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Employee needs and job-related oppor...

Goo, Wongun.

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Employee needs and job-related opportuniites: From the person-environment fit framework.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Employee needs and job-related opportuniites: From the person-environment fit framework./
作者:	Goo, Wongun.
面頁冊數:	161 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-06(E), Section: A.
Contained By:	Dissertation Abstracts International76-06A(E).
標題:	Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3681240
ISBN:	9781321538892

Employee needs and job-related opportuniites: From the person-environment fit framework.
Goo, Wongun.

Employee needs and job-related opportuniites: From the person-environment fit framework. - 161 p.

Source: Dissertation Abstracts International, Volume: 76-06(E), Section: A.

Thesis (Ph.D.)--Georgia State University, 2015.

This item must not be sold to any third party vendors.

The work environment presents employees with many opportunities for meaningful experiences associated with personal and professional growth. When these opportunities match what employees need, they have favorable attitudes toward the job and the organization. My dissertation addresses questions related to work design, employees' experiences of leadership and leaders' attitudes towards their own leadership behaviors through the lens of Person-Environment (P-E) Fit theory.

ISBN: 9781321538892Subjects--Topical Terms:

516664
Management.

Employee needs and job-related opportuniites: From the person-environment fit framework.
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245 1 0 $a Employee needs and job-related opportuniites: From the person-environment fit framework.
300 $a 161 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-06(E), Section: A.
500 $a Adviser: Lisa S. Lambert.
502 $a Thesis (Ph.D.)--Georgia State University, 2015.
506 $a This item must not be sold to any third party vendors.
506 $a This item must not be added to any third party search indexes.
520 $a The work environment presents employees with many opportunities for meaningful experiences associated with personal and professional growth. When these opportunities match what employees need, they have favorable attitudes toward the job and the organization. My dissertation addresses questions related to work design, employees' experiences of leadership and leaders' attitudes towards their own leadership behaviors through the lens of Person-Environment (P-E) Fit theory.
520 $a In the first part of my dissertation, I revisited the Job Characteristics Model (JCM) which predicted positive attitudes and behavior when jobs were designed to increase five key job characteristics (variety; autonomy; feedback, identity, and significance). I re-conceptualized GNS as variation in employees' needs for the five job characteristics by applying the person-environment fit (P-E) framework to the JCM.
520 $a The second part of my dissertation suggested that visionary leadership might also engender negative effects because it required employees' exceptional and relentless persistence and effort. I examined the joint effect of the visionary leadership employees' receive and the amount of visionary leadership employees' need on their work attitudes. Core self-evaluation (CSE) was predicted to moderate the relationship between visionary leadership needed and received on work attitudes.
520 $a The final part of my dissertation examined the effects of leadership on the leaders themselves. I proposed that leadership roles might also be harmful for leaders because the increased responsibility for subordinates and their performance requires them to enact leadership behaviors that deviate from what is comfortable, increasing their work overload and strain.
520 $a Results showed that as supplies deviated from needs for both deficiency and excess, employees' outcomes (attitudes, well-being) decreased; when the needed amounts of job-related opportunities s were matched with the supplied amounts, outcomes were most positive. Moreover when needs and supplies were both high vs. when both were low, outcomes were more positive.
520 $a My dissertation demonstrated that desirable behaviors and experience can have negative effects on both employees and leaders when individual variations in employees' and leaders' needs are not considered. My findings suggest ways in which common advice to leaders is associated with unfavorable outcomes for employees, leaders, and their organizations.
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