperialism, from the analysis of the phenomenon performed by the classical authors to the contemporary debate. Secondly, we seek to conceptualize the historical issue of dependence and how it appears in Brazil's domestic and foreign relations with advanced capitalist countries, especially the United States. Finally, we have studied the structure of the country's subordinate insertion to globalized finance, especially with regard to trade liberalization, financial liberalization, economic policies of liberal bias and changes in the country's regulatory civil framework.
Mestre
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Caruso, Lisa. "Employee Promotability: The Effect of Manager/Subordinate Work Proximity." Diss., Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/500428.
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Business Administration/Human Resource ManagementD.B.A.
Despite the abundance of past research that has been conducted on various antecedents leading to promotability - "the favorability of an employee's advancement prospects" (Greenhaus, Parasuraman & Wormley, 1990), there is a paucity of research on the role that work proximity plays in determining an employee’s promotion into leadership positions. This research study looks to understand what role work proximity plays in the ability for a subordinate to be promoted into a leadership role. Leader member Exchange Theory and Signaling Theory all point to trust, perceived similarity and upward impression management as the antecedents having the most effect on the subordinate’s ability to be promoted into a leadership role when they do not physically work from the same location as their manager. The first phase of this research study aims to validate and refine those antecedents in a single case study using a qualitative and exploratory approach. As a result of the pilot study, trust was moved to control variable, informal interaction was added as a new antecedent and work proximity was changed from a moderating variable to a main effect variable. Additionally, perceived similarity and perceived positive impression were also identified as possible mediating variables. The results of this research study have shown that the extent to which a manger can physically “see” or “notice” their subordinate regardless of their physical work location, being co-located or not, is related to the manager’s assessment of the subordinates promotability. This finding answers the research question: What role does work proximity to one’s manager play in employees being promoted into leadership roles?
Temple University--Theses
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Young, Andrew John. "Subordinate tactics in cooperative meerkats : helping, breeding and dispersal." Thesis, University of Cambridge, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.616070.
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Maslyn, John M. "Organizational justice in the context of the supervisor-subordinate relationship." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29338.
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Vance, Thomas W. "Subcertification and relationship quality : effects on subordinate effort and justification /." Thesis, Connect to this title online; UW restricted, 2007. http://hdl.handle.net/1773/8831.
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Jervis, William. "Transformational leadership in police sergeants and burnout in subordinate officers." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3644129.
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Burnout among police officers has been recognized as a problem by organizational psychologists, other social scientists and practitioners. In one analysis, policing represented 2% of the occupations that were researched to establish a relationship with burnout. New lines of research are being developed to examine the contribution of management and supervisory behaviors to stress and burnout. This study investigates the relationship between transformational leadership styles of police sergeants and burnout in their subordinate officers. Burnout was measured across three dimensions: Emotional exhaustion, Depersonalization, and Diminished Personal Accomplishment using the Maslach Burnout Inventory - Human Services Survey (MBI-HSS, 1991). Transformational leadership was measured using the Transformational Leadership Questionnaire, Public Sector Research Version (TLQ-PSRV, 2001). This instrument assesses leadership using 6 scales: Showing Genuine Concern, Networking and Achieving, Enabling, Being Honest and Consistent, Being Accessible, and Being Decisive. Leadership scores were correlated with the dimensions of burnout and Networking and Achieving as well as Being Honest and Consistent were found to be significantly related to Diminished Feelings of Accomplishment at the p = .05 level.
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Ren, Run. "Quality of supervisor-subordinate relationship, cultural values, and organizational justice." online access from Digital Dissertation Consortium, 2007. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3296523.
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Badinelli, Kimberle A. "The effects of managerial behavioral characteristics on subordinate job satisfaction." Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-12162009-020135/.
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Carter, Marta L. "Manager-subordinate exchange relationships : investigation of a manager behavior model /." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-02052007-072445/.
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Brownlee, Elizabeth Ann. "An investigation of the multidimensionality of supervisor- subordinate exchange relationships." Diss., Virginia Tech, 1991. http://hdl.handle.net/10919/39032.
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This field study investigated the supervisor's and subordinate's perception of the LMX relationship and
organizational outcome variables. The major purposes of this study were: (1) to determine whether the dyad is the appropriate level of analysis for the examination of supervisor-subordinate relationships, (2) to determine what qualities are important in defining negotiating latitude, the most commonly used measure of LMX, and (3) to determine whether these qualities would be better predictors of
organizational outcome variables than negotiating latitude.
Ninety-five supervisor-subordinate dyads from 20 supervisor groups in a department of a regional telephone company completed questionnaires. Congruence was found between the subordinates' and supervisors' perception of the LMX relationship and several outcome measures. That is, dyaq means were found to represent LMX relationships when within and Between Analyses (WABA) were employed to test the dyad (e.g., LMX) versus group (e.g.! ALS) level of analysis. This study also found that Dienesch and Liden's (1986) proposed dimensions of loyalty, liking, and competence were related to negotiating latitude at the dyad level. In addition. loyalty, liking, and competence were better
predictors of overall satisfaction, work satisfaction, growth satisfaction, turnover intention, and supervisor performance rating than negotiating latitude alone.Ph. D.
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Zimmerman, Jeffrey R. "The Impact of Supervisor-Subordinate Exchange on State Government Employees." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1561.
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Interactions such as task assignments and communications between supervisors and subordinates have unintended negative consequences on subordinates such as alienation of subordinates that are not members of the 'in' group. These relations are determined by the quality of the leader-member exchange (LMX) between supervisor and subordinate. The purpose of this study was to examine the impact of supervisor-subordinate exchange on state government employees by understanding the essence of these exchanges in state government agencies. The theoretical foundation of this phenomenological study was Graen and Uhl-Bien's conceptualization of LMX. Data were collected through 12 semi structured interviews with subordinates from the North Carolina Motor Vehicle Driver's License Section. This group of employees from the NC DMV were selected because of the geographical convenience to conduct interviews with participants. Supervisors were not interviewed for this study because the focus was the perceived effect on the employees' performance, motivation, and attitudes. The data were coded and analyzed using a modified Stevick-Colaizzi-Keen method. The results of this study supported that supervisor-subordinate exchanges can influence subsequent behaviors in government employees. This study may have future policy implications in that the results can be used to influence new policy or revise current policies concerning supervisor training within local, state, and federal government agencies. Organizations that comprehend how and why supervisor-subordinate exchanges impact them can revise training for both management and employees, improve communication and relationship skills, and reduce negative effects from these exchanges to promote positive social change.
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DeRosia, Mark P. "Police Chiefs' Perceptions of Supervisors' Membership in Subordinate Officers' Unions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6415.
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Police supervisors who enjoy membership in their subordinates' police union may contribute to organizational discord by failing to enforce organizational policy among their subordinates. The purpose of this multiple case study was to examine the perceptions of 9 municipal chiefs from a west coast state in the United States regarding how supervisors' membership in their subordinates' police union affects policy enforcement and how supervisor enforcement of policy may impact police officer discipline. The conceptual framework was based on dual-commitment conflict theory. Data were collected using semi structured interviews and e-mail questionnaires. Data were member checked and cross-interpreted through coded analysis. Findings indicated that supervisors' membership in their subordinates' police union affected disciplinary outcomes. Participants' recommendations to address dual-commitment conflict included removal of supervisors from their subordinates' union, removal of supervisors' investigative duties, and outsourcing of critical investigations involving subordinates. The implications for social change can be observed in increased organizational transparency and police accountability, which may assist in enhancing police-community relationships.
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Tilley, Gail. "Stress, wellness and subordinate service roles in female cabin attendants." Master's thesis, University of Cape Town, 1989. http://hdl.handle.net/11427/15870.
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Bibliography: pages 201-214.Stressful aspects of work and non-work life were investigated amongst 101 female cabin attendants (CAs) who had worked at the South African Airways on either internal or external crew for a minimum of three years. A particular focus was on the subordinate service role of CAs. The research design consisted of different complementary phases. Firstly, extensive interviews were conducted with supervisors and co-ordinators, in order to gain background information on the organization and on the work of a CA. Secondly, semi-structured interviews of about 30 to 60 minutes duration were conducted with CAs while they were on stand-by duty. Thirdly, after the interview each one was asked to complete a self-report questionnaire which contained scales, to be returned at a later stage.
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Mak, Kit-man. "A functional approach to subordinate relations in legal translation (Chinese-English)." Click to view the E-thesis via HKUTO, 2010. http://sunzi.lib.hku.hk/hkuto/record/B43959209.
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Mak, Kit-man, and 麥潔雯. "A functional approach to subordinate relations in legal translation (Chinese-English)." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B43959209.
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Powell, Jeff. "Subordinate financialisation : a study of Mexico and its non-financial corporations." Thesis, SOAS, University of London, 2013. http://eprints.soas.ac.uk/17844/.
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Geldenhuys, Daleen Martie. "The relationship between emotionally intelligent leaders and subordinate motivation / Daleen Geldenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/4200.
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Kwok, Wai Paik. "Subordinate—leader trust in mergers and acquisitions in multicultural emerging economies." Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0229.
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Cette thèse met en lumière la confiance dans les nouvelles relations entre un subordonné et sa hiérarchie qui s’établissent après une fusion-acquisition (fusac) dans un pays émergent multiculturel. Un grand nombre de chercheurs s’est intéressé à la question du taux d’échec de plus de 50% des fusac. De nombreuses difficultés caractérisent le processus d’intégration d’une entreprise après son acquisition, y compris pour les employés. L’établissement de la confiance est un facteur clé du succès. S’appuyant sur des travaux effectués sous l’angle culturel des fusacs, ces trois essais traitent d’une lacune dans la connaissance de la dynamique de confiance et de la dynamique culturelle lors de l’intégration d’entreprises dont le personnel est multiculturel. L'essai 1 développe un cadre théorique pour l’étude de la confiance d’un subordonné issu d’une entreprise multiculturelle acquise envers la direction des acquéreurs étrangers, sur la base de la similitude ethnique ou religieuse. L’essai 2 teste plusieurs hypothèses sur la (dis)similitude religieuse et la confiance à partir du cadre théorique élaboré, modérées par trois facteurs spécifiques à l’acquisition. L’essai 3 examine la dynamique culturelle et la dynamique de confiance au travers de deux études de cas : une acquisition malaisienne locale comparée à l’acquisition d’une entreprise malaisienne par une entreprise sud-africaine. L’analyse par abduction de 35 interviews d’employés des entreprises acquéreuses et acquises met en évidence que la perméabilisation des frontières managériales a facilité le développement de la confiance entre les subordonnés et leur directionThis dissertation illuminates trust in new subordinate—leader relationships arising from mergers and acquisitions (M&As) in multicultural emerging economies. A large body of researchers has probed the notorious M&A failure rate of over 50%. Complexity and uncertainty characterize post-acquisition integration including for the personnel. Trust is a key success factor. Building on research into the cultural perspective of M&As, three related essays address a knowledge gap in trust and cultural dynamics when integrating firms with multicultural personnel. Essay 1 develops a theoretical framework of multicultural acquired-firm subordinate trust in foreign acquirer leaders, based on ethnic or religious similarity. The M&A concept of multiculturalism is combined with self-categorization and similarity-attraction theories to explicate how subordinates alleviate integration uncertainty to develop trust. Essay 2 tests religious (dis)similarity—trust hypotheses from this framework, moderated by three acquisition-specific factors. Policy-capturing data from 411 multifaith Malaysian personnel demonstrates the nuanced role of religion as a catalyst (constraint) of trust in cross-border M&As. Essay 3 examines the cultural and trust dynamics in two case studies, comparing a domestic Malaysian acquisition and a South African—Malaysian acquisition. Abductive analysis of 35 interviews of acquirer and acquired-firm personnel reveals that managerial boundary spanning facilitated subordinate—leader trust development. Paradoxically, integrating the domestic rather than cross-border acquisition was more complex when within-country religious diversity and linguistic diversity are considered
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Banerjee, Mili. "Subordinate Perception of Leadership Style and Power: A Cross-Cultural Investigation." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1253769052.
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Eschleman, Kevin. "THE EFFECTS OF CAUSAL ATTRIBUTIONS ON SUBORDINATE RESPONSES TO SUPERVISOR SUPPORT." Wright State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=wright1310416190.
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Ervin, Joanne Jocha. "The effectiveness of power enactment by superiors in superior-subordinate dyads /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487322984313232.
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Akin, Kazim Yigit. "Examining factors that influence subordinates’ willingness to connect with supervisors on Facebook through the lens of communication privacy management theory." Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/35813.
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Master of ArtsDepartment of Communication Studies
Gregory Paul
Over the last decade, people have been able to access and use the Internet quickly and easily though several types of advanced technologies. Social networking sites (SNS) have attracted millions of users from all over the word and have become a part of their social and work lives. As the most popular SNS, Facebook.com has been leading the SNS market with 1.86 billion monthly active users (Facebook, 2017). Facebook has also been adopted by workplaces. Individuals in the workplace use Facebook for several reasons, such as staying in touch with colleagues. This integration of SNSs into people’s work life has led to personal and professional boundaries being blurred and created privacy dilemmas. This study examines factors that influence subordinate’s willingness to accept a Facebook friend request from their supervisor, using the theoretical lens of communication privacy management (CPM). Overall, 231 individuals who have a Facebook account and work at either a full-time or part-time job completed an online survey. A positive relationship was found between subordinates’ willingness to accept a Facebook friend request from a supervisor and subordinate communication satisfaction with a supervisor. This study’s results indicate that alterations in Facebook content, and being more open through privacy management practices do not predict subordinates’ willingness to accept supervisors’ Facebook friend request. Further, subordinates’ communication satisfaction with their supervisor did not influence subordinates’ content alterations of Facebook, such as deleting previously posted media content, wall posts, modifying profile information, or removing status updates. This thesis ends with a discussion of the implications of Facebook connections between subordinates and supervisors. This study also provides insights on the intersections of use of SNS, workplace use of SNSs, workplace relationships, and communication privacy management theory.
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Karres, Matthew G. Richardson Michael. "Innovation from below the role of subordinate feedback in irregular warfare operations /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA392863.
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Karres, Matthew G., and Michael Richardson. "Innovation from below: the role of subordinate feedback in irregular warfare operations." Thesis, Monterey, California. Naval Postgraduate School, 2001. http://hdl.handle.net/10945/10891.
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Of the numerous variables that impact the outcome of irregular warfare operations, leadership is one of me most critical. Irregular operations require decentralization and the freedom of the local commander to create local solutions to the situations that he faces. These local solutions can have a dramatic and positive effect on the outcome of irregular military operations. A review of cases that span a century of US irregular warfare operations provides evidence that, at times, the military hierarchy did allow subordinates to innovate and did listen to their recommendations, with positive outcomes as a result. This evidence also illustrates, however, that the military has failed to institutionalize these lessons and is prone to have to re-learn them from conflict to conflict, and at times this relearning process has resulted in the failure of an operation. Leaders must ensure that innovation and feedback are a part of the conduct of irregular warfare operations. This thesis will illustrate that the doctrine and culture of the United States military does not provide for the systematic analysis and exploitation of subordinate innovation. The purpose of this thesis is to clearly articulate the important role that innovation and feedback from subordinates can have on the outcome of operations. The cases put forth to illustrate these points are the Philippines (1898-1902), Vietnam, and El Salvador. The goal is to draw conclusions and make recommendations on how the US military might better capture and utilize subordinate feedback and innovation in future operations.
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Patterson, Roger. "A theological foundation and workshop for subordinate leaders in the local church." Theological Research Exchange Network (TREN) Access this title online, 2006. http://dx.doi.org/10.2986/tren.049-0474.
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Johnson, Melissa Ann. "Subordinate saints : women and the founding of Third Church, Boston, 1669-1674." PDXScholar, 2009. https://pdxscholar.library.pdx.edu/open_access_etds/3662.
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Although seventeenth-century New England has been one of the most heavily studied subjects in American history, women's lived experience of Puritan church membership has been incompletely understood. Histories of New England's Puritan churches have often assumed membership to have had universal implications, and studies of New England women either have focused on dissenting women or have neglected women's religious lives altogether despite the centrality of religion to the structure of New England society and culture.
This thesis uses pamphlets, sermons, and church records to demonstrate that women's church membership in Massachusetts's Puritan churches differed from men's because women were prohibited from speaking in church or from voting in church government. Despite the Puritan emphasis on spiritual equality, women experienced a modified form of membership stemming from their subordinate place in the social hierarchy.
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Melvin, Frank. "The Perceptions of Managers Relating to Subordinate Productivity in Virtual Work Arrangements." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1226.
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Some managers tend to resist virtual work and find it challenging to manage the productivity of subordinates working virtually. This phenomenological study examined managers' perceptions of subordinate productivity in virtual work arrangements. Adaptive structuration theory and McGregor's X and Y theory guided this study. The primary research questions focused on the managers' perceptions of worker productivity in virtual work arrangements and the related challenges. Data collection included semistructured interviews with 40 business managers responsible for overseeing the productivity of virtual workers. The study was conducted in the Atlanta, Georgia metropolitan area. Utilizing the Stevick'Colaizzi'Keen method of data analysis, 3 primary themes emerged: (a) subordinate productivity was not negatively affected by the use of virtual work arrangements, (b) virtual work arrangements posed challenges for managers responsible for overseeing virtual worker productivity with the lack of face'to'face interaction identified as the most significant, and (c) there was managerial support for the use of virtual work arrangements. Social change implications, given the findings, include an increased awareness of worker productivity in virtual work arrangements, which could lead to increased opportunities for individuals to work in a virtual setting. The increase in virtual work arrangements benefits society by reducing fuel consumption, road congestion, and related pollutants. Organizational leaders can use the findings from the study to develop business strategies to sustain virtual worker productivity and address the related challenges to improve the quality of life for managers of virtual workers.
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Pope, Theodosia Yvette. "Effects of the Authentic Leadership Style on Job Satisfaction in Subordinate Employees." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5404.
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Prior studies examined the importance of good leadership skills for those in leadership positions; however, this study addressed a gap in literature regarding how leadership characteristics in supervised employees can impact job satisfaction. The purpose of this quantitative study was to assess the influence of authentic leadership on leader, coworker, task, and general job satisfaction. Authentic leadership emerged from the theory of positive psychology which surmises that self-growth coincides with a focus on the development of others and is based on the premise that individual improvement is gained by focusing on positive personality aspects. Online recruitment using a participant pool and social media was used to sample adults who have been employed either full or part-time, can read English, and have been under supervision while at work. Participants (N = 138) completed the Authentic Leadership Questionnaire and the Job Descriptive Index. Research questions were addressed by using 4 logistic regression models to show the relationship between the independent variable (authentic leadership) and each of the 4 dependent variables (coworker satisfaction, general job satisfaction, task satisfaction, and leader satisfaction). The results of this study were that a significant association existed between authentic leadership and coworker satisfaction, as well as general job satisfaction, but not between authentic leadership and task satisfaction or leader satisfaction. Implications for positive social change include the improvement of human resource processes. Human resource professionals could use authentic leadership in employee recruitment by gearing onboarding assessments to authenticity constructs such as ethical conduct and transparency. In addition, employee training designed around authentic traits may reduce job-related stress, absenteeism, and job turnover.
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Gregory, Jane Brodie. "Employee Coaching: The Importance of the Supervisor/Subordinate Relationship and Related Constructs." University of Akron / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=akron1267548406.
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Burnfield, Jennifer L. "CONCURRENT AND LAGGED EFFECTS OF LEADERSHIP BEHAVIOR ON SUBORDINATE STRESS AND HEALTH." Bowling Green State University / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1121987214.
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Sapp, Christopher D. "Verb order in subordinate clauses from Early New High German to Modern German." [Bloomington, Ind.] : Indiana University, 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3232562.
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Thesis (Ph.D.)--Indiana University, Dept. of Germanic Studies, 2006."Title from dissertation home page (viewed July 9, 2007)." Source: Dissertation Abstracts International, Volume: 67-08, Section: A, page: 2963. Adviser: Rex A. Sprouse.
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Chang, Wan-chen, and 張菀真. "Differential Leadership, Subordinate Effectiveness, and Subordinate Attitude." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/15812052433667913486.
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碩士國立中正大學
心理學所
97
Recent studies into differential leadership have pointed out that it is an extremely special style of leadership in Chinese organizations. In addition, differential leadership in Chinese organizations shows not only a different type of leadership with existing ones in Western, but an unique way of interaction between supervisors and subordinates. The characteristic is that Chinese supervisors always treat the subordinates who are in-group （zi ji ren）and out-group（wai ren）members differently, and the leadership style is the supervisors give the favorite subordinates more favoritism. Therefore, according to the Cheng’s （1995a，2005）definition of differential leadership and the correlative studies , we integrate the contents and develop the measurement items of differential leadership. Using Taiwanese employee samples, the data set included 312 questionnaires. Result findings are as follows：1.There are three major dimensions of differential leadership, including take care and communicate, promotion and reward, and tolerate and trust. 2. To exclude from the effect of paternalistic leadership, differential leadership still have itself distinctive power of explanation. As a result, we have proved that differential leadership has the incremental validity. 3. Between the relationship of differential leadership and the subordinate’s perception of leader justice, power distance has a significant effect of moderation. The higher power distance of subordinates，the closer relationship between differential leadership and leader justice. Contributions and limitations are discussed, and suggestions are provided for future studies and managerial practices in Chinese organizations.
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Rog, Evelina. "Managers' and Subordinates' Perceptions of Authentic Leadership, Subordinate Outcomes, & Mediating Mechanisms." Thesis, 2011. http://hdl.handle.net/10214/2923.
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How does authentic leadership influence subordinate outcomes? It depends on whom you ask. Using Walumbwa, Avolio, Gardner, Wernsing, and Peterson’s (2008) theory-based measure of authentic leadership, this dissertation research advances the authentic leadership literature by: 1) examining relations between managers’ self-reported and subordinates’ ratings of authentic leadership and subordinate outcomes; 2) testing the theoretical proposition that more authentic leaders are inherently more ethical both in the values they subscribe to and in their behavior when compared to less authentic leaders; and 3) examining the mediating mechanisms that account for relations between authentic leadership and subordinate outcomes. Using a field sample of 188 managers and 75 subordinates, results revealed that subordinates and their managers do not see eye to eye in their perceptions of managers’ authentic leadership as the correlation between their ratings was only marginally significant. General support was found for the notion that more authentic leaders subscribe more to self-transcendent values and less to self-enhancement values when compared to less authentic leaders; they also engage in more ethical decision making. Furthermore, results showed that authentic leadership is associated with a broad range of subordinate outcomes, including leader-member exchange, affective organizational commitment, organizational citizenship behavior, and job performance. However, these relations were found only within source. Mediation analyses revealed that subordinates’ trust in their manager partially mediated the relation between subordinate-rated authentic leadership and subordinates’ perceptions of the quality of their relationship with their manager (LMX). Mediation analyses also revealed that subordinates’ trust in their manager and their sense of psychological empowerment each mediated relations between subordinate-rated authentic leadership and subordinates’ affective organizational commitment. In addition, managers’ self-reported empowering leader behavior mediated the relation between managers’ self-rated authentic leadership and their ratings of their subordinates’ organizational citizenship behavior. Implications for research and practice are discussed.
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Li, Tong-zong, and 李東仁. "Paternalistic Leadership and Subordinate Emotion Responses: The traditional psychological of subordinate." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/bhg66x.
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碩士國立中山大學
人力資源管理研究所
97
Since the theory of paternalistic leadership was established, an increasing number of empirical studies have proved that Chinese of enterprises in the organization does have a unique act of paternalistic leadership. So a leader in the leadership behavior displayed at the same time, their subordinates would die behavior, such as: authoritarian leadership: dependence and compliance, benevolence leadership: gratitude and repay, moral leadership: respect and identification. However, it has been for years of paternalistic leadership research, mostly emphasis in leadership behavior and performance of their subordinates, but less emotion involved subordinates reaction. Therefore, the study director of the paternalistic leadership and subordinate emotion, respectively in charge of the authoritarian leadership behaviors and subordinates anger and shame response to emotional responses, benevolence leadership behaviors and subordinates happy emotional responses, moral leadership behaviors and subordinates respect emotional responses, to explore the tradition of his subordinates on the emotional reaction of the psychological adjustment; and subordinates own sense of perception, to discusse the subordinate changes in emotional responses relationship. Total valid 300 subordinates to carry out research are found that: (a) the traditional psychological adjustment subordinates will anger and shame response to emotional responses; traditional psychological reaction to the anger was not significant, but a significant emotional reaction of shame. (B) Subordinates own consciousness and traditional psychological adjustment subordinates at the same time anger and shame response to emotional responses; high traditional subordinate own psychological, emotional reaction of shame have a significant effect of regulation.Finally, direction for follow-up studies are offered,the implications for leadership theory and practice are also discussed.
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Chang, Chien-I., and 張倩怡. "Subordinate’s and Superior’s Personality and Paternalistic Leadership:Their Realtionships and Influences on Subordinate Efficiency." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/38413966590056595295.
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碩士佛光人文社會學院
心理學研究所
93
Subordinate’s and Superior’s Personality and Paternalistic Leadership: Their Realtionships and Influences on Subordinate Efficiency Chien-I Chang Abstract Leadership is the process during which an individual(the leader)affects other members for fulfilling the goals of a group. The primary purpose of the present study is the investigate the influence of Chinese basic personality dimensions on three clusters of organizational variables , namely, leadership style(moral, benevolent, and authoritarian), subordinate loyalty, and subordinate efficiency. K.S. Yang’s Chinese Personality Adjective Rating Scale was used to assess the seven Chinese basic personality dimensions:(1)Competence(精明幹練) vs. Impotence (愚鈍懦弱),(2)Industriousness(勤儉恆毅) vs. Unindustriounness(懶惰放縱),(3)Other-Orintedness(誠信仁慈) vs. Self-Centeredness(狡詐殘酷), (4)Agreeableness(溫順隨和) vs.Disagreeableness(暴躁倔強),(5)Extraversion(外向活躍) vs. Introversion(內向沈靜),(6)Large-Mindedness(豪邁直爽) vs.Small-Mindedness(計較多疑), and(7)Optimism(樂觀自在) vs. Pessimism(悲觀善感).The three clusters of organizational variables were measured by scales developed by B.S. Cheng’s research team. Yang’s and Cheng’s assessment scales were administered to 102 sets or participants, and each set consisted of a superior and three of his subordinates. In each set, the superior was asked to rate his own personality, and each subordinate asked to rate his own personality, loyalty, and efficiency, and his superior’s leadership behavior.The empirical data obtained from the 102 sets of participants were statistically analyzed in terms of a numer of research hypotheses. Some of the findings were as follows: The results obtaned by various methods of statistical analysis revealed that certain basic personalty dimensions (i.e., Industriousness, Other-Orientedness, Extraversion, and Large-Mindedness) tend to have a rater low statistically significant positive correlation with moral and benevolent leadership styles.Authoritarian leadership , however, failed to statistically correlate with any of the seven personality dimensions. It seems that authoritarian leadership may not formed under the inflences of the leader’s own personality. Insteed, it may well be manifested as a reflection of the traditional Chinese authoritarian culture still somewhat prevailing in contemproary Chinese societies,especially in public and private institutions or organizations. All of the subordinate’s seven personality dimensions tended to significantly and positively correlate with hes on all the loyalty variables. It may thus be said that a subordinate’s basic personality is able to exert influence on his loyalty behavior, rather than the other way around.In contrast, only two(i.e., Industriousness and Other-Orientedness) of the superior’s seven personality dimensions had sighificant and positive correlations with his sibordinates’ ratings on all the loyalty variables. Most of the subordinate’s seven personality dimensions were found to significantly and positively correlate with his work performance and jo satisfaction, but not as with the other efficiency variables. On the other hand , three(i.e., Industriousness, Other-Orientedness, and Optimism) of the superior’s seven personality dimensions significantly and positively correlated with the subordinate’s ratings on almost all the efficiency variables. Moreover, all of the superior’s personality dimensions tended to positively correlate with two(i.e., interpersonal harmony, and company resource protection) of the efficiency variables. The superior’s moral and benevolent leadership was found to substantially and positively correlate with the subordinate’s ratings on all the five loyalty variables, whereas authoritarian leadership had no notable correlations with the subordinate’s ratings on the loyalty variables. Moral leadership and benevolent had substantial positive correlations with job satisfaction, whereas authoritarian leadership only had a low negative correlation with it. The three leadership styles had nonsignificant or only negligible correlations the all the other efficiency variables.
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LI, SHIH-CHANG, and 黎世昌. "How Supervisor Character Strengths affect Subordinate Work Motivation via Subordinate Work Engagement." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/69256404746790241558.
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碩士國立雲林科技大學
企業管理系
104
The aim of this research is to explore the relationships between supervisor character strengths and subordinate work motivation and subordinate work engagement, the relationships between subordinate engagement and subordinate motivation, and the mediating effects of subordinate engagement in the relationship between supervisor character strengths and subordinate work motivation. This research selects three character strengths which are Zest, Teamwork and Leadership. This research administered a questionnaire, online and paper version, in the middle area of Taiwan. 415 valid questionnaires were returned, and yielded a 98% response rate. Descriptive statistics, reliability analysis, Pearson product-moment correlation, and multiple regression analysis were used to analyse the data in order to verify the hypotheses. The major findings of this study are as follows: supervisor character strength has significant positive impact on subordinate work motivation; supervisor character strength has a significant positive impact on subordinate work engagement; the subordinate engagement has a significant positive impact on subordinate motivation; subordinate work engagement plays a partially mediator in the relationship between the supervisor character strengths and subordinate work motivation. As to the managerial implications, managers should maintain the positive character strengths in workplace so as to enhance the employee work engagement and work motivation. The positive character strengths inside the managers themselves can influence employees, which makes a positive working environment and atmosphere. It couldn’t only enhance the employee working attitude, but also enhance the employee output and performance.
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Hua-Ping, Wu, and 吳華萍. "Differential Leadership, Subordinate Reactions: The Moderating Effects of Subordinate’s Identification and Growth Need Strength." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/29225486739800012079.
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碩士國立中正大學
心理學研究所
99
Differential leadership means supervisors treat their in-group subordinates more favorable than those out-group subordinates. Previous studies focused on how manabers categorize their subordinates into in-group or out-group subordinates. Howver, there is little study investigating whether the differential leadership processes for those out-group subordinates will be different from for those in-group subordinates. Thus, based on differential leadership perspective, this study investigated the relationship between differential leadership and leader justice, and supervisor expected subordinates behaviors (such as, developing Guanxi, showing unquestionable loyalty, and conducting extraordinary job performance). This study also investigated the moderating effects of in-group status perception and subordinate’s growth need. Using 218 dyadic samples from various Taiwanese companies, the results showed that: 1. Differential leadership related to supervisor fairness percption. 2. Subordinates’ in-group status perception moderated the relationship between differential leadership and supervisor fairness perception. Differential leadership had higher association with supervisor fairness perception for in-group subordinates than out-group subordinates. 3. The interaction of subordinates’ in-group status perception and growth need moderated the relationship between differential leadership and subordinate effectiveness. The relationship between differential leadership and developing Guanxi, and showing unquestionable loyalty was stronger for those in-group subordinates with higher growth need. Finally, contributions and limitations are discussed, and suggestions are provided for future research and managerial practices in Chinese organizations.