Indiana University-Purdue University Indianapolis (IUPUI) / Scholars have repeatedly demonstrated the positive benefits of high-quality leader-member exchange (LMX) for employees and organizations alike. Although some research has examined outcomes of differentiation of LMX relationships within teams, there is scant research into the way in which the combination of LMX and LMX differentiation (LMX-D) interact at the leader-level in the workplace hierarchy and the trickle-down effects these leader relationships have on subordinates. Moreover, no research has examined the potential buffering effect that subordinate team LMX may have on leaders who are experiencing the desire to withdraw from the organization as a result of the combination of their leader-leader exchange (LLX) relationships and the LLX differentiation (LLX-D) they perceive on their own leader teams. Thus, the present study sought to combine LMX and multilevel leadership theories to examine the effects of these leader-level exchange relationships on turnover intentions (TOI) for both individuals in leader-member dyads. Results suggested stronger negative relationships between LLX and TOI for both leaders and members when LLX-D is lower. However, examining this relationship at the leader-level when accounting for subordinate team LMX mean suggests that high-quality LMX relationships with the team members supervised by the leader attenuates the negative relationship between LLX and leader TOI. Theoretical and practical contributions are discussed, including the importance of the relationship of LLX, LLX-D, and team LMX mean on employee attitudes at multiple organizational levels.

D.Litt. et Phil. / This research focuses on self-concept improvement for adults. A self-image enhancement programme has been developed and its impact tested with regard to shortand medium term developments. Various training approaches have been compared to establish whether massed or spaced sessions training is more effective, and whether individual follow-up after the programme is of advantage. Self-image enhancement is seen as central to a person's functioning and psychological well-being. Self-management and the improvement of the self have taken an important role in today's society where a lot of emphasis is placed on personal achievement and self-actualisation. The background to the research is the question of self-enhancement versus selfconsistency. The self-enhancement thinking promotes the possibility for adult change, while the consistency theories emphasise resistance to change. While an integrated view that places self-image change within the frame of a stable personality becomes necessary, this research aims at establishing the positive changes expected to take place after the self-image enhancement programme. The theories and therapy approaches underlying the design of the self-image enhancement programme include rational-emotive therapy, self-efficacy theory, locus of control theory, and the concept of learned helplessness and learned optimism. The main and subhypotheses were formulated regarding the improvement of the following variables: Total self-concept, physical and personal self, acceptance of others, self-confidence, self-esteem, self-control, nervousness, sociability, formal relations, and self-efficacy. Self-criticism and external locus of control were expected to decrease. The subjects that made up the sample were drawn from companies in Johannesburg and consisted of 133 participants. They were tested before the intervention started, at the end of the course, and again five months later. The self-image enhancement programme was administered to groups of 10 to 12 people. The measurement instruments included the short version of the MMPI, used as the screening device, Vrey's Adolescent Self-Concept Scale, Acceptance of Others Scale, the PHSF Questionnaire, Rotter's Internal-External Locus of Control Scale, and a self efficacy scale. The latter measurement instrument had to be adjusted from another selfefficacy questionnaire and an item analysis was completed. The statistical results show that the self-image enhancement programme is effective in achieving improvement of most of the self-concept variables for all experimental groups taken together. The achieved change was maintained over the medium term except for the self-efficacy and self-control variables. The variables that remained unchanged were acceptance of others, sociability and formal relations, although, based on the literature, an improved self-image is expected to occur with an improved acceptance of others. More research is required regarding interpersonal aspects and self-image enhancement. Regarding the effectiveness of various types of training groups, previous research has not been conclusive. It has also not been established through this study that massed training sessions differ in their effectiveness from spaced sessions, but further research is indicated. The same applies to the role of individual feedback sessions after a training programme. An encouraging finding has been that the self-image enhancement programme is also helping individuals with psychological problems to better their self-image and self- perceptions. This has been shown through the improved results of the MIN PI rejected group and relates to the subhypotheses formulated for this research. This research has confirmed that self-concept improvement during adulthood can be achieved and should in fact be seen as part of ongoing self-development and selfmanagement.