Leader-follower exchange quality: the role of personal and interpersonal attributes.

A field study of 84 registered nurses and their supervisors revealed that leaders' perceptions of leader-follower attitudinal similarity and follower extraversion were positively related to the quality of leader-follower exchanges. Neither followers' locus of control nor growth need strength was found to be significantly correlated with the quality of the exchange between leaders and followers.

Birth order and selected work-related personality variables.

PIP: A possible link between birth order and various individual characteristics (e. g., intelligence, potential eminence, need for achievement, sociability) has been suggested by personality theorists such as Adler for over a century. The present study examines whether birth order is associated with selected personality variables that may be related to various work outcomes. 3 of 7 hypotheses were supported and the effect sizes for these were small. Firstborns scored significantly higher than later borns on measures of dominance, good impression, and achievement via conformity. No differences between firstborns and later borns were found in managerial potential, work orientation, achievement via independence, and sociability. The study's sample consisted of 835 public, government, and industrial accountants responding to a national US survey of accounting professionals. The nature of the sample may have been partially responsible for the results obtained. Its homogeneity may have caused any birth order effects to wash out. It can be argued that successful membership in the accountancy profession requires internalization of a set of prescribed rules and standards. It may be that accountants as a group are locked in to a behavioral framework. Any differentiation would result from spurious interpersonal differences, not from predictable birth-order related characteristics. A final interpretation is that birth order effects are nonexistent or statistical artifacts. Given the present data and particularistic sample, however, the authors have insufficient information from which to draw such a conclusion.^ieng

Outcomes of role stress: a multisample constructive replication.

Responses from four separate samples of accountants and hospital employees provided a constructive replication of the Bedeian and Armenakis (1981) model of the causal nexus between role stress and selected outcome variables. We investigated the relationship between both role ambiguity and role conflict--as specific forms of role stress--and job-related tension, job satisfaction, and propensity to leave, using LISREL IV, a technique capable of providing statistical data for a hypothesized population model, as well as for specific causal paths. Results, which support the Bedeian and Armenakis model, are discussed in light of previous research.

Group process-work outcome relationships: a note on the moderating impact of self-esteem.

Self-esteem was hypothesized to moderate relationships between peer group interaction and two work-related variables, job performance and job strain. The study found support for the general hypothesis. Peer group interaction had a greater impact on the two work-related variables for low than for high self-esteem individuals.

Role perceptions, satisfaction, and performance: moderating effects of self-esteem and organizational level.

The moderating effects of organizational level and self-esteem on the relationships between role perceptions (i.e., role ambiguity and role conflict) and employee satisfaction and performance were examined. Previous research suggested that self-esteem, as an indicator of perceived self-competence, should act as a buffering element contingent upon an individual's organizational level. To test this possibility, data were collected from a sample of 161 hospital professional and support personnel. It was hypothesized that the negative effects of role ambiguity and conflict on satisfaction and performance would be attenuated by high self-esteem at lower organizational levels. Two of the four predicted interactions (ambiguity-satisfaction and conflict-performance) were obtained. The importance of considering the combined effects of both situational and individual difference variables as potential buffers against aversive role perceptions was discussed.

Work-related motives and self-esteem in American women.

Acknowledging the need for additional research on work-related motives and self-esteem in American women, this study investigated the hypothesis that women with a favorable self-esteem would score high in n Ach, in Pow, and n Auto, whereas women with a less favorable self-esteem would score high in n Aff, n Agg, and n Def. Eighty-five female college students completed Gough and Heilbrun's Adjective Check List and Form B of the Coopersmith Self-Esteem Inventory. Data were analyzed by means of chi square tests in conjunction with the coefficient of association asymmetric lambda. The results indicated that, as predicted, women with a favorable self-esteem scored high in n Ach (p less than .001) and n Pow (p less than .001), while contrary to expectation, they also scored high in n Aff (p less than .05). All other relationships were found to be nonreliable. These findings were interpreted as stressing the importance of the relationship between self-esteem and work-related motives in women.

Sex-role orientation: effect on self-esteem, need achievement and internality in college females.

This study investigated the effect of sex-role orientation on self-esteem, n Achievement, and internality in 98 college females. Specifically it was predicted that (a) college females possessing a non-traditional sex-role orientation would score higher in n Achievement than those possessing a traditional sex-role orientation; (b) no statistical difference would exist in the self-esteem scores of the two groups; and (c) the strength of the relationship between self-esteem and internality would vary for "non-traditional" (r = .41) and "traditional" females (r = .11). All three hypotheses received support from data of 98 undergraduates.

Relationship of need achievement to self-esteem: evidence for validity of Form B of Coopersmith's Self-Esteem Inventory.

Self-esteem scores, as measured by the recently developed short form of Coopersmith's Self-esteem Inventory (Self-esteem Institute 1974), were correlated with need achievement scores, as measured by Gough and Heilbrun's (1965) Adjective Check List. Self-esteem and need achievement were significantly related for male (N = 172) and female (N = 85) university students (p less than .001 and p less than .03, respectively). This finding was interpreted as providing a measure of concurrent validity for the short form of Coopersmith's Inventory.