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Thesis/Dissertation Information
- Degree Disciplines:
- Education
Notes
- Abstract:
- The creation of mega-corporations has revitalized the debate on span of supervision and how work outcomes such as satisfaction are impacted. Satisfaction with work and satisfaction with supervision are examined to find what relationship exists within the constraints of a unionized workforce. Utilizing a quantitative method, the researcher calculated to what degree span of supervision impacted satisfactions within this group of subordinates working under a collective bargaining agreement and if the Leader-member Exchange Theory (LMX) moderates these results. Data for the current study were collected from a large provider of courier services in the United States. A total of 500 employees were offered the survey, resulting in N=222 employees responding, for an overall response rate of 44.4%. The following hypotheses were made: Hypothesis 1a: The author expects a negative significant relationship between satisfaction with supervision and perceived span of supervision. Hypothesis 1b: The author expects a negative significant relationship between satisfaction with supervision and access to senior-level supervision. Hypothesis 1c: The author expects a negative significant relationship between satisfaction with work and perceived span of supervision. Hypothesis 1d: The author expects a negative significant relationship between satisfaction with work and access to senior-level supervision. Hypothesis 2: The author expects that LMX is a moderator to hypotheses 1a, 1b, 1c, and 1d. The results indicate that a negative significant relationship between satisfaction and perceived span of supervision only occurs with certain management styles. Additionally, crewmembers with more access to senior-level supervision tend to be more satisfied with supervision and more satisfied with work. The LMX relationship does not moderate these results, but other important outcomes are discussed. These include union seniority, LMX relationships, and perceived organizational support, which are all significant predictors of satisfaction with work and organizational commitment.
- Thesis:
- Thesis (Ph.D.)--Barry University, 2006.
- Bibliography:
- Includes bibliographical references (leaves 102-124).
Record Information
- Source Institution:
- Barry University
- Holding Location:
- Barry University Archives and Special Collections
- Rights Management:
- Copyright Stephen H. Putman. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder.
- Resource Identifier:
- HF5548.8.P87 2006_PutmanStephen ( BU-Local )
- Classification:
- HF5548.8.P87 2006 ( lcc )
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