Aggression-preventive supervisor behavior: Implications for workplace climate and employee outcomes.

2017 ◽  
Vol 22 (1) ◽  
pp. 1-18 ◽  
Author(s):  
Liu-Qin Yang ◽  
David E. Caughlin
Keyword(s):  
Workplace Climate ◽  
Employee Outcomes ◽  
Supervisor Behavior

Supervisor implicit theory of ability and employee outcomes

2009 ◽  
Author(s):  
Stephen D. Risavy ◽  
Chester Kam ◽  
Wei Qi Elaine Perunovic
Keyword(s):  
Implicit Theory ◽  
Employee Outcomes

Relationship between big five personality model and abusive supervision

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Bibi Tahira ◽  
Naveed Saif ◽  
Muhammad Haroon ◽  
Sadaqat Ali
Keyword(s):  
Big Five ◽  
Abusive Supervision ◽  
State Universities ◽  
Big Five Personality ◽  
Big Five Model ◽  
The Impact ◽  
First Time ◽  
Supervisor Behavior ◽  
Moderating Role

The current study tries to understand the diverse nature of relationship between personality Big Five Model (PBFM) and student's perception of abusive supervision in higher education institutions of Khyber Pakhtoonkhwa Pakistan. Data was collected in dyads i.e. (supervisors were asked to rate their personality attributes while student were asked to rate the supervisor behavior) through adopted construct. For this purpose, data was collected from three government state universities and one Private Sector University. The focus was on MS/M.Phill and PhD student and their supervisors of the mentioned universities. After measuring normality and validity regression analysis was conducted to assess the impact of supervisor personality characteristics that leads to abusive supervision. Findings indicate interestingly that except agreeableness other four attributes of (PBFM) are play their role for abusive supervision. The results are novel in the nature as for the first time Neuroticism, openness to experience, extraversion and conscientiousness are held responsible for the abusive supervision. The study did not explore the demographic characteristics, and moderating role of organizational culture, justice and interpersonal deviances to understand the strength of relationship in more detail way. Keywords: Personality big five model, abusive supervision, HEIs

How do transformational leaders foster positive employee outcomes? A self-determination-based analysis of employees' needs as mediating links

2012 ◽  
Vol 33 (8) ◽  
pp. 1031-1052 ◽  
Author(s):  
Snjezana Kovjanic ◽  
Sebastian C. Schuh ◽  
Klaus Jonas ◽  
Niels Van Quaquebeke ◽  
Rolf van Dick
Keyword(s):  
Self Determination ◽  
Transformational Leaders ◽  
Employee Outcomes

scholarly journals Use of flexible work practices and employee outcomes: the role of work–life balance and employee age

2021 ◽  
pp. 1-21
Author(s):  
Tahrima Ferdous ◽  
Muhammad Ali ◽  
Erica French
Keyword(s):  
Turnover Intentions ◽  
Theoretical Research ◽  
Work Practices ◽  
Flexible Work ◽  
Employee Outcomes ◽  
Life Balance ◽  
Flexible Work Practices ◽  
The Relationship ◽  
Employee Age

Abstract Flexible work practices (FWPs) give employees some control over when and where they work. Using boundary theory and role balance theory, this study proposes and tests a mediation model focusing on how the relationships between FWPs usage and employee outcomes (i.e., wellbeing and turnover intention) are mediated by work−life balance (WLB). It also tests the moderating role of employee age on the relationship between WLB and employee outcomes using socioemotional selectivity theory. The model was tested using survey data from 293 employees of an Australian for-profit organization. The findings indicate that FWPs usage is positively associated with WLB, WLB is positively associated with wellbeing and negatively with turnover intentions, and WLB partially mediates the relationships between FWPs usage and employee outcomes. The results provide partial support that employee age moderates the relationship between WLB and turnover intentions. Theoretical, research and practical contributions are discussed.

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