Antecedents and Consequences of Perceived Follower Support
| dc.contributor.advisor | Eisenberger, Robert | |
| dc.contributor.committeeMember | Atwater, Leanne E. | |
| dc.contributor.committeeMember | Hess, James D. | |
| dc.contributor.committeeMember | Miller, C. Chet | |
| dc.creator | Mesdaghinia, Salar | |
| dc.date.accessioned | 2018-03-01T23:21:30Z | |
| dc.date.available | 2018-03-01T23:21:30Z | |
| dc.date.created | May 2014 | |
| dc.date.issued | 2014-05 | |
| dc.date.submitted | May 2014 | |
| dc.date.updated | 2018-03-01T23:21:31Z | |
| dc.description.abstract | This study extends organizational support theory and leadership theory by investigating antecedents and consequences of perceived follower support (PFS), defined as the leaders’ perception of the extent their workgroups value their contributions and care about their well-being. Data collected from employees, supervisors, and managers of supervisors of 149 workgroups in a municipal organization provided evidence for validity of PFS in predicting important leader’s outcomes. PFS was associated with reduced leader’s psychological strain, increased leader’s job satisfaction, and increased leadership effectiveness. In addition, several antecedents of PFS were identified. PFS was predicted by the follower workgroup’s average self-monitoring (negatively) and conscientiousness (positively). The leader’s conscientiousness (positively), reciprocation wariness (negatively), and narcissism (positively) predicted PFS. Contrary to my hypothesis, the follower workgroup’s feedback-seeking behavior was negatively related to PFS. The workgroup’s average ingratiation did not predict PFS. Leader personality variables did not moderate the relationships between the workgroup’s behaviors and PFS. The results shed light on upward influence processes in organizations, by showing the role of PFS and, by implication, the role of followers in influencing the leader’s outcomes. | |
| dc.description.department | Management, Department of | |
| dc.format.digitalOrigin | born digital | |
| dc.format.mimetype | application/pdf | |
| dc.identifier.uri | http://hdl.handle.net/10657/2743 | |
| dc.language.iso | eng | |
| dc.rights | The author of this work is the copyright owner. UH Libraries and the Texas Digital Library have their permission to store and provide access to this work. Further transmission, reproduction, or presentation of this work is prohibited except with permission of the author(s). | |
| dc.subject | Perceived follower support | |
| dc.subject | Leadership | |
| dc.subject | Perceived organizational support | |
| dc.title | Antecedents and Consequences of Perceived Follower Support | |
| dc.type.dcmi | Text | |
| dc.type.genre | Thesis | |
| thesis.degree.college | C. T. Bauer College of Business | |
| thesis.degree.department | Management, Department of | |
| thesis.degree.discipline | Management | |
| thesis.degree.grantor | University of Houston | |
| thesis.degree.level | Doctoral | |
| thesis.degree.name | Doctor of Philosophy |