The Journal of applied psychology
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Understanding the processes involved when pursuing multiple goals over time is a central question for motivational theorists. A dynamic, computational model integrating theories of goal striving and goal choice is presented to account for data emerging from Schmidt and DeShon's (2007) multiple-goal-pursuit protocol. ⋯ Variance in parameters in the model also accounted for individual differences found in the data. Discussion focuses on the theoretical contribution of formally integrating elements of self-regulation theories, further empirical work needed to test the model, and further theoretical work needed to continue the integration process exemplified here.
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Exhaustion has a significant impact on employees and organizations, and leader behavior may affect it. We applied conservation of resources theory to test propositions regarding the joint effects of goal-focused leadership (GFL) and personality on employee exhaustion. We proposed that the relationship between GFL and exhaustion depends on employees' standing on both conscientiousness and emotional stability. ⋯ In contrast, employees low on both traits likely experience greater exhaustion under a goal-focused leader compared with other employees. Results revealed a 3-way interaction in 2 independent samples and were generally supportive of our predictions. GFL was associated with heightened exhaustion among individuals in the low-emotional-stability, low-conscientiousness group but not among workers having any other trait combination.
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The leader-member exchange (LMX) literature has established that leaders differentiate among their followers. Yet little is known about the effects of LMX differentiation (within-group variation in LMX quality). In this study, we contend that the effects of LMX differentiation on the employee outcomes of work attitudes, coworker relations, and employee withdrawal behaviors will be contingent upon the level of procedural and distributive justice climate. Data from 276 employees working in 25 stores of a retail chain in Turkey supported our hypotheses such that LMX differentiation was related to more negative work attitudes and coworker relations, and higher levels of withdrawal behaviors only when justice climate was low.