Abstract

Although past research has suggested ineffective leadership to be the most common reason for low levels of employee engagement, little is known about the mediating mechanisms underlying this relationship. To address this gap in research, I tested a theoretical model based on Self-Determination Theory (SDT; Deci & Ryan, 2000) in which two focal mechanisms, leader-member exchange (LMX) and empowerment, functioned in sequential order to predict the relationship between Full Range Leadership and subordinate engagement. Results showed that transactional leadership had positive and negative indirect effects on engagement, suggesting that transactional leadership comprises a "double-edged sword" as a predictor of subordinate engagement. In contrast, the indirect effects between transformational leadership and engagement were consistently positive. As such, current mediation models used in leadership can benefit by drawing from SDT to investigate the unfolding process of leadership through sequential mediation.

Notes

If this is your thesis or dissertation, and want to learn how to access it or for more information about readership statistics, contact us at STARS@ucf.edu

Graduation Date

2017

Semester

Spring

Advisor

Wang, Wei

Degree

Master of Science (M.S.)

College

College of Sciences

Department

Psychology

Degree Program

Industrial Organizational Psychology

Format

application/pdf

Identifier

CFE0006675

URL

http://purl.fcla.edu/fcla/etd/CFE0006675

Language

English

Release Date

May 2020

Length of Campus-only Access

3 years

Access Status

Masters Thesis (Open Access)

Download

Share

COinS