Leaders' anticipated and targets' self-reported resistance to task assignments: a replication

This is a follow up study of Barbuto's 2000 work in which leaders' ratings and targets' self-reported resistance to task assignments are compared. Scores on the Anticipated Resistance Indicator among 650 leader-member dyads measure resistance based on Barbuto's 1997 five concentric zones of Preference, Indifference, Legitimate, Influence, and Noninfluence, examined from both leaders' and targets' perspectives. Responses indicated that leaders tend to underestimate followers' willingness to perform assigned tasks. In addition, leaders tend to overestimate targets' unwillingness to perform undesirable, less enjoyable tasks.     

A field study of two measures of work motivation for predicting leader's transformational behaviors

Relationships between motivation and transformational leadership were examined in this study. 56 leaders and 234 followers from a variety of organizations were sampled. Leaders were administered the Motivation Sources Inventory and the Job Choice Decision-making Exercise, while followers reported leaders' behaviors using the Multifactor Leadership Questionnaire (MLQ-rater version). Scores on the Motivation Sources Inventory subscales subsequently correlated with the Multifactor Leadership Questionnaire subscales of inspirational motivation, idealized influence (behavior), and individualized consideration (range, r = .13 to .23). There were no significant correlations among any of the Job Choice Decision-making Exercise subscales with any of the variables measured.     

Sex differences among five sources of motivation in the motivation sources inventory: preliminary findings

Paper reports sex differences among five sources of motivation for a sample of 208 undergraduate students who completed the Motivation Sources Inventory. t tests yielded few statistically significant sex differences for the five sources of motivation; however, Instrumental Motivation was higher among men than women, while the remaining four motives showed no sex difference. Implications and research opportunities are discussed.     

An alternative scoring method for the Motivation Sources Inventory: a case for ratio analysis

Previously published research is examined, and an alternative scoring method for the Motivation Sources Inventory is proposed. The new method, ratio analysis, provides an empirical assessment more consistent with the theoretical framework of the inventory. Theoretical and empirical support for ratio analysis is provided.     

Self-other rating agreement and leader-member exchange (LMX): a quasi-replication

Data from a sample of 83 elected community leaders and 391 direct-report staff (resulting in 333 useable leader-member dyads) were reanalyzed to test relations between self-other rating agreement of servant leadership and member-reported leader-member exchange (LMX). Polynomial regression analysis indicated that the self-other rating agreement model was not statistically significant. Instead, all of the variance in member-reported LMX was accounted for by the others' ratings component alone.     

Self-other rating agreement and leader-member exchange (LMX)

Data from a sample of 83 elected community leaders and 391 direct-report staffers (resulting in 306 useable leader-member dyads) were used to test relations between self-other rating agreement of leadership and member-reported leader-member exchange (LMX). Results of polynomial regression analysis indicated that the self-other rating agreement model was not significantly related to member-reported LMX. Instead, virtually all of the variance in member-reported LMX was accounted for by others' ratings.     

Sources of motivation, interpersonal conflict management styles, and leadership effectiveness: a structural model

126 leaders and 624 employees were sampled to test the relationship between sources of motivation and conflict management styles of leaders and how these variables influence effectiveness of leadership. Five sources of motivation measured by the Motivation Sources Inventory were tested-intrinsic process, instrumental, self-concept external, self-concept internal, and goal internalization. These sources of work motivation were associated with Rahim's modes of interpersonal conflict management-dominating, avoiding, obliging, complying, and integrating-and to perceived leadership effectiveness. A structural equation model tested leaders' conflict management styles and leadership effectiveness based upon different sources of work motivation. The model explained variance for obliging (65%), dominating (79%), avoiding (76%), and compromising (68%), but explained little variance for integrating (7%). The model explained only 28% of the variance in leader effectiveness.     

Preliminary relation between followers' locus of control and organizational citizenship behaviors

This study estimated the relationship between followers' locus of control and organizational citizenship behaviors for a sample of 375 government employees, whose M age was 46 yr. 53% were women; 42% earned bachelor's degrees. Analyses showed a significant positive correlation of .35 between followers' locus of control and their organizational behaviors. More complex models and research designs are necessary to generalize.     

Relations between locus of control and sources of work motivation amongst government workers

This field study tested the relationship between locus of control and sources of work motivation for a sample of 382 government employees, selected as part of a leadership development initiative. Their mean age was 46 yr., 53% were women, and 42% had earned bachelor's degrees. Analysis showed a significant positive relationship between follower's locus of control and self-concept external motivation (r = .11), self-concept internal work motivation (r = .14), and goal internalization (r = .14); however, these relationships accounted for 2% or less of the common variance in the data. Other relationships tested were not significant. The psychometric structure of the abbreviated locus of control measure was reliable. More complex models and definitive experimental designs are recommended to generalize further.