Understanding why they don’t see eye to eye: An examination of leader–member exchange (LMX) agreement.

Although it is an explicitly dyadic approach to leadership, some leader–member exchange (LMX) research has been characterized by relatively low levels of agreement between leader and member judgments of the relationship. Using a combination of meta-analytic methods and primary data collection, the authors sought to explore several theoretically and methodologically meaningful factors that might account for lower levels of agreement. On the basis of data from 64 independent samples (N = 10,884 dyads), the authors found that overall agreement was moderate in nature (ρ = .37). In addition, they found that longer relationship tenure, affectively oriented relationship dimensions, and ad hoc sampling techniques showed the highest levels of agreement. Empirical results from 98 matched dyads revealed that the extent of LMX agreement increases as the length of relationship tenure and intensity of dyadic interaction increases. Implications for LMX theory and future empirical research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature.

The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in subjective performance, 2% in turnover perceptions, 34% in job satisfaction, 24% in organizational commitment, and 26% in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9% of the variance in subjective performance, 24% in turnover intentions, 17% in job satisfaction, 40% in organizational commitment, and 18% in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4% in job satisfaction and 16% in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Harmful help: The costs of backing-up behavior in teams.

Prior research on backing-up behavior has indicated that it is beneficial to teams (C. O. L. H. Porter, 2005; C. O. L. H. Porter et al., 2003). This literature has focused on how backing-up behavior aids backup recipients in tasks in which workload is unevenly distributed among team members. The authors of the present study examined different contexts of workload distribution and found that, in addition to the initial benefits to backup recipients, there are initial and subsequent costs. Backing-up behavior leads backup providers to neglect their own taskwork, especially when workload is evenly distributed. Team members who receive high amounts of backing-up behavior decrease their taskwork in a subsequent task, especially when a team member can observe their workload. These findings indicate that it is important to consider both the benefits and costs of engaging in backing-up behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Safety at work: A meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Elektromagnetisch-mechanische Energiewandler

Zusammenfassung Die für elektromagnetisch-mechanische Energiewandler erster und zweiter Art gültigen Wandlergesetze werden abgeleitet, wobei sich ergibt, daß eine Masse bzw. ein Trägheitsmoment in eine Kapazität, eine wegproportionale Rückstellkraft in eine Induktivität und eine geschwindigkeitsabhängige Reibung in einen Leitwert übergehen³.Die Reduktion der mechanischen Größen auf die elektrische Seite des Wandlers und umgekehrt erfolgt dabei nach Maßgabe einer von den mechanischen und elektrischen Eigenschaften des Wandlers abhängigen Gerätekonstanten, der Wandlerkonstantenw. Sie kommt in den Formeln nur in der zweiten Potenz vor und findet ihre Parallele im Übersetzungsverhältnisü eines Transformators, denn auch dort übersetzen sich Widerstände mitü ² von der einen auf die andere Seite.Anschließend wird als einer der markantesten Vertreter der Wandler zweiter Art der Gleichstrom-Nebenschlußmotor in seinem Verhalten unter den verschiedensten Betriebsbedingungen betrachtet. Mit Hilfe der sich durch die Wandler ergebenden Ersatzbilder für Motor und Belastung werden die Anlaufverhältnisse und die Rückwirkung der mechanischen Belastung auf das speisende Netz untersucht.Schließlich wird gezeigt, wie die bei der Berechnung von Regelvorgängen erforderlichen Frequenzgänge des leerlaufenden und belasteten Motors aus den Ersatzbildern gewonnen werden können.Mit 19 Textabbildungen     

Leader-member exchange and citizenship behaviors: A meta-analysis.

This article provides a meta-analytic review of the relationship between the quality of leader-member exchanges (LMX) and citizenship behaviors performed by employees. Results based on 50 independent samples (N = 9,324) indicate a moderately strong, positive relationship between LMX and citizenship behaviors (ρ=.37). The results also support the moderating role of the target of the citizenship behaviors on the magnitude of the LMX-citizenship behavior relationship. As expected, LMX predicted individual-targeted behaviors more strongly than it predicted organizational targeted behaviors (ρ = .38 vs. ρ = .31), and the difference was statistically significant. Whether the LMX and the citizenship behavior ratings were provided by the same source or not also influenced the magnitude of the correlation between the 2 constructs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)