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Manager Trust and Job Autonomy as Pr...

Rasmussen, Victoria,

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Manager Trust and Job Autonomy as Predictors of Job Satisfaction: A Direct Report's Perspective /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Manager Trust and Job Autonomy as Predictors of Job Satisfaction: A Direct Report's Perspective // Victoria Rasmussen.
Author:	Rasmussen, Victoria,
Description:	1 electronic resource (156 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 86-02, Section: B.
Contained By:	Dissertations Abstracts International86-02B.
Subject:	Psychology. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=31332758
ISBN:	9798383659779

Manager Trust and Job Autonomy as Predictors of Job Satisfaction: A Direct Report's Perspective /
Rasmussen, Victoria,

Manager Trust and Job Autonomy as Predictors of Job Satisfaction: A Direct Report's Perspective /Victoria Rasmussen. - 1 electronic resource (156 pages)

Source: Dissertations Abstracts International, Volume: 86-02, Section: B.

The paradigm of leadership development has shifted towards empathetic and nurturing managerial approaches, departing from traditional rigid professional relationships. This evolution aligns with the growing recognition of the value of trust and autonomy in leader-follower dynamics. However, existing literature often neglects to simultaneously address trust, autonomy, and leader behaviors concerning employee outcomes, particularly job satisfaction.This research explores the interplay between manager trust, job autonomy, and employee job satisfaction within the framework of leadership development. Drawing on theories such as Leader-Member Exchange (LMX) and Self-Determination Theory, a quantitative approach is employed to analyze survey data collected from American workers reporting to direct managers.The study aims to answer four primary research questions regarding the predictive relationships between trust, autonomy, and job satisfaction. Results indicate that trust significantly predicts job autonomy, and both factors independently predict employee job satisfaction. Furthermore, the combined presence of trust and autonomy predicts higher levels of job satisfaction.The findings contribute to the understanding of leadership dynamics, emphasizing the importance of cultivating trust and providing autonomy in managerial relationships. Practical implications include recommendations for leadership training initiatives and organizational policies to foster supportive environments conducive to employee satisfaction and organizational success. This research fills a gap in the literature by broadening the demographic scope and focusing on job satisfaction as a critical outcome of trust and autonomy in the workplace.

English

ISBN: 9798383659779Subjects--Topical Terms:

519075
Psychology.
Subjects--Index Terms:

Direct reports

Manager Trust and Job Autonomy as Predictors of Job Satisfaction: A Direct Report's Perspective /
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520 $a The paradigm of leadership development has shifted towards empathetic and nurturing managerial approaches, departing from traditional rigid professional relationships. This evolution aligns with the growing recognition of the value of trust and autonomy in leader-follower dynamics. However, existing literature often neglects to simultaneously address trust, autonomy, and leader behaviors concerning employee outcomes, particularly job satisfaction.This research explores the interplay between manager trust, job autonomy, and employee job satisfaction within the framework of leadership development. Drawing on theories such as Leader-Member Exchange (LMX) and Self-Determination Theory, a quantitative approach is employed to analyze survey data collected from American workers reporting to direct managers.The study aims to answer four primary research questions regarding the predictive relationships between trust, autonomy, and job satisfaction. Results indicate that trust significantly predicts job autonomy, and both factors independently predict employee job satisfaction. Furthermore, the combined presence of trust and autonomy predicts higher levels of job satisfaction.The findings contribute to the understanding of leadership dynamics, emphasizing the importance of cultivating trust and providing autonomy in managerial relationships. Practical implications include recommendations for leadership training initiatives and organizational policies to foster supportive environments conducive to employee satisfaction and organizational success. This research fills a gap in the literature by broadening the demographic scope and focusing on job satisfaction as a critical outcome of trust and autonomy in the workplace.
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