dc.contributor.advisor | Cole, Michael | |
dc.contributor.author | Minor, Austin | |
dc.date | 2013-05-03 | |
dc.date.accessioned | 2015-01-07T18:42:29Z | |
dc.date.available | 2015-01-07T18:42:29Z | |
dc.date.issued | 2013 | |
dc.identifier | 98 | en_US |
dc.identifier.uri | https://repository.tcu.edu/handle/116099117/7196 | |
dc.description.abstract | This study uses Leader-Member Exchange theory to examine how three follower outcomes--creative performance, task performance, and citizenship behavior--are impacted by low-high quality relationships between appointed leader-follower and emergent leader-follower. Employees that have an emergent leader or 'go-to other' reported to be significantly more creative and more willing to give back to the organization (via extra-role behavior) than employees that only reported having an appointed leader. Furthermore, there was a stronger relationship (i.e. higher correlation) with LMX-emergent leader in regard to followers' extra-role performance as compared to LMX-appointed leader and the same outcome. Results have potentially significant implications for employees, managers, and the organization as a whole. | |
dc.title | Emergent Leadership in the Workplace | |
etd.degree.department | Management | |
local.college | Neeley School of Business | |
local.college | John V. Roach Honors College | |
local.department | Management and Leadership | |