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Available. Open Access. Open Access
Article
Publication date: 4 September 2020

Gregory Thrasher, Marcus Dickson, Benjamin Biermeier-Hanson and Anwar Najor-Durack

This study aims to integrate social identity and leader–member exchange (LMX) theory to investigate the processes and boundary conditions around LMX–performance relationships…

6092

Abstract

Purpose

This study aims to integrate social identity and leader–member exchange (LMX) theory to investigate the processes and boundary conditions around LMX–performance relationships. Through the application of two leader–follower subsamples, the authors test three main objectives. What is the effect of multi-dimensional dyad value-congruence on LMX and how does congruence on these dimensions differentially influence leader and follower perceptions of LMX? In a subsample of followers including supervisor-rated performance, the authors develop a model that examines how individual values moderate the effect of dyad contact on supervisor-rated job performance mediated by follower LMX.

Design/methodology/approach

The participants for this study include graduate and undergraduate social work students who were taking part in a one-year work placement within a social work organization as well as their immediate supervisors. Across a four-month period, participants filled out measures of their supervisor contact, work values and LMX. Supervisor-rated performance was also included.

Findings

Findings from the dyadic subsample show that growth value congruence is a predictor of follower-rated LMX, with value congruence across all values having no effect on leader-rated LMX. Within a subsample of followers, findings suggest that follower-rated LMX mediates the relationship between dyad contact and supervisor-rated job performance, with individual work values moderating this effect.

Originality/value

The current study offers several contributions to the literature on LMX and job performance. First, in this study’s dyadic leader–follower sample, the authors extend propositions made by social identity theory around value congruence and LMX by offering support for a multi-dimensional and multi-target approach to questions of values and LMX. Second, within this study’s larger non-dyadic sample, the authors offer insights into previous conflicting findings around dyad contact and LMX, by offering support for the indirect effect of dyad contact on supervisor-rated performance via LMX. Third, within this second sample, the authors also extend the literature on values and LMX to show that the process through which LMX influences job performance is dependent on follower values.

Details

Organization Management Journal, vol. 17 no. 3
Type: Research Article
ISSN:

Keywords

Available. Open Access. Open Access
Article
Publication date: 8 January 2020

Guillermo A. Riveros, Felipe J. Acosta, Reena R. Patel and Wayne Hodo

The rostrum of a paddlefish provides hydrodynamic stability during feeding process in addition to detect the food using receptors that are randomly distributed in the rostrum. The…

1177

Abstract

Purpose

The rostrum of a paddlefish provides hydrodynamic stability during feeding process in addition to detect the food using receptors that are randomly distributed in the rostrum. The exterior tissue of the rostrum covers the cartilage that surrounds the bones forming interlocking star shaped bones.

Design/methodology/approach

The aim of this work is to assess the mechanical behavior of four finite element models varying the type of formulation as follows: linear-reduced integration, linear-full integration, quadratic-reduced integration and quadratic-full integration. The paper also presents the load transfer mechanisms of the bone structure of the rostrum. The base material used in the study was steel with elastic–plastic behavior as a homogeneous material before applying materials properties that represents the behavior of bones, cartilages and tissues.

Findings

Conclusions are based on comparison among the four models. There is no significant difference between integration orders for similar type of elements. Quadratic-reduced integration formulation resulted in lower structural stiffness compared with linear formulation as seen by higher displacements and stresses than using linearly formulated elements. It is concluded that second-order elements with reduced integration are the alternative to analyze biological structures as they can better adapt to the complex natural contours and can model accurately stress concentrations and distributions without over stiffening their general response.

Originality/value

The use of advanced computational mechanics techniques to analyze the complex geometry and components of the paddlefish rostrum provides a viable avenue to gain fundamental understanding of the proper finite element formulation needed to successfully obtain the system behavior and hot spot locations.

Details

Engineering Computations, vol. 37 no. 4
Type: Research Article
ISSN: 0264-4401

Keywords

Available. Open Access. Open Access
Article
Publication date: 15 September 2004

Brent J. Goertzen and Susan M. Fritz

Leader-member exchange (LMX) generally refers to the leadership process centered on the interactions between leaders and direct reports. The basic premise of high quality…

131

Abstract

Leader-member exchange (LMX) generally refers to the leadership process centered on the interactions between leaders and direct reports. The basic premise of high quality leader-member exchange relationships holds that direct reports gain tremendous benefits through these partnerships. LMX is perhaps the most commonly researched theory of leadership. However, few studies have specifically examined the role of dyad members’ sex as a predictor of quality LMX. Several studies investigating the role of dyad members’ sex and quality LMX examined the effect of sex in an aggregated variable, demographic similarity, which often included other demographic characteristics such as age, education level and race, yielding mixed results. This article’s purpose is to (a) review the evolution of leader-member exchange theory, (b) examine literature regarding potential effects of sex of dyad members on quality leader-member exchanges, and (c) discuss implications and future research concerning the role of dyad members’ sex and leader-member exchanges.

Details

Journal of Leadership Education, vol. 3 no. 2
Type: Research Article
ISSN: 1552-9045

Available. Open Access. Open Access
Article
Publication date: 15 June 2014

Barbara Van Winkle, Stuart Allen, Douglas DeVore and Bruce Winston

The purpose of this study was to measure the relationship between followers’ perceptions of the servant leadership of their immediate supervisor and followers’ sense of…

161

Abstract

The purpose of this study was to measure the relationship between followers’ perceptions of the servant leadership of their immediate supervisor and followers’ sense of empowerment in the context of small businesses. A quantitative survey was completed by 116 employees of small businesses, including measures of supervisors’ servant leadership behaviors and followers’ self- perceived empowerment. Followers’ perceptions of being empowered were found to correlate positively with their ratings of the servant leadership behaviors of immediate supervisors. The findings support the researchers’ assertions that followers’ perceptions of being empowered will increase as supervisors’ servant leadership behaviors increase.

The power of servant leadership lies in the leader’s ability to unleash the potential and thus the power in those around them. Greenleaf (1977) ascribed greatness to the leader’s attention to followers, “When it is genuine, the interest in and affection for one’s followers that a leader has is a mark of true greatness” (p. 34). In the foreword to the Anniversary edition of Greenleaf’s Servant Leadership, Covey (2002) related empowerment to servant leadership. He acclaimed the importance of empowerment to the sustainable success of organizations in the 21st century. Organizations structured to support and encourage the empowerment of their employees will thrive as market leaders (Covey, 2002). While other leadership styles have been found to empower followers, it is agreed across current literature, that the focus on developing and empowering the follower as their primary concern is specific to servant leaders (Greenleaf, 1977; Parolini, Patterson, & Winston, 2009; Parris & Peachey, 2012; Stone, Russell, & Patterson, 2004; van Dierendonck, 2011).

The context chosen for the study was small business because of the crucial role it plays regarding job growth in the United States (Howard, 2006) and in “enriching the lives of men and women of the whole world” (Kayemuddin, 2012, p. 27). Servant leadership enables small business leaders to fully discover, develop, and employ follower potential through empowering behaviors.

This study sought to contribute to the empirical research of servant leadership by measuring the relationship between supervisors’ servant leadership behaviors and followers’ perceptions of empowerment within the context of small business.

Details

Journal of Leadership Education, vol. 13 no. 3
Type: Research Article
ISSN: 1552-9045

Available. Open Access. Open Access
Article
Publication date: 22 November 2019

Joanie Caron, Hugo Asselin, Jean-Michel Beaudoin and Doïna Muresanu

While companies in developed countries are increasingly turning to indigenous employees, integration measures have met with mixed results. Low integration can lead to breach of…

5802

Abstract

Purpose

While companies in developed countries are increasingly turning to indigenous employees, integration measures have met with mixed results. Low integration can lead to breach of the psychological contract, i.e. perceived mutual obligations between employee and employer. The purpose of this paper is to identify how leadership and organizational integration measures can be implemented to promote the perceived insider status (PIS) of indigenous employees, thereby fostering fulfillment of the psychological contract.

Design/methodology/approach

A search for relevant literature yielded 128 texts used to identify integration measures at the level of employee–supervisor relationships (leader-member exchanges, inclusive leadership) and at the level of employee–organization relationships (perceived organizational support, pro-diversity practices).

Findings

Measures related to leadership included recruiting qualified leaders, understanding cultural particularities, integrating diverse contributions and welcoming questions and challenges. Organizational measures included reaching a critical mass of indigenous employees, promoting equity and participation, developing skills, assigning meaningful tasks, maintaining good work relationships, facilitating work-life balance, providing employment security, fostering support from communities and monitoring practices.

Originality/value

While PIS has been studied in western and culturally diverse contexts, it has received less attention in indigenous contexts. Yet, some indigenous cultural values are incompatible with the basic assumptions of mainstream theories. Furthermore, colonial policies and capitalist development have severely impacted traditional indigenous economic systems. Consequently, indigenous people are facing many barriers to employment in ways that often differ from the experiences of other minority groups.

Details

Cross Cultural & Strategic Management, vol. 26 no. 4
Type: Research Article
ISSN: 2059-5794

Keywords

Available. Open Access. Open Access
Article
Publication date: 15 June 2010

John E. Barbuto and Gregory T. Gifford

This study examined the use of five servant leadership dimensions including altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship by…

328

Abstract

This study examined the use of five servant leadership dimensions including altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship by male and female servant leaders. Staff members (368) employed in county government offices across a Midwestern state were sampled using the Servant Leadership Questionnaire and a series of demographic questions. Results indicated males and females equally and effectively utilized both communal and agentic servant leadership dimensions. These findings contest prevailing gender role stereotypes in leadership.

Details

Journal of Leadership Education, vol. 9 no. 2
Type: Research Article
ISSN: 1552-9045

Available. Open Access. Open Access
Article
Publication date: 7 September 2023

Nour R. El Amine and Rosalía Cascón-Pereira

Despite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims…

5402

Abstract

Purpose

Despite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.

Design/methodology/approach

A systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.

Findings

The findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.

Research limitations/implications

The suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.

Originality/value

This paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.

Details

Career Development International, vol. 29 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Available. Open Access. Open Access
Book part
Publication date: 9 July 2024

Teresa Crew

Abstract

Details

The Intersections of a Working-Class Academic Identity: A Class Apart
Type: Book
ISBN: 978-1-83753-118-9

Available. Open Access. Open Access
Article
Publication date: 9 February 2022

Obinna Alo and Ahmad Arslan

The current paper aims to analyse the antecedents of leader–member exchange relationships (LMX) by specifically focusing on the influence of the supervisor’s feedback delivery…

3529

Abstract

Purpose

The current paper aims to analyse the antecedents of leader–member exchange relationships (LMX) by specifically focusing on the influence of the supervisor’s feedback delivery tactic.

Design/methodology/approach

This study uses qualitative research methods with primary interviews as the main data source. Primary interviews with 40 managers from top supermarkets in Nigeria, South Africa and the UK were undertaken.

Findings

The authors found that both high-quality positive feedback and constructive criticisms produced the same feelings – more positive interpersonal relationships with their supervisors, higher levels of commitment to their organisations, higher job satisfaction and thus, high-quality LMX relationships. Where criticisms were delivered without greater interpersonal treatment, feedback was perceived as negative, and participants revealed lack of job satisfaction, lack of commitment to their organisations, poor interpersonal relationship with their supervisors, high turnover intent and thus low-quality LMX relationship.

Originality/value

To the best of the authors’ knowledge, the current paper is one of the first studies to highlight the consequences of different feedback delivery tactics on subsequent LMX quality particularly in African context. The authors specifically develop a process-based model of enhancing high-quality LMX, which shows the role of the supervisor’s feedback delivery tactic in the process. The authors also develop a process-based model that illustrates how negative/unconstructive feedback could result in a low-quality LMX. Finally, to the best of the authors’ knowledge, this paper is also one of the first to offer a comparative assessment between African and British (the UK) empirical settings and highlight some interesting dynamics concerning LMX quality and role of supervisor’s feedback delivery tactic.

Details

International Journal of Organizational Analysis, vol. 30 no. 7
Type: Research Article
ISSN: 1934-8835

Keywords

Available. Open Access. Open Access
Article
Publication date: 15 January 2016

Leah M. Omilion-Hodges and Stacey M. B. Wieland

As teachers of leadership, we have noticed that our students often get “stuck” thinking about leadership in overly simplistic ways that dichotomize task and…

76

Abstract

As teachers of leadership, we have noticed that our students often get “stuck” thinking about leadership in overly simplistic ways that dichotomize task and relationship-orientations, often resulting in overly simplistic understandings of leadership processes. In this reflective essay, we draw upon two approaches to leadership theory—leadership psychology and discursive leadership—to consider why the leadership dichotomy occurs and provide ideas for how leadership instructors might restructure and refocus their courses to help students transcend it to develop more reflexive, contextualized understandings of leadership. We suggest four ideas for innovating leadership pedagogy: 1) rethink the typical chronological organization, 2) challenge students to identify leadership myths, 3) engage students in applied leadership contexts, and 4) emphasize leadership as a communicative practice.

Details

Journal of Leadership Education, vol. 15 no. 1
Type: Research Article
ISSN: 1552-9045

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