Gupta College of Business
Permanent URI for this collectionhttps://hdl.handle.net/20.500.14026/2072
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Browsing Gupta College of Business by Author "Dr. J. Lee Whittington"
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Item An Investigation of the Relationship Among Honesty-Humility, Authentic Leadership and Employee Engagement(2017-10-01T00:00:00-07:00) Meskelis, Simone; Dr. J. Lee Whittington; Dr. Timothy GalpinDespite managementâ s growing awareness of the issue, low levels of engagement remain a critical problem for organizations around the world. Addressing employee engagement requires a comprehensive approach that acknowledges both individual and organizational factors as antecedents. This dissertation examines the positive impact of personality traits (individual factors) and leadership style (organizational factor), on employee engagement. This study extends the understanding of the role of individual differences beyond the established Big Five model. Specifically, this study investigates the impact of trait honesty-humility on employee engagement and the moderating effects of authentic leadership. The research was conducted through a field study involving participants from Brazil and U.S. Findings show that honesty-humility impacts employee engagement and that authentic leadership functions as a substitute for honesty-humility. Results also suggest that a combination of high levels of honesty-humility, extraversion, and conscientiousness may represent an engaged personality.Item Promoting Employee Engagement Through Enhanced Performance Management: A Field Study of Accountants(2018-02-08T00:00:00-08:00) Asare, Enoch; Dr. J. Lee Whittington; Dr. Robert Walsh; Dr. Tim GalpinAccounting work is characterized by high job demands, tight-deadlines, and job-rotational career paths. At the task level, the work of an accountant may be routine, even mundane, yet the stringency of reporting standards leaves little room for variety, task revision, job crafting, or other expressions of autonomy that are available in other jobs. These attributes of accounting work make accounting work more susceptible to employee disengagement (lack of full presence at work). Yet, performance outcome expectancies require accountants to be engaged (fully present at work). Although there is a great deal of research on employee engagement in general, there is a scarcity of research that investigates the engagement levels of accountants and the impact of engagement levels on performance. The present research proposes and empirically tests enhanced performance management practices as the solution to the disengagement of accountants.