Disengaged employees are a threat to a company's survival in a highly competitive world. Despite employee engagement benefits, the mediation of interactions between leaders and followers and the specific drivers of engagement remain poorly understood. This correlational study was grounded on leader member exchange (LMX) theory and examined the relationship between 2 dimensions of LMX (perceived contribution and professional respect) and employee engagement. In this study, 68 manufacturing employees from the southern region of the United States responded to 2 surveys to measure the LMX dimensions and the level of employee engagement. Using multiple regression analysis, the existence of a positive correlation, p < .001 and R2= .277, was demonstrated, which explained 28% of the variation in engagement. This research may serve as a roadmap for studying additional variables and providing workable tools for developing strategies to improve engagement in the workplace. The results of this study might contribute to positive social change by helping managers develop strategies to engage employees and reduce turnover, by improving the sense of stability for employees and their families, and by helping companies become more competitive and generate new jobs.

Nonprofit leaders often place new employees with little experience in challenging virtual team settings, where they are expected to meet increased service demands. Productivity failures reported in the 2015 State of the Nonprofit Sector survey revealed that 76% of U.S. nonprofit agencies experienced increased demand for services in 2014, while 52% were unable to meet those demands. Based on the e-leadership and leader-member exchange (LMX) theories, the purpose of this descriptive, single case study was to identify the leadership strategies used by nonprofit midlevel supervisors to increase productivity of virtual teams containing new employees in Colorado. A purposeful sampling method facilitated identification of participants who had experience using successful leadership strategies to increase virtual team productivity. Data were collected through face-to-face semistructured interviews with 6 virtual team leaders and the review of organizational documents that contained weekly, executive leadership minutes over a period of 25 months. Data were analyzed using thematic analysis and word frequency searches. Three themes emerged related to increasing virtual team productivity: formal and informal staff support improved productivity, cohesive team dynamics improved productivity, and effective virtual staff mobility facilitated fieldwork. Human service nonprofit leaders who are proficient with virtual team leadership strategies could increase team productivity and meaningfully advance the use of virtual teams across the industry. Increasing nonprofit, virtual team productivity contributes to social change by meeting increased service demands in underserved communities and enhancing nonprofit employees' work experiences for continued support of the nonprofit mission.

Varying theories have been presented about the relationship of emotional intelligence to transformational leadership. The present study examines the extent to which a self report measure of emotional intelligence, based upon an ability model, can predict each of the four components of transformational leadership. This study further considers the extent to which the quality of a leader-follower dyad's Leader-Member Exchange relationship can moderate the relationship between emotional intelligence and transformational leadership. Study results demonstrate that emotional intelligence is related to several components of transformational leadership, and that both the quality of the Leader-Member Exchange relationship and the tenure of the follower can moderate the relationship between emotional intelligence and some of the components of transformational leadership.

<p>Teorin om Leader- Member Exchange antar att en chef differentierar mellan olika anställda i arbetsgruppen, vilket därav kan kännas av i arbetsplatsomgivningen. Ett högt utbytesförhållande med chefen har visat sig få betydande konsekvenser inom en organisation. Utifrån det kan det vara viktigt att chefen upplevs som jämlik. Denna studie undersökte hur chefen brukar differentiera förhållningssätt gentemot olika anställda samt om chefen uppfattas som jämlik, detta för att utröna vilken påverkan det har på commitment till organisationen, och till arbetsgruppen. Beroende på om avdelningscheferna skiljer sig åt beträffande uppfattad jämlikhet undersöktes om anställdas commitment skiljer sig åt mellan avdelningarna. 60 anställda vid tre olika avdelningar inom ett sjukhus besvarade enkäten. Hierarkisk regression utfördes och signifikanta resultat visade att commitment till arbetsgruppen ökade genom att tillföra jämlikhet med hur chefen kan differentiera sig, men främst förklarade den commitment till organisationen. Beträffande resultaten av att avdelningscheferna signifikant skiljde sig åt i uppfattad jämlikhet samt att det fanns skillnader i anställdas commitment till organisationen diskuteras.</p>

Abstract In the development of the western leadership theories, transformational leadership, charisma leadership and leader-member exchange theory (to be called LMX theory) can give reasonable explanation to leadership. Owing to the differences of culture, the eastern Chinese society develop paternalistic leadership which depends on tradition of Chinese culture and family system. However, which one can respond with best member efficiency? In this research, the staff of Southern Taiwan Post Office is the object. The aforesaid four leadership styles are independent variable, and the staff¡¦s commitment to organization, loyalty to organization, behaviors that benefit organization, self-evaluation achievement, and superior-evaluation achievement to be dependent variable. control variable is the staff¡¦s background. The purpose of this research is to find out the forecast effect of leadership style to member efficency. Questionnaire survey is the way to collect data for this research. The compilation of questionnaire is according to the scale which is compiled by formerly researchers of the related field, and to repeat to verify concept construction in factor analysis. There are 249 pieces questionnaire being gathered. The main methods of analysis are to take hypothetic-verification by descriptive statistics, correlational analysis, and blocked regression analysis. The conclusions of this research shows that the staff¡¦s commitment to organization, loyalty to organization, and behaviors that benefit organization for Post Office is high. While the leaders of Post Office Lead members in LMX theory, the members¡¦ commitment to organization, loyalty to organization, self-evaluation achievement and superior-evaluation achievement are maximum forecast effects. While the leaders of Post Office lead members in charisma leadership style, the members¡¦ behaviors that benefit organization are maximum forecast effects. Furthermore, in this research we can find that the staff of Post Office which have higher educational background is negative forecast effect in commitment to organization and loyalty to organization. Finally, the concrete suggestions have been mode by conclusions of this research to leaders of Post Office and direction for future research in reference. Key words: Transformational Leadership, Charisma Leadership, LMX, Paternalistic Leadership, Commitment to Organization, Loyal to Organization, Behaviors that Benefit Organization

Teorin om Leader- Member Exchange antar att en chef differentierar mellan olika anställda i arbetsgruppen, vilket därav kan kännas av i arbetsplatsomgivningen. Ett högt utbytesförhållande med chefen har visat sig få betydande konsekvenser inom en organisation. Utifrån det kan det vara viktigt att chefen upplevs som jämlik. Denna studie undersökte hur chefen brukar differentiera förhållningssätt gentemot olika anställda samt om chefen uppfattas som jämlik, detta för att utröna vilken påverkan det har på commitment till organisationen, och till arbetsgruppen. Beroende på om avdelningscheferna skiljer sig åt beträffande uppfattad jämlikhet undersöktes om anställdas commitment skiljer sig åt mellan avdelningarna. 60 anställda vid tre olika avdelningar inom ett sjukhus besvarade enkäten. Hierarkisk regression utfördes och signifikanta resultat visade att commitment till arbetsgruppen ökade genom att tillföra jämlikhet med hur chefen kan differentiera sig, men främst förklarade den commitment till organisationen. Beträffande resultaten av att avdelningscheferna signifikant skiljde sig åt i uppfattad jämlikhet samt att det fanns skillnader i anställdas commitment till organisationen diskuteras.

The aim of this study is to test if the impersonal trust sub-constructs serve aspredictors of quality in LMX-relations. By performing structural equation modelingwith empirical data, a model was developed that optimally predicts quality in LMXrelations. A cross-sectional survey was designed in order to gather data fromemployees in Kalmar municipality (N=574) and was analyzed by Analysis ofMoment Structures (AMOS). The result suggests that the sub-construct of HRMpractices predicts quality in LMX-relations while simultaneously being regressed bythe sub-construct management of business and people and organizing theoperational activities. Additionally, the result indicates that the sub-constructmanagement of business and people correlate with other sub-constructssustainability, fair play and communication. This study indicates the importance ofHRM-practices, managerial capability and the organizing the operational activitiesin order to predict quality in LMX-relations by increasing the impersonal trust.

Relationen mellan elev och lärare i grund- och gymnasieskolan och dess betydelse för eleverna är ett stort forskningsområde, motsvarande relation i högre utbildning har dock inte undersökts i samma omfattning och särskilt inte utifrån Leader-Member exchange teorin. Syftet med denna studie var att med hjälp av intervjuer identifiera, belysa och analysera tidigare studenters upplevelser av student-lärarrelationen utifrån LMX-teorin. Studien har en kvalitativ ansats med semistrukturerade intervjuer. Respondenterna har tidigare genomfört en distansutbildning inom det samhällsvetenskapliga området. Av resultatet framgår att respondenterna har något skilda upplevelser av student-lärarrelationen och att behovet av en god och nära relation med lärarna varierar, men att den i huvudsak upplevts som positiv och betydelsefull för bland annat respondenternas motivation. Däremot upplever respondenterna att distansformen utgör ett hinder för att skapa dessa relationer samt att de inte får bli för nära då studenten befinner sig i beroendeställning. Resultatet bekräftar till stor del tidigare forskning på området. Fortsatt forskning kring student-lärarrelationen ur ett LMX-perspektiv, under en längre tidsperiod och med fler deltagare skulle kunna bidra till ökad förståelse för hur dessa relationer skapas och utvecklas över tid samt vilken betydelse dessa har för studenterna, särskilt för distansstudenter. / <p>Betygsdatum 2021-06-07</p>

The effect of trust on employees’ business processes and work outcomes is an important focus for managers because more businesses have combined centralized and remote work environments in mixed-design organizations (MDOs). A multiple case study was conducted to explore successful strategies that 9 business leaders and managers in 5 service sector MDOs in Alaska and the Pacific Northwest region of the United States used to improve organizational performance by successfully building organizational cultures of trust. Leader–member exchange served as the conceptual framework for this study. Data were collected using semistructured interviews and documents as secondary sources. Thematic analysis was used to examine participant content, evaluated in chronological and random order, as well as secondary data. Four themes emerged from data analysis: value of ongoing multidirectional communications, valuing mistakes as learning moments, observing trust responses regardless of leader/follower proximity, and relying on Internet communications technology to enable managers and leaders to create teams and build trust. Findings of this study may be used by leaders and managers in service sector MDOs to nurture and sustain trust among stakeholders regardless of location, including colocated and remote work environments. The implications of this study for positive social change include the potential of trust between leaders and stakeholders to strengthen employee engagement and productivity, improving quality of work life for personnel and sustainability for residents who might seek career opportunities and contributing to community viability.

Ledarskap innebär enligt en av många definitioner en process som involverar avsiktlig påverkan över andra människor för att guida, strukturera och förenkla relationer såväl som aktiviteter inom organisationer. Med avstamp i denna definition har vi valt ett intresseområde att utforska som berör ledarskap och sociala relationer mellan kvinnliga chefer och kvinnliga medarbetare inom HR. Vi intresserar oss för det kvinnliga chefskapet i en kommun där majoriteten i chefspositioner är män. Detta gör det intressant att belysa det kvinnliga perspektivet på ledarskap. Med grundad teori som metodansats genomfördes totalt sex semistrukturerade intervjuer i vår kvalitativa studie, varav två stycken med två kvinnliga HR chefer och resterande intervjuer med kvinnliga medarbetare under respektive chef. Resultatet i studien visar att intervjupersonernas huvudangelägenhet är närvarande chef, vilket hanteras genom kärnkategorin tillgänglighet tillsammans med resterande sex underkategorier. Underkategorierna innefattar tydlig kommunikation, ömsesidigt förtroende, anpassade personliga relationer, coaching med konstruktiv kritik, helhetsperspektiv och engagemang samtdelaktighet och gemenskap. Huvudangelägenheten utgör tillsammans med kärnkategorin och underkategorierna en teoretisk modell som förklarar vår grundade teori om tillgänglighet hos närvarande chefer. Vidare kopplas studiens resultat till en teoretisk referensram som består av social konstruktionism, symbolisk interaktionism och LMX-teorin.