How Do Leaders vs. Followers Construct Followership? A Field Study of implicit followership theories and Work-Related Affect Using Latent Profile Analysis

2021 ◽  
pp. 154805182110535
Author(s):  
Patrick T. Coyle ◽  
Roseanne Foti
Keyword(s):  
Job Satisfaction ◽  
Field Study ◽  
Similar Pattern ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Affective Events Theory ◽  
Work Related ◽  
Categorization Theory ◽  
Implicit Followership Theories ◽  
Latent Profile

In this study, we integrate follower categorization theory with affective events theory (AET) to investigate the extent to which within-person patterns of implicit followership theories (IFTs) and work-related affect predict job satisfaction for leaders versus followers. Latent profile analysis (LPA) was used to identify and to describe distinct profiles of IFTs and work-related affect for leaders versus followers. For the sample of 242 leaders, two profiles with distinct patterns of IFTs and work-related affect ( Proactive and Alienated) were found. Leaders with Proactive views of followers showed above-average ratings of work-related affect, while leaders with Alienated views of followers showed lower ratings of work-related affect. In the sample of 240 followers, there were four profiles of followers with distinct patterns of IFTs and work-related affect ( Conforming, Alienated, Proactive, and Negative). Despite showing a similar pattern of IFTs, followers with Alienated views of their own role showed below-average ratings of work-related affect, while followers with Negative views of their own role showed the highest ratings of work-related affect. These findings suggest that IFTs and work-related affect show unique within-person interaction for followers. Furthermore, for followers, profile membership of IFTs and work-related affect significantly predicted mean levels of job satisfaction. Implications are discussed.

A Latent Profile Analysis of Living a Calling, Burnout, Exploitation, and Work–Life Imbalance

2021 ◽  
pp. 089484532199416
Author(s):  
Joo Yeon Shin ◽  
Eunseok Kim ◽  
Jina Ahn
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Latent Profile Analysis ◽  
Psychological Capital ◽  
Profile Analysis ◽  
Physical Symptoms ◽  
Work Life ◽  
Future Research ◽  
Work Related ◽  
Latent Profile

Research has predominantly focused on the positive aspects of living a calling (LC), hence more attention needs to be given to its potentially negative aspects. The current study examined profiles of 237 South Korean working adults, defined by individuals’ scores on LC, burnout, exploitation, and work–life imbalance from a person-centered perspective. Then, we examined the role of psychological capital, organizational support, and adequate compensation in predicting profile membership. Lastly, we examined mean differences across class membership in the levels of job satisfaction and work-related psychological and physical symptoms. Latent profile analysis identified three distinct profiles of individuals: the adaptive, average, and maladaptive. Psychological capital, organizational support, and adequate compensation predicted a higher likelihood of membership into the adaptive group, compared to the average group. The adaptive group showed the highest job satisfaction and the lowest work-related psychological symptoms. Implications for calling-related interventions and directions for future research are discussed.

scholarly journals Predicting employee telecommuting preferences and job outcomes amid COVID-19 pandemic: a latent profile analysis

2021 ◽  
Author(s):  
Cafer Bakaç ◽  
Jetmir Zyberaj ◽  
James C. Barela
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Regulation ◽  
Personality Characteristics ◽  
The Other ◽  
Job Outcomes ◽  
Work Related ◽  
Latent Profile

AbstractIn this two-study research using latent profile analysis (LPA), we investigated intra-individual combinations of conscientiousness, autonomy, self-regulation, and extraversion. Based on these combinations, we designed profiles and explored telecommuting preferences and job outcomes of employees during the COVID-19 pandemic. In Study 1, we recruited 199 participants (77 females, ages ranging from 18 to 65). Results of this study revealed three profiles. One profile scored high on all of the variables and displayed preferences for working on-site more than the other profiles. Additionally, this profile showed higher work engagement, job satisfaction, and perceived productivity than the other two profiles. To validate these findings, we conducted a second study with a sample of 492 participants (169 females; age ranged from 18 to 65). The results yielded five profiles, one scoring high on all of the variables. Similar to Study 1, this profile exhibited higher work engagement, job satisfaction, and perceived productivity than the other four profiles. Individuals in this profile preferred to work on-site compared to individuals in other profiles. Our findings add to the research demonstrating the importance of personality characteristics for telecommuting preferences and work-related outcomes.

Motivational Strategies Used by Exercise Professionals: A Latent Profile Analysis

2021 ◽  
pp. 1-9
Author(s):  
David Sánchez-Oliva ◽  
Antonio L. Palmeira ◽  
Eliana V. Carraça ◽  
Pedro J. Teixeira ◽  
David Markland ◽  
...  
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Motivational Strategies ◽  
Work Related ◽  
Need Frustration ◽  
Health And Fitness ◽  
Latent Profile

Background: Using self-determination theory as a framework, the aim of this study was 2-fold: (1) identify different profiles of motivational strategies used by exercise professionals and (2) examine associations of these motivational profiles with work-related variables: measures, perceived job pressures, need satisfaction/frustration, and perceived exercisers’ motivation. Methods: Participants were 366 exercise professionals (193 males; experience = 7.7 [5.8] y) currently working in health and fitness settings. Results: Latent profile analysis identified a 3-profile model: (1) most need-supportive and least controlling (NS+; n = 225), (2) less need-supportive and slightly controlling (NS−; n = 42), and (3) most controlling and slightly need-supportive (mixed; n = 99). Professionals working less than 20 hours per week, more experienced, and female were more likely to integrate NS+, which was also associated with higher levels of work-related need satisfaction and clients’ perceived self-determination, and lower levels of job pressures and need-frustration. Conversely, NS− displayed the most maladaptive pattern of associations. Conclusions: The present findings highlight the importance of analyzing the correlates of different professional profiles, namely to help health and fitness organizations to provide high-quality motivational practices within an appropriate environment both for professionals and clients.

scholarly journals The Search for and Presence of Calling: Latent Profiles and Relationships With Work Meaning and Job Satisfaction

2021 ◽  
Vol 12 ◽  
Author(s):  
Feifei Li ◽  
Runkai Jiao ◽  
Dan Liu ◽  
Hang Yin
Keyword(s):  
Job Satisfaction ◽  
Psychosocial Functioning ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Future Directions ◽  
Work Meaning ◽  
Latent Profiles ◽  
Study Participants ◽  
Chinese Kindergarten ◽  
Latent Profile

Previous studies showed inconsistent results on the association between searching for calling and its psychosocial functioning outcomes (i.e., work meaning and job satisfaction). The link of searching for calling to its psychosocial functioning outcomes may be influenced by the presence of calling because the search for and presence of calling can co-exist within individuals. Thus, the present study employed a person-centered method (latent profile analysis) to identify subgroups combining the search for and presence of a calling and then explore the identified profiles' differences in work meaning and job satisfaction. Study participants were Chinese kindergarten teachers (n = 726). Latent profile analysis revealed four different groups: (1) actively maintaining calling (24.93%), (2) unsustainable calling (11.43%), (3) moderately increasing calling (23.14%), and (4) actively increasing calling (40.50%). Subsequent analyses showed notable differences across the four groups on work meaning and job satisfaction. Participants in profile 1 with both the highest searching for and presence of calling would experience more work meaning and job satisfaction than those in the other profiles whose strengths of searching for and presence of calling were relatively low. Participants in profile 4 had higher searching for and presence of calling than those in profile 3, and they experienced more meaningfulness at work and were more satisfied with their job. These findings indicate that actively searching for calling is closely associated with more work meaning and job satisfaction among people who already perceive intensive calling. Implications, limitations, and future directions of the results are discussed.

Sexual Identity Management Strategies and Occupational Well-Being: A Latent Profile Analysis

2019 ◽  
pp. 089484531985611
Author(s):  
Francis Cheung ◽  
Whywhy Chan
Keyword(s):  
Job Satisfaction ◽  
Depressive Symptoms ◽  
Sexual Identity ◽  
Emotional Exhaustion ◽  
Latent Profile Analysis ◽  
Identity Management ◽  
Profile Analysis ◽  
Well Being ◽  
Sexual Identity Management ◽  
Latent Profile

In this study, we adopted the latent profile analysis (LPA) to examine whether the sexual identity management profiles relate to different occupational well-being including job satisfaction, emotional exhaustion, and depressive symptoms. A total of 225 Hong Kong Chinese full-time employees were recruited online. Four profiles were identified, namely, passive ( n = 31), integration dominant ( n = 81), hiding ( n = 21), and balanced ( n = 92). Results suggest that integration-dominant employees tended to report higher job satisfaction but lower emotional exhaustion and depressive symptoms. In contrast, employees with hiding profiles (i.e., high on counterfeiting and avoidance but low on integration) reported the lowest job satisfaction and highest emotional exhaustion and depressive symptoms. The limitations and implications of this study were also discussed.

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