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Leader Group Prototypicality and Follower Job Satisfaction: The Moderating Role of Leader Fairness

dc.access.optionRestricted Campus Access Only
dc.contributor.advisorCope, John G.
dc.contributor.authorScott, Fiona C.
dc.contributor.departmentPsychology
dc.date.accessioned2017-08-09T16:17:59Z
dc.date.available2020-01-23T09:01:55Z
dc.date.created2017-08
dc.date.issued2017-07-28
dc.date.submittedAugust 2017
dc.date.updated2017-08-07T21:46:04Z
dc.degree.departmentPsychology
dc.degree.disciplineMA-Psychology General-Theoretic
dc.degree.grantorEast Carolina University
dc.degree.levelMasters
dc.degree.nameM.A.
dc.description.abstractIn this study, leader group prototypicality, employees' team identification (group prototypicality), the relationship between the two, their relationship to job satisfaction as an outcome of leadership effectiveness, and the relationship(s) these all have to leader fairness as a tool of uncertainty reduction and leader endorsement were explored. The results indicate that employees who highly identify with their work team (group) and perceive their leader(s) as group prototypical will also see those leaders as fair. However, no significant interactions were found to influence job satisfaction. Ultimately, leader fairness was not a moderator for leader group prototypicality and job satisfaction. The implications of the results and the limitations of the study are discussed.
dc.embargo.lift2019-08-01
dc.format.mimetypeapplication/pdf
dc.identifier.urihttp://hdl.handle.net/10342/6374
dc.language.isoen
dc.publisherEast Carolina University
dc.subjectPrototypicality
dc.subject.lcshLeadership--Ability testing
dc.subject.lcshJob satisfaction--Testing
dc.subject.lcshFairness
dc.subject.lcshPsychology, Industrial
dc.titleLeader Group Prototypicality and Follower Job Satisfaction: The Moderating Role of Leader Fairness
dc.typeMaster's Thesis
dc.type.materialtext

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