Zobrazeno 1 - 6
of 6
pro vyhledávání: '"Xiaohua (Tracy) Zhou"'
Publikováno v:
The Leadership Quarterly. 21:826-843
Two studies were conducted to quantitatively and qualitatively examine supervisor–subordinate differences in perceptions concerning the quality of their LMX relationship. The results provided strong support for a lack of construct convergence betwe
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::7a35646bd884a545d43ef6824ab92bd0
https://doi.org/10.1016/j.leaqua.2010.07.010
https://doi.org/10.1016/j.leaqua.2010.07.010
Publikováno v:
The Leadership Quarterly. 17:21-38
This study tested the recent path-goal leadership theory prediction [House, R.J., 1996. Path-goal theory of leadership: Lessons, legacy, and a reformulated theory. The Leadership Quarterly, 7, 323–352] that leader contingent reward behavior negativ
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::6dc1d9c29faeeccea347ef11cd27bcb0
https://doi.org/10.1016/j.leaqua.2005.10.008
https://doi.org/10.1016/j.leaqua.2005.10.008
Autor:
Terence R. Mitchell, Xiaohua (Tracy) Zhou, Kenneth H. Doerr, Chester A. Schriesheim, Tali Freed
Publikováno v:
Academy of Management Review. 27:594-607
We propose a model in which between-individual differences in performance (heterogeneity) and within-individual differences in performance over time (variability) affect flow line performance. The impact of heterogeneity and variability is contingent
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::7b497b734fb809d07ecb44ccba065a18
https://doi.org/10.5465/amr.2002.7566098
https://doi.org/10.5465/amr.2002.7566098
Publikováno v:
The Leadership Quarterly. 12:515-551
Leadership research has recently begun to emphasize the importance of examining the level of analysis (e.g., individual, dyad, group, organization) at which phenomena are hypothesized to occur. Unfortunately, however, it is still not commonplace for
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::1440ac891d6cd47f056e3c3f9c6481f3
https://doi.org/10.1016/s1048-9843(01)00095-9
https://doi.org/10.1016/s1048-9843(01)00095-9
Autor:
Chester A. Schriesheim, Xiaohua Tracy Zhou, Tali Freed, Terence R. Mitchell, Kenneth H. Doerr
The article of record as published may be located at http://dx.doi.org/10.1037/0021-9010.89.5.911 Work flow policies are shown to induce a change in average between-workers variability (worker heterogeneity) and within-worker variability in performan
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::619106ce6584df0ce0edaf8b4b3f74d1
https://hdl.handle.net/10945/39400
https://hdl.handle.net/10945/39400
Autor:
Kenneth Howard Doerr, Terence R. Mitchell, Chester A. Schriesheim, Tali Freed, Xiaohua (Tracy) Zhou
We propose a model in which between-individual differences in performance (heterogeneity) and within-individual differences in performance over time (variability) affect flow line performance. The impact of heterogeneity and variability is contingent
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::68037328a915c4eb9dddd099bb71c4b4
https://hdl.handle.net/10945/39401
https://hdl.handle.net/10945/39401