This study examined the mediating role of economic leader–member exchange (ELMX) on the negative associations between laissez-faire leadership and affective commitment, self-reported work effort, and ...self-reported organizational citizenship behavior. Two samples were used. Study 1 consisted of 199 employees from an international high-technology manufacturing organization. Study 2 consisted of 197 employees from an international private security firm. Both studies supported a positive association between laissez-faire leadership and an ELMX relationship. Study 1 showed that ELMX fully mediated the negative association between laissez-faire leadership and affective commitment. Study 2 showed that ELMX fully mediated the negative association between laissez-faire leadership and self-reported work effort and partially mediated the negative association between laissez-faire leadership and self-reported organizational citizenship behavior. Theoretical and practical implications are discussed.
This study explored the relationships between perceived training intensity, perceived supervisor support, and work effort. The results from a cross-lagged study across a 10-month time span among 323 ...employees at a Norwegian power supply company revealed a nonsignificant relationship between perceived training intensity and self-reported work effort. Moderation analyses revealed a negative relationship for employees reporting low levels of perceived supervisor support. These findings suggest that line managers are of vital importance for maintaining employees' work efforts in settings where competence-related stress is prevalent. Among several potential implications for practice, we encourage managers to engage in supportive behaviour, particularly under stressful working conditions.
The purpose of the current study was to investigate the moderating role of span of supervision in the association between servant leadership and multiple outcomes such as job satisfaction and ...follower performance in a municipality context in Norway. Cross-sectional research design was applied, where data were collected from 237 respondents where leaders and their followers participated. Results showed how the positive relationship between servant leadership and job satisfaction is attenuated by a larger span of supervision, resulting in poorer follower performance. The present study contributes to the servant leadership literature by showing that servant leaders do not operate in the same manner across different degrees of span of supervision. Evidence suggests that span of supervision creates distance between leaders and followers and moderates the types of leader behaviors that may emerge or are viable, such that serving every follower’s highest priority needs becomes difficult to execute.
The Eagerness for Physical Activity Scale (EPAS) validated in this study is based on the belief that eagerness for physical activity should be seen as a major outcome of interventions and physical ...activity contexts. The aim of the study was to introduce the concept of eagerness into physical activity research, to validate EPAS, and to explore its relationship with maximal oxygen uptake (VO
2max
) and motivation. A multi-study validation approach was used. Convergent and discriminant validity was supported and the scale displayed high internal consistency across all studies. When controlling for self-determined motivation, eagerness for physical activity related positively to VO
2max
, thus supporting incremental validity above and beyond intrinsic motivation, identified regulation, extrinsic regulation, and a-motivation. Based on our results we recommend not only the application of EPAS in the assessment of how intervention programs and regular types of activity contexts affect people of all ages, but also the introduction of the concept of eagerness into physical activity and health research and policy in general.
Celotno besedilo
Dostopno za:
BFBNIB, DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
This essay revisits the controversial concept of secularization in the debate between Hans Blumenberg and Karl Löwith, situating their apparent disagreement against the foil of the former's largely ...implicit critique of Rudolf Bultmann and Friedrich Gogarten. Rather than conceiving the modern age as one indebted to and derived from its Christian legacy, Blumenberg inverts the logic of debt, inheritance, and origination at the core of contemporaneous attempts to delegitimize the modern age. In his account, it is not the Christian legacy that is to be credited with the advent of the modern age, while the latter is to be faulted for deviating from its origin; rather, the presumed inheritance is in fact an inadvertent burden and liability against which modernity had to assert itself. In this regard, Blumenberg's position turns out to be much closer to Löwith's than usually assumed, though significant differences still remain.
"This study investigated the interplay between perceived investment in contract worker development by the client organization and contract workers' perceived organizational support from their ...temporary employment agency. A study among 2021 contract workers from three temporary employment agencies in Norway showed that the relationships between perceived investment in contract worker development and task and contextual performance were moderated by contract workers' perceived organizational support from the agency. The form of the moderations revealed no positive relationships between perceived investment in contract worker development and performance unless the perceived investment by the client organization was accompanied by higher levels of perceived support from the temporary employment agency. These findings suggest that client organizations, which hire from temporary employment agencies that provide support to their contract workers, will get the most out of their investments in these contract workers' development." Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch; Befragung. Die Untersuchung bezieht sich auf den Zeitraum 2008 bis 2008. (author's abstract, IAB-Doku).
Purpose
– The purpose of this paper is to investigate whether the relationship between employees’ knowledge donating and managers’ knowledge collecting is moderated by social leader-member exchange ...(SLMX) and economic leader-member exchange (ELMX).
Design/methodology/approach
– Data were obtained from 227 employee-leader dyads from four Norwegian organizations. Hierarchical moderated regression was used to test the hypotheses.
Findings
– Even though the authors observed a positive relationship between employees’ knowledge donating and managers’ knowledge collecting, the moderation analysis revealed a positive relationship only for high levels of SLMX relationships.
Research limitations/implications
– The data were cross-sectional, thus prohibiting causal inferences.
Practical implications
– SLMX relationships may be particularly important for the facilitation of knowledge exchange. Managers may draw on this finding to develop their relationships with employees by means of relationship-oriented behaviors.
Originality/value
– Given the importance of knowledge-sharing processes, a better understanding of the conditions under which knowledge donating related to knowledge collecting is particularly important. The present study advances knowledge on SLMX and ELMX relationships by demonstrating how SLMX moderates the association between knowledge donating and knowledge collecting.
This study investigated whether the relationship between temporary employees' perceived investment in employee development and work outcomes was moderated by temporary employees' perceived investment ...in standard employee development (PISED). A study among 2022 Norwegian temporary employees showed that the relationship between perceived investment in temporary employee development and in-role and contextual performance was moderated by the temporary employees' PISED. These results suggest that client organizations that invest more in standard employee development will get the most of their investments in temporary employee development. Implications for practice and future research are discussed.
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