Do Relationships Matter? Investigating the Link Between Supervisor and Subordinate Dedication and Cynicism via the Quality of Leader–Member Exchange

Mäkelä, Liisa; Tanskanen, Jussi; Cieri, Helen De

doi:10.1177/1548051820967010

Cited by 7 publications

(5 citation statements)

References 95 publications

(177 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…As shown in the results, H2 suggested that SC moderates the relationship between FLE ERB and SS negatively. This is unsurprising, as cynicism has been associated with decreased pleasure and trust in service interactions, and it is defined as the idea that people are more driven by their interests than by others [62]. It is, therefore, conceivable that student cynicism might tamper with the beneficial impacts of FLE ERB on SS, which is supported in this study and previous studies [41][42][43].…”

Section: Discussionsupporting

confidence: 72%

Exploring the Impact of Front-Line Employees’ Extra Role Behavior on Student Loyalty and Retention in a Semi-Government University in the UAE

Alshamsi,

Al-Hawari,

Aderibigbe

et al. 2023

Education Sciences

View full text Add to dashboard Cite

This study aims to investigate the relationship between front-line employees’ (FLEs) extra-role behavior (ERB) and its influence on student satisfaction (SS), student loyalty (SL), and university image (UI), while also examining the moderating effect of student cynicism (SC). Drawing on the service profit chain model, this research proposes a positive relationship between ERB and SS, SL, and UI, with SC acting as a moderator for the relationship between ERB and SS. Using a survey research design, the study was conducted at a semi-government university in the United Arab Emirates (UAE) during a service encounter between FLEs and students, involving 251 students as respondents. Structural Equation Modeling (SEM) was used to analyze the data collected. The findings demonstrated a significant positive relationship between FLE ERB and SS, SL, and UI. Additionally, the study revealed that SC moderates the relationship between FLE ERB and SS, suggesting that highly cynical students are less responsive to employee extra-role behavior. These findings have significant implications for university management and policymakers. By understanding the impact of FLE ERB on student outcomes and the moderating effect of SC, universities can develop and strengthen targeted strategies to enhance SS, SL, and UI.

show abstract

Section: Discussionsupporting

confidence: 72%

Exploring the Impact of Front-Line Employees’ Extra Role Behavior on Student Loyalty and Retention in a Semi-Government University in the UAE

Alshamsi,

Al-Hawari,

Aderibigbe

et al. 2023

Education Sciences

View full text Add to dashboard Cite

show abstract

“…A leader's work dedication refers to the leader's disciplined behavior at work which includes compliance in following the rules, working hard, having resilience in carrying out tasks and being able to take the initiative in solving problems. This study shows that dedication has a positive and significant effect on employee performance, which means that the higher the level of leader dedication, the higher the performance (Hyde, 2006;Jaya & Ariyanto, 2021;Mäkelä et al, 2020). According to Jaya & Ariyanto, (2021) a leader's dedication is shown by providing solutions to problems encountered in the workplace.…”

Section: Discussionmentioning

confidence: 84%

Leadership Empowerment Values: A Literature Review

Hermawan

Prayogno

Arifin

2022

AIJP

View full text Add to dashboard Cite

The purpose of this article is to conduct a literature review related to leadership empowerment viewed from 6 values, namely integrity, collaboration, agility, dedication, innovation and meaningfulness. This study is a literature review of related journals. The literature was collected from 50 journal articles from 2000 to 2021. Based on the results of the review, it is known that the value of integrity in leadership empowerment refers to honesty and consistency between values and behaviors adopted. Collaborative leadership empowerment is needed to foster an environment that supports collaboration at work. Agility in leadership is demonstrated through flexible leadership and can lift the capabilities of the staff, so that they can contribute to the development of the company in a more advanced direction. Dedicated leaders work selflessly, have confidence in what they are doing, the goals they want to achieve, and how to get there. Innovative leaders are leaders who are willing to learn and change, willing to invest in learning and changing existing mindsets of individuals, teams and organizations. Meaningful leadership is characterized by leadership that has quality intellectual, social and moral abilities and has a positive effect on employee work. In short, these six values contribute effectively towards the quality of good leaders.

show abstract

“…When employees are delegated, they perceive themselves as accountable for their actions and they feel that they are supposed to play a role in the effective functioning of the organization (Mäkelä et al , 2021; Joiner et al , 2016). When employees perceive higher delegation by their supervisors, they feel that are responsible for the effective and successful completion of the assigned task independently.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Impact of supervisory delegation on employee voice behavior: role of felt obligation for constructive change and voice climate

Rubbab

Naqvi

Irshad

et al. 2022

EJTD

View full text Add to dashboard Cite

Purpose The research linking organizational change-oriented activities with employee voice behavior is still in its initial stages. This study aims to contribute to this line of research by proposing felt obligation for constructive change, an underlying mechanism through which supervisory delegation enhances teachers’ voice behavior. Design/methodology/approach This study tested the interactive effect of felt obligation for constructive change and voice climate on teachers’ voice behavior. The proposed model is supported by proactive motivation theory which states that environmental factors lead to motivational states which further result in employee proactive behaviors. In this study, 415 teachers with their 74 supervisors (head of departments) from educational institutes completed the surveys. Structural equation modeling was used to find the results. Findings The results supported the mediation and moderation hypotheses, which proved that felt obligation for constructive change mediates the relationship between supervisory delegation and teachers’ voice behavior, and voice climate moderates the relationship between felt obligation for constructive change and teacher voice behavior. Practical implications This paper will provide an insight to the practitioners about the role of supervisory delegation for engagement in employee voice. This paper will also help managers understand that the workplace effectiveness can be enhanced by creating opportunities for employees to voice their concern. Originality/value This study recommends that head of departments at the workplace should cultivate an environment that is conducive for their faculty for engaging in voice behavior for improved functioning of educational institutes. Findings provide an insightful approach on organizational strategies in the form of supervisory delegation to trigger voice behavior among employees to meet the uncertainty of the ever-changing business environment.

show abstract

Do Relationships Matter? Investigating the Link Between Supervisor and Subordinate Dedication and Cynicism via the Quality of Leader–Member Exchange

Cited by 7 publications

References 95 publications

Exploring the Impact of Front-Line Employees’ Extra Role Behavior on Student Loyalty and Retention in a Semi-Government University in the UAE

Exploring the Impact of Front-Line Employees’ Extra Role Behavior on Student Loyalty and Retention in a Semi-Government University in the UAE

Leadership Empowerment Values: A Literature Review

Impact of supervisory delegation on employee voice behavior: role of felt obligation for constructive change and voice climate

Contact Info

Product

Resources

About