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.
Full textM.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.
Mameesh, Rania Hussein. "Symbiotic Subordinate Threading (SST)." College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/6732.
Full textThesis 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.
Ashkanasy, Neal M. "Supervisors' responses to subordinate performance /." Online version, 1989. http://bibpurl.oclc.org/web/32903.
Full textWalker, Steven E. "Leadership attributions of subordinate absenteeism." Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94494.
Full textM.S.
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.
Full textKoller, 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.
Full textNoland, 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.
Full textWood, Victoria Jane. "Subordinate kinship : families living with incarceration." Thesis, Durham University, 2008. http://etheses.dur.ac.uk/1929/.
Full textLaubitz, 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.
Full textCallaghan, 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.
Full textTurner, Gillian. "Abusive supervision : subordinate versus co-worker perceptions." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/62687.
Full textDissertation (MCom)--University of Pretoria, 2017.
Human Resource Management
MCom
Unrestricted
Redmond, Matthew R. "The influence of leader behavior on subordinate creativity." Diss., Georgia Institute of Technology, 1990. http://hdl.handle.net/1853/30668.
Full textSager, Lora Lee. "Perceptual correspondence in the superior-subordinate work dyad." PDXScholar, 1986. https://pdxscholar.library.pdx.edu/open_access_etds/3700.
Full textCastro, Lucas Crivelenti e. "Novíssima dependência : a subordinação brasileira ao imperialismo no contexto do capitalismo financeirizado /." Rio Claro, 2019. http://hdl.handle.net/11449/191030.
Full textResumo: 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
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.
Full textD.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
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.
Full textMaslyn, John M. "Organizational justice in the context of the supervisor-subordinate relationship." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29338.
Full textVance, 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.
Full textJervis, William. "Transformational leadership in police sergeants and burnout in subordinate officers." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3644129.
Full textBurnout 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.
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.
Full textBadinelli, 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/.
Full textCarter, 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/.
Full textBrownlee, Elizabeth Ann. "An investigation of the multidimensionality of supervisor- subordinate exchange relationships." Diss., Virginia Tech, 1991. http://hdl.handle.net/10919/39032.
Full textPh. D.
Zimmerman, Jeffrey R. "The Impact of Supervisor-Subordinate Exchange on State Government Employees." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1561.
Full textDeRosia, Mark P. "Police Chiefs' Perceptions of Supervisors' Membership in Subordinate Officers' Unions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6415.
Full textTilley, 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.
Full textStressful 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.
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.
Full textMak, 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.
Full textPowell, Jeff. "Subordinate financialisation : a study of Mexico and its non-financial corporations." Thesis, SOAS, University of London, 2013. http://eprints.soas.ac.uk/17844/.
Full textGeldenhuys, Daleen Martie. "The relationship between emotionally intelligent leaders and subordinate motivation / Daleen Geldenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/4200.
Full textKwok, Wai Paik. "Subordinate—leader trust in mergers and acquisitions in multicultural emerging economies." Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0229.
Full textThis 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
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.
Full textEschleman, 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.
Full textErvin, 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.
Full textAkin, 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.
Full textDepartment 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.
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.
Full textKarres, 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.
Full textPatterson, 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.
Full textJohnson, 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.
Full textMelvin, Frank. "The Perceptions of Managers Relating to Subordinate Productivity in Virtual Work Arrangements." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1226.
Full textPope, Theodosia Yvette. "Effects of the Authentic Leadership Style on Job Satisfaction in Subordinate Employees." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5404.
Full textGregory, 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.
Full textBurnfield, 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.
Full textSapp, 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.
Full text"Title from dissertation home page (viewed July 9, 2007)." Source: Dissertation Abstracts International, Volume: 67-08, Section: A, page: 2963. Adviser: Rex A. Sprouse.
Chang, Wan-chen, and 張菀真. "Differential Leadership, Subordinate Effectiveness, and Subordinate Attitude." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/15812052433667913486.
Full text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.
Rog, Evelina. "Managers' and Subordinates' Perceptions of Authentic Leadership, Subordinate Outcomes, & Mediating Mechanisms." Thesis, 2011. http://hdl.handle.net/10214/2923.
Full textLi, 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.
Full text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.
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.
Full text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.
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.
Full text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.
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.
Full text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.