Abstract An Examination of Linkages Between Personality, Leader-Member Exchange, and the Psychological Contract By Mark George Kunze 2005 Committee Chair: Dr. Edward Miles Major Department: Management While previous research has focused mainly on relationships between various personality variables and either leader-member exchange or psychological contract violation, none has yet to examine how these constructs are linked. A model of these proposed relationships is developed based on theory drawn from literature in the areas of social psychology, leader-member exchange, and psychological contracts. The present research used structural equation modeling to examine the strength of the relationship between the personality variables of negative affect, positive affect, self-monitoring, and trait cynicism with respect to leader-member exchange and perceptions of psychological contract violation. Positive affect and negative affect were found to significantly relate to both LMX and the perception of psychological contract violation. Trait cynicism was not significantly related to LMX and only weakly related to perceptions of psychological contract violation. It was hypothesized that LMX would partially mediate the relationships between the individual personality factors and perceptions of psychological contract violation; however, the data did not support this hypothesis. While self-monitoring was hypothesized to moderate the relationship of positive affect, negative affect, and trait cynicism with LMX, the moderating effect was found to be significant only for the negative affect/LMX relationship.

Organisations of today demand efficiency, rationality and personal sacrifice to achieve company goals and profit margins. The integral part that leader relations play in organisations is becoming more evident in the current economic climate. It is therefore vital that organisations focus on good relations in order to achieve engagement, resulting in lower levels of turnover intention. Organisations can be viewed as positive when leaders focus on the importance of people to enhance performance and employee wellness. The general objective of this study was to determine the relationship between leader member-exchange, role clarity, psychological empowerment, engagement and turnover intention. A specific financial institution within the Gauteng province was selected and regional managers, branch managers and consultants participated in the research. A cross-sectional survey design was used to collect data. The Leader-Member Exchange questionnaire, Role Conflict and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Engagement Questionnaire and Intention to- leave Scale were administered. Statistical analysis was carried out by means of SPSS and AMOS. Factor analysis indicated a one factor structure for LMX7, MRCAQ, WEQ, TIS and a four factors structure for MEQ. The scales all showed acceptable reliabilities. The results showed that LMX, role clarity, psychological empowerment, work engagement, and turnover intention were related. Role clarity mediated the relationship between LMX and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011

Organisations of today demand efficiency, rationality and personal sacrifice to achieve company goals and profit margins. The integral part that leader relations play in organisations is becoming more evident in the current economic climate. It is therefore vital that organisations focus on good relations in order to achieve engagement, resulting in lower levels of turnover intention. Organisations can be viewed as positive when leaders focus on the importance of people to enhance performance and employee wellness. The general objective of this study was to determine the relationship between leader member-exchange, role clarity, psychological empowerment, engagement and turnover intention. A specific financial institution within the Gauteng province was selected and regional managers, branch managers and consultants participated in the research. A cross-sectional survey design was used to collect data. The Leader-Member Exchange questionnaire, Role Conflict and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Engagement Questionnaire and Intention to- leave Scale were administered. Statistical analysis was carried out by means of SPSS and AMOS. Factor analysis indicated a one factor structure for LMX7, MRCAQ, WEQ, TIS and a four factors structure for MEQ. The scales all showed acceptable reliabilities. The results showed that LMX, role clarity, psychological empowerment, work engagement, and turnover intention were related. Role clarity mediated the relationship between LMX and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011

This study was an investigation of the relationship between subordinates' perceptions of the quality of the leader-member exchange (LMX) relationship and their willingness to engage in organizational citizenship behavior (OCB) and organizational commitment (OC). Differences in subordinates' perceptions of the quality of the LMX with their supervisor according to the gender of the supervisor compared to the employee (same sex vs. different sex) and dyadic duration of the LMX were also investigated. The possible moderation of dyadic duration on the relationship between subordinates' perception of the quality of the LMX and their willingness to engage in OCB and OC were also investigated. Lastly, the possible moderation of gender on the relationship between subordinates' perception of the quality of the LMX and their willingness to engage in OCB and OC were also investigated. This study surveyed direct service subordinate staff currently employed at a large rehabilitation organization in the Midwest. Results of research questions (RQ) one through eight are as follows: No significant correlation, r = .15, p = .35 for RQ1, significant correlation for RQ2, r = .38, p =.01, no significant correlation, r = .14, p = .38, for RQ3, no significant correlation, r = .30, p = .05 for RQ4, RQ5 model one was not significant, R2 = .10, F (2,38) = 2.21, p = .12, model two was significant, R2 = .19, F (3, 37) = 2.86, p = .05, RQ6 model one was significant, R2 = .26, F (2, 38) = 7.59, p = .002, model two was significant, R2 = .34, F (3, 37) = 6.34, p = .001, RQ7 model one was not significant, R2 = .10, F (2, 38) = 2.21, p = .12, model two was not significant, R2= .16, F (3, 37) = 2.31, p = .09, and RQ8 model one was significant, R2 = .26, F (2, 38) = 7.59, p = .002, model two was significant, R2 = .32, F (3, 37) = 5.98, p = .002. A summary of results and limitations and delimitations of the study are discussed, as well as implications and directions for future research.

Abstract Title: Coach, vän eller både och? – en kvalitativ studie om coachning inom arbetslivet Authors: Jonas Näslund & David Öhrling Tutors: Ulla Moberg & Larsåke Larsson Purpose The purpose of this thesis is to examine how coaching in working life serves, aiming to find what influences the interaction between coach and client. To seek to answer the purpose we raised a number of research questions which discussed, among other the coach's intentions and the parties' relationship. Theories This thesis is based on a number of different theories, where the Leader-member Exchange Theory is considered the main theory. LMX is used when studying the relationship between a manager and an employee. Other theories used in this thesis are for example the Social exchange theory and one-on-one-coaching. Method The methods used in this thesis are semi-structured interviews, observations and recordings of coaching sessions. The interviews were conducted before and after three different coaching sessions. The participants were one coach and three clients, who all work at Tele Coaching, a company which offers manager and employee coaching. The recordings were transcribed and analyzed using a content analysis. Results The result shows that there is a difficult balance between the coach’s role as an expert and as a colleague and friend. How well the coach manages to handle this balance is crucial for the outcome of the coaching session. A strong relationship between coach and client can affect the coach’s possibilities to communicate a message to the client. The coach may withhold feedback, which he or she normally wouldn’t, in fear of damaging the relationship. Another risk is that the client doesn’t see the coach as an authoritarian. To prevent these risks we suggest that an external coach should be used when possible. Keywords Coaching, Leader-member Exchange theory, Qualitative interviews, Relationship, Coach, Client, Positioning, Communication.

This longitudinal study evaluates the role of a follower's self-concept and implicit leadership theories on the interpretation of transformational leadership behaviors and the development of leader-member exchange. Leadership behaviors were hypothesized as antecedents to leader-member exchange. The hypotheses draw upon the social cognition theory of self-verification. Implicit leadership theories were evaluated as absolute differences between actual and recognized leadership behaviors. Both implicit leadership theories and self-concepts were tested for moderation of the leadership behaviors and leader-member exchange. Additional dependent variables included turnover intentions, organizational identification, and perceived organizational support. A key contribution of this research is the application of these variables to new organizational entrants. Two-hundred and ten new followers at a single organization completed three surveys upon organizational entry, 30 days post hire, and approximately 90 days post hire. Structural equation modeling was utilized to conduct confirmatory factor analyses and the development of the measurement and structural models. Leadership behaviors were significantly related to the development of leader-member exchange. Leader-member exchange also fully mediated the leadership behaviors. The collective and relational self-concept levels were correlated with leader-member exchange but failed to reach significance in the full structural model. Implicit leadership theories and absolute difference scores were significantly related to leader-member exchange development. Neither the self-concept nor implicit leadership theories moderated the relationship between leadership behaviors and leader-member exchange. Leader-member exchange had significant effects on all of the outcome variables.

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.

This study investigates the impact that certain constructs of Leader Member Exchange (LMX) between supervisors and shop floor workers of South African manufacturing firms have on the willingness of the shop floor workers to introduce new ideas. In particular, the constructs; trust, development of skills and inclusion of the worker is examined. Since shop-floor workers are intimately involved with their day to day operations and work at the coalface, the ideas recommended by these individuals are suggested to often be antecedents of innovation. By gaining an understanding of the relationship between the aforementioned LMX constructs and the willingness of shop floor workers to introduce new ideas, certain modes of behavioural interaction can be implemented in order to enhance shop floor innovation. It is argued that such strategic intervention in turn will result in shop floor innovation as a source of competitive advantage for an organisation.The primary data was collected through physical interviews using a questionnaire that addresses all the mentioned constructs. All of the 50 dyads were usable in the correlation and regression models run. The outcome of this research supports the literature that trust and inclusion are positively correlated with the willingness of shop floor workers to introduce new ideas. Notably was the extent to which workers and supervisors perceived levels of worker inclusion differently. The regression analysis reveals that some of the willingness of workers to introduce new ideas can be explained by the presence of all three explanatory variables namely, trust, development and inclusion. The research has shown that trust contributes to willingness of workers to introduce new ideas, but in contrast to literature, development has a negative impact. The results provide insight into the relationships between these constructs and the willingness of shop floor workers in South African manufacturing firms to introduce new ideas. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

<p>Ova disertacija pruža uvid u strukturu povezanosti LMX&nbsp; razmene, emocionalne inteligencije&nbsp; i&nbsp; prosocijalnog pona&scaron;anja (iznad okvira radnih uloga, unutar okvira radnih uloga i kooperativnosti) zaposlenih na rečnim kruzerima.&nbsp; Anketno istraživanje je sprovedeno na uzorku od 270 zaposlenih na 12 luksuznih kruzera koji&nbsp; krstare evropskim rekama. LMX&nbsp; razmena&nbsp;&nbsp; i emocionalna inteligencija su se pokazali kao prediktori prosocijalnog pona&scaron;anja izvan okvira radnih uloga, unutar okvira radnih uloga i kooperativnosti.&nbsp; Utvrđeno je medijatorno dejstvo LMX razmene na vezu između upravljanja emocijama i prosocijalnog pona&scaron;anja unutar radnih uloga, pri čemu LMX razmena umanjuje uticaj upravljanja emocijama na ovaj domen prosocijalnog pona&scaron;anja.&nbsp; Takođe, LMX razmena vr&scaron;i medijatornu funkciju na vezu između empatije i kooperativnosti pri&nbsp; čemu se uticaj empatije umanjuje. Zaključno, utvrđeno je&nbsp; medijatorno dejstvo LMX razmene na vezu između samosvesti i kooperativnosti pri čemu LMX razmena umanjuje uticaj samosvesti.&nbsp; Na osnovu ovih rezultata, prikazan je praktični i naučni doprinos istraživanja.</p> / <p>This research provides an insight into the relationship structure of LMX exchange,&nbsp; emotional intelligence, and prosocial service behavior (extra-role, in-role behavior and cooperativeness) of employees in cruise industry. The survey was conducted on a sample of 270 respondents employed on twelve luxury river cruise ships that cruise European rivers.&nbsp;&nbsp; LMX exchange and emotional intelligence&nbsp; turned out to be predictors of extra-role, in-role behaviour and cooperativeness, whereby LMX has a mediating function on the relation between&nbsp; between the management of emotions and in-role behavior,&nbsp; where LMX reduces the impact of management of emotions. Also, LMX exchange&nbsp; has a mediating function on the relation between&nbsp; the empathy&nbsp; and cooperation whereby the influence of empathy is reduced. In conclusion, it was found that LMX exchange has a mediating function on the relation between&nbsp; the self- awareness and cooperation whereby LMX exchange reduces the impact of self-awareness. Based on these findings, both managerial and research implications are presented.</p>