東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁 到查詢結果 [ null ]

切換: 標籤 | MARC模式 | ISBD

An examination of toxic leadership, ...

Schmidt, Andrew A.,

FindBook

Google Book

Amazon

博客來

An examination of toxic leadership, job outcomes, and the impact of military deployment /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	An examination of toxic leadership, job outcomes, and the impact of military deployment // Andrew A Schmidt.
作者:	Schmidt, Andrew A.,
面頁冊數:	1 electronic resource (125 pages)
附註:	Source: Dissertations Abstracts International, Volume: 76-03, Section: B.
Contained By:	Dissertations Abstracts International76-03B.
標題:	Behavioral psychology. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3627674
ISBN:	9781321030914

An examination of toxic leadership, job outcomes, and the impact of military deployment /
Schmidt, Andrew A.,

An examination of toxic leadership, job outcomes, and the impact of military deployment /Andrew A Schmidt. - 1 electronic resource (125 pages)

Source: Dissertations Abstracts International, Volume: 76-03, Section: B.

Despite increasing coverage of toxic leadership from the popular press and lay publications, it has only recently been the subject of rigorous empirical scrutiny. This investigation tested a moderated mediation model to examine the relationships between toxic leadership, group cohesion, and job outcome variables among military personnel in different deployment situations. Using conservation of resources (COR) theory as a grounding framework, responses were collected from military personnel who were stationed "in garrison" (i.e. at home, in a low stress situation), deployed, (a high stress situation), and deployed to an active combat zone (an extreme stress situation). Hypotheses were focused on group-level ratings of toxic leadership and job outcomes. Multilevel analyses were used to control for individual-level effects. Confirmatory factor analysis showed support for a five-factor structure of toxic leadership that includes dimensions of self-promotion, abusive supervision, unpredictability, narcissism, and authoritarian leadership. The higher-order construct of toxic leadership and its five component dimensions had direct negative effects on all four job outcome variables: group-level job satisfaction, group productivity, group-level organizational trust, and group-level organizational commitment. Toxic leadership also had a direct negative effect on group cohesion. Group cohesion was found to be a full mediator of the relationships between self-promotion, abusive supervision, and unpredictability and group-level job satisfaction. Group cohesion was found to be a partial mediator for the 17 remaining relationships between the toxic leadership dimensions and job outcomes. Relative importance analysis indicated that while the toxic leadership dimensions of unpredictability and abusive supervision were key predictors of job outcomes, self-promotion was the dimension with the most predictive power. No support was found for the hypothesized interactions caused by deployment status. Future directions are proposed for research on destructive leadership styles, and implications for practitioners are discussed.

English

ISBN: 9781321030914Subjects--Topical Terms:

2122788
Behavioral psychology.
Subjects--Index Terms:

Job outcomes

An examination of toxic leadership, job outcomes, and the impact of military deployment /
LDR:03654nmm a22004333i 4500 001 2432569
005 20250718090831.5
006 m o d
007 cr|nu||||||||
008 261011s2014 miu||||||m |||||||eng d
020 $a 9781321030914
035 $a (MiAaPQD)AAI3627674
035 $a (MiAaPQD)umd:15049
035 $a AAI3627674
040 $a MiAaPQD $b eng $c MiAaPQD $e rda
100 1 $a Schmidt, Andrew A., $e author. $3 3821848
245 1 3 $a An examination of toxic leadership, job outcomes, and the impact of military deployment / $c Andrew A Schmidt.
264 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2014
300 $a 1 electronic resource (125 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 76-03, Section: B.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisors: Hanges, Paul J. Committee members: Chen, Gilad; Gelfand, Michele J.; Stangor, Charles; Stevens, Cynthia K.
502 $b Ph.D. $c University of Maryland, College Park $d 2014.
520 $a Despite increasing coverage of toxic leadership from the popular press and lay publications, it has only recently been the subject of rigorous empirical scrutiny. This investigation tested a moderated mediation model to examine the relationships between toxic leadership, group cohesion, and job outcome variables among military personnel in different deployment situations. Using conservation of resources (COR) theory as a grounding framework, responses were collected from military personnel who were stationed "in garrison" (i.e. at home, in a low stress situation), deployed, (a high stress situation), and deployed to an active combat zone (an extreme stress situation). Hypotheses were focused on group-level ratings of toxic leadership and job outcomes. Multilevel analyses were used to control for individual-level effects. Confirmatory factor analysis showed support for a five-factor structure of toxic leadership that includes dimensions of self-promotion, abusive supervision, unpredictability, narcissism, and authoritarian leadership. The higher-order construct of toxic leadership and its five component dimensions had direct negative effects on all four job outcome variables: group-level job satisfaction, group productivity, group-level organizational trust, and group-level organizational commitment. Toxic leadership also had a direct negative effect on group cohesion. Group cohesion was found to be a full mediator of the relationships between self-promotion, abusive supervision, and unpredictability and group-level job satisfaction. Group cohesion was found to be a partial mediator for the 17 remaining relationships between the toxic leadership dimensions and job outcomes. Relative importance analysis indicated that while the toxic leadership dimensions of unpredictability and abusive supervision were key predictors of job outcomes, self-promotion was the dimension with the most predictive power. No support was found for the hypothesized interactions caused by deployment status. Future directions are proposed for research on destructive leadership styles, and implications for practitioners are discussed.
546 $a English
590 $a School code: 0117
650 4 $a Behavioral psychology. $3 2122788
650 4 $a Social psychology. $3 520219
650 4 $a Military studies. $3 2197382
653 $a Job outcomes
653 $a Military deployment
653 $a Toxic leadership
690 $a 0384
690 $a 0451
690 $a 0750
710 2 $a University of Maryland, College Park. $b Psychology. $e degree granting institution. $3 3821849
720 1 $a Hanges, Paul J. $e degree supervisor.
773 0 $t Dissertations Abstracts International $g 76-03B.
790 $a 0117
791 $a Ph.D.
792 $a 2014
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3627674