UA cloudflare authentication

Theses and Dissertations - Department of Management

Permanent URI for this collection

https://ir.ua.edu/handle/123456789/118

Browse

Browsing Theses and Dissertations - Department of Management by Author "Cashman, James F."

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    The dark side of LMX: variances among out-group members in growth need and work outcomes
    (University of Alabama Libraries, 2010) Wu, Keke; Johnson, Diane E.; University of Alabama Tuscaloosa
    Given my interest in LMX relationships and impression management (IM) behaviors, this dissertation was focused on the out-group in LMX, regarding member job performance and attitudes (Study I), and the impact of IM on performance ratings (Study II). With the suspicion that there may be individual differences that separate those who do not belong in the out-group from those who may belong there, Study I was designed to address the question concerning how the differences among out-group members impact their job performance and attitudes. Specifically, this study investigated the effect of growth-need strength (GNS) on out-group member job performance and job related attitudes. By adopting theories of person-job fit, some of the causes of undesirable work outcomes among out-group members, such as low commitment, low satisfaction, and high turnover intentions, were examined. Results from Study I suggest that for out-group members with a high growth-need, a better relationship with the supervisors may bring higher growth satisfaction and decreased turnover intent, but also more stress. With evidence found in Study I that not all out-group members believed that they belonged in the out-group, Study II investigated whether these out-group members would try to change their out-group status by means of IM. Cognitive Dissonance Theory was used as the theoretical foundation for this study. Data for both studies were collected from a state-owned hospital in main land China. Findings from Study II indicate that out-group members with a higher growth-need would use impression management more frequently, and that impression management attempts can be effective in improving performance ratings, even for out-group members.
  • Thumbnail Image
    Item
    The personal cost of being in the in-group: the relationship between leader-member exchange quality and work-family conflict
    (University of Alabama Libraries, 2011) Lawrence, Ericka R.; Kacmar, K. Michele; University of Alabama Tuscaloosa
    Research examining the influence of leader-member exchange (LMX) on employee outcomes is plentiful. However, research exploring the potential negative consequences of engaging in LMX relationships has been limited. In order to obtain a better understanding of these complex relationships, this study predicts a curvilinear relationship between LMX and work-family conflict. Role overload and job engagement also are examined as mediators of the LMX and work-family conflict relationship. Hierarchical linear modeling was used to examine 72 dyads. The findings from this study indicate that a curvilinear relationship does not exist between LMX and work-family conflict. Additionally, role overload and job engagement did not mediate the relationship between LMX and work-family conflict. A discussion of the results along with the strengths, limitations, directions for future research and practical implications are also presented.