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Employee Engagement and Leader Member Exchange : = A Comparative Study of For-Profit University Staff Members.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Employee Engagement and Leader Member Exchange :/
其他題名:	A Comparative Study of For-Profit University Staff Members.
作者:	Maus, Andrew L.
面頁冊數:	1 online resource (214 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
Contained By:	Dissertation Abstracts International79-08A(E).
標題:	Management. -
電子資源:	click for full text (PQDT)
ISBN:	9780355687453

Employee Engagement and Leader Member Exchange : = A Comparative Study of For-Profit University Staff Members.
Maus, Andrew L.

Employee Engagement and Leader Member Exchange :A Comparative Study of For-Profit University Staff Members. - 1 online resource (214 pages)

Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.

Thesis (D.B.A.)--University of Phoenix, 2018.

Includes bibliographical references

The primary purpose of this quantitative non-experimental comparative study was to examine whether differences exist in the employee engagement of higher education employees based upon the perceived quality of employees' leader-member exchange (LMX) interactions with their supervisors. The secondary purpose of this study was to identify if demographic variables moderated the effect on employee engagement together with LMX. This study was conducted at a for-profit higher education institution in the southwest United States. 458 online surveys were collected from frontline college staff members. Analysis of variance was used to discern differences in engagement levels between groups of employees based on their perceived LMX quality, and on demographic variables. The results showed that in all instances, LMX quality significantly affected the engagement levels of employees. On average, higher levels of LMX quality between leaders and employees corresponded with higher levels of engagement in those employees. Additional effects on employee engagement levels related to employee gender differences and employee education level differences. The results of this study may help to grow the field of knowledge on employee engagement based on perceived LMX quality in a population that had not yet been researched; for-profit higher education staff members. Implications and recommendation for leaders and for future research are also presented.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355687453Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

Employee Engagement and Leader Member Exchange : = A Comparative Study of For-Profit University Staff Members.
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500 $a Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
500 $a Adviser: Ruzanna Topchyan.
502 $a Thesis (D.B.A.)--University of Phoenix, 2018.
504 $a Includes bibliographical references
520 $a The primary purpose of this quantitative non-experimental comparative study was to examine whether differences exist in the employee engagement of higher education employees based upon the perceived quality of employees' leader-member exchange (LMX) interactions with their supervisors. The secondary purpose of this study was to identify if demographic variables moderated the effect on employee engagement together with LMX. This study was conducted at a for-profit higher education institution in the southwest United States. 458 online surveys were collected from frontline college staff members. Analysis of variance was used to discern differences in engagement levels between groups of employees based on their perceived LMX quality, and on demographic variables. The results showed that in all instances, LMX quality significantly affected the engagement levels of employees. On average, higher levels of LMX quality between leaders and employees corresponded with higher levels of engagement in those employees. Additional effects on employee engagement levels related to employee gender differences and employee education level differences. The results of this study may help to grow the field of knowledge on employee engagement based on perceived LMX quality in a population that had not yet been researched; for-profit higher education staff members. Implications and recommendation for leaders and for future research are also presented.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
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