Running head: THE ROLE OF ATTACHMENT STYLES IN LMX The Role of Attachment Styles in Leader-Member Exchange Theory Will A. Gibson Kansas State University Abstract Leader-member Exchange Theory (LMX) deals with the quality of a work relationship between a leader and a member. A higher quality LMX places members in an in-group with their leader and therefore benefit from increased communication‚ attention‚ and consideration. When there is a lower LMX‚ members are in an out-group characterized
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CHAPTER 1 INTRODUCTION Background of the Study A hotel is equivalent to a “home away from home” service. But how can you feel at home if the service and the establishment itself do not comply on what you need and the services you want? Reading some reviews on the net and some blog sites caught our attention to conduct research about the complaints (services and establishment) on the newly established hotel at the Fort- the Best Western Premier F1 Hotel. We are comfortable in doing a research
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GENERAL HISTORY OF INDUSTRAL PSYCHOLOGY Industrial psychology is a relatively recent subfield of psychology. In fact it did not become fully productive until about the late 1920’s. The industrial side of industrial psychology has its historical origins in research on individual differences‚ assessment‚ and the prediction of performance. This branch of the field crystallized during World War I‚ in response to the need to rapidly assign new troops to duty stations. After the War the growing industrial
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Describe‚ compare and contrast one process and one content theory of motivation. Evaluate how appropriate they are for organisations today. Motivation is the desire or willingness of someone to do something. Craig C. Pinder (1998) defined work motivation as a “set of internal and external forces that initiate work related behaviour and determine its form‚ direction‚ intensity and duration.” Motivation plays an important role in a business environment‚ as employee motivation is believed to improved
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weaknesses need to be improved upon. The textbook Psychology Applied to Work describes this concept as positive psychology‚ "The aim of positive psychology is to shift the emphasis away from what is wrong with people to what is right with people" (Muchinsky & Culberson‚ pg. 384‚ 2016). With that premise on its head‚ Strengths Finder 2.0 looks to first identify the strengths of others and directs them to improve on what they already do so well. Even though the text can be applied practically‚ the book
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Literature Review: According to Casse and Banahan (2007)‚ the different approaches to training and development need to be explored. It has come to their attention by their own preferred model and through experience with large Organisations. The current traditional training continuously facing the challenges in the selection of the employees‚ in maintaining the uncertainty related to the purpose and in introducing new tactics for the environment of work and by recognizing this‚ they advising on
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Issues in People Management Impact of People Management Practices on Business Performance Malcolm G Patterson Michael A West Rebecca Lawthom Stephen Nickell Prelims.p65 1 16/06/03‚ 15:27 Other titles in the Issues series: Employee Motivation and the Psychological Contract Employment Attitudes in Britain Fairness at Work and the Psychological Contract Performance Management through Capability The State of the Psychological Contract in Employment Working to Learn: a work-based route
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Irvin Mc Graw Hill. Mossholder‚ K.‚ Bedeian‚ Norris‚ A.‚ Giles‚ D.‚ & Feild‚ H. (1988). Job Performance and Turnover Decisions: Two Field Studies. Journal of Management‚ vol. 14‚‚ 403-14. Muchinsky‚ P. (1993). Psychology applied to Work (4th ed.). California: Brooks: Cole Publishing Company. Nash‚ M. (1985). Managing Organizational Performance. Newstorm. (1994). organizational Behavior. new york: Mc Graw Hill Book Company. Noor‚ S.‚ & Maad. (2008). Examining the Relationship between Work Life
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Hayes‚ 2002; Harrison‚ 2007; Gubman‚ 2004) 15 behavior (Sheppard‚ Harwick‚ & Warshaw‚ 1988; Prestholdt‚ Lane‚ & Mathews‚ 1987) 16 turnover intent) (i.e.‚ Mobley‚ 1977; Mobley‚ Horner‚ Hollingsworth‚ 1978; Mobley‚ Griffeth‚ Hand‚ and Meglino‚ 1979; Muchinsky & Morrow‚ 1980)
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Table of Contents 1. Cover Page ….………………………………………………………… 1 2. Introduction ….………………………………………………………… 3 3. Outline of search …………………….………………………………… 5 4. My Preliminary Question …………………………………………… . 8 5. A List of Key Terms & Definitions ………………………………….. 9 6. Annotated Bibliography ……………………………………………….12 a. List of 6 (Best) ………………………………………………………12 b. List of 2 (Non-research based)……………………………………24 c. List of 2 (Irrelevant) ………………………………………………
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