Integrating managerial perceptions and transformational leadership into a work‐unit level model of employee involvement

By Hettie A. Richardson, Robert J. Vandenberg. 2005

233 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3210c20159459c44a80bebc1f35c2a20d972ddc1

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In Management Information Systems

In Organizational Behavior and Human Resource Management

Citations in the corpus

Collective Dynamics of Citizenship Behaviour: What Group Characteristics Promote Group-Level Helping? (2009, unknown): “Specifically, scholars have assessed GOCB using the following three types of measures: (1) a leader’s report of the group’s OCB (e.g. Koys, 2001; Richardson and Vandenberg, 2005); (2) aggregated group members’ ratings of the group’s (or group members’) OCB (e.”
Transformational leadership, leader support, and employee creativity (2011, background): “), and absenteeism ( Richardson and Vandenberg, 2005”
Abusive supervision climate: : A multiple-mediation model of its impact on group outcomes (2014, unknown): “…three to five employees from a work unit provide sufficient responses for assessing a workgroup (Colquitt, Noe, & Jackson, 2002; Newman & Sin, 2009; Richardson & Vandenberg, 2005; Schminke, Ambrose, & Neubaum, 2005; Schneider, Hanges, Smith, & Salvaggio, 2003; Schneider, Salvaggio, & Subirats,…”
Ethical Leadership and Team Ethical Voice and Citizenship Behavior in the Military: The Roles of Team Moral Efficacy and Ethical Climate (2020, unknown): “According to previous studies (e.g., Colquitt et al., 2002; Richardson & Vandenberg, 2005; Schneider et al., 1998; Tracey & Tews, 2005), three responses per team is a sufficient number for data aggregation at the team level.”
Who Displays Ethical Leadership, and Why Does It Matter? An Examination of Antecedents and Consequences of Ethical Leadership (2012, methodology): “As in Study 1, we only included departments with 3 or more employee respondents (Colquitt et al., 2002; Richardson & Vandenberg, 2005; Schneider et al., 1998; Tracey & Tews, 2005), leaving a total of 195 departments with usable employee data.”
Transformational and passive avoidant leadership as determinants of absenteeism (2012, background): “In regard to a direct link, half the studies have found either a negative relationship (Richardson and Vandenberg, 2005; Walumbwa and Lawler, 2003; Zhu et al., 2005), while the other half have found no significant relationship (Gakovic, 2002; Walumbwa et al.”
Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. (2009, result): “(p. 928) It is also consistent with preliminary empirical evidence (Richardson & Vandenberg, 2005; Sun, Aryee, & Law, 2007), which shows that unit-level OCBs are negatively related to unit-level turnover.”
Government Employees’ Organizational Citizenship Behavior: The Impacts of Public Service Motivation, Organizational Identification, and Subjective OCB Norms (2017, background): “Although Ehrhart and Naumann (2004) provided a theoretical framework for OCB norms, only a few studies have investigated the development of OCB at the work unit level (Ehrhart 2004; Odom et al. 1990; Richardson and Vandenberg 2005).”
12 Structural Equation Modeling in Management Research: A Guide for Improved Analysis (2009, methodology): “For one, Richardson and Vandenberg (2005) examined how a team leader’s perceptions (a team-level variable) of how well employees could work in a high-involvement work environment impacted the team employees’ collective perceptions (an aggregated individual-level variable) of the team climate for…”
Expressed Humility in Organizations: Implications for Performance, Teams, and Leadership (2013, background): “Indeed, leadership quality has been shown to be a powerful predictor of employee turnover (see Richardson and Vandenberg 2005) and in some cases just as powerful a predictor as employee attitudes (see Ferris 1985).”
Team diversity and team helping behavior: The mediating roles of team cooperation and team cohesion (2015, background): “The extant research on the antecedents of team helping generally has focused on various styles of leadership, such as transformational or ethical leadership (Lau & Lam, 2008; Mayer, Kuenzi, Greenbaum, Bardes, & Salvador, 2009; Richardson & Vandenberg, 2005).”
Group‐level organizational citizenship behavior: Effects of demographic faultlines and conflict in small work groups (2009, background): “Scholars have recently begun to identify antecedents of GOCB, mostly focusing on various leadership constructs such as servant leadership (Ehrhart, 2004), transformational leadership (Richardson and Vandenberg, 2005), ethical leadership (Mayer et al.”
A TRICKLE-DOWN MODEL OF ABUSIVE SUPERVISION (2012, result): “Consistent with prior work (Colquitt, Noe, & Jackson, 2002; Richardson & Vandenberg, 2005; Schneider, White, & Paul, 1998; Tracey & Tews, 2005), we only included groups with three or more respondents.”