scholarly journals Effort and Reward Effects: Appreciation and Self-Rated Performance in e-Internships

2017 ◽  
Vol 6 (4) ◽  
pp. 154 ◽  
Author(s):  
Debora Jeske ◽  
Carolyn Axtell
Keyword(s):  
Reward Effects ◽  
Rated Performance

Prediction of Subjectively Rated Performance Capacity in Elite Male Endurance-, Interval-and Resistance Exercise Athletes

2009 ◽  
Vol 13 (3) ◽  
pp. 155-162
Author(s):  
Sandor Schmikli ◽  
Peter Vergouwen ◽  
Wouter de Vries ◽  
Hans Koppeschaar ◽  
Frank Backx
Keyword(s):  
Resistance Exercise ◽  
Performance Capacity ◽  
Rated Performance

Reinforcing, subject-rated, performance and physiological effects of methylphenidate and d-amphetamine in stimulant abusing humans

2004 ◽  
Vol 18 (4) ◽  
pp. 534-543 ◽  
Author(s):  
William W. Stoops ◽  
Paul E.A. Glaser ◽  
Mark T. Fillmore ◽  
Craig R. Rush
Keyword(s):  
Physiological Effects ◽  
Rated Performance

scholarly journals Social identity theory and leader–member exchange: individual, dyadic and situational factors affecting the relationship between leader–member exchange and job performance

2020 ◽  
Vol 17 (3) ◽  
pp. 133-152
Author(s):  
Gregory Thrasher ◽  
Marcus Dickson ◽  
Benjamin Biermeier-Hanson ◽  
Anwar Najor-Durack
Keyword(s):  
Social Work ◽  
Social Identity ◽  
Job Performance ◽  
Social Identity Theory ◽  
Value Congruence ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
The Relationship ◽  
Rated Performance

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.

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