Wickliff, Tanya Verniece Dugat (2005-12). An empirical study of the relations between leadership, social support networks, task autonomy and emotions in a technical work environment. Doctoral Dissertation. Thesis uri icon

abstract

  • The world in which we live is hyper-dynamic with multiple inputs, outputs and expectations. As it relates to the fast pace of corporate America, customers want products and services within a tighter market window, with no defects and for lower costs. Stakeholders insist that managers do more with less human and financial resources yet more aggressive technological and sales goals. These realities translate into a more complex work environment in that the emotional toll of pending economic outcomes act to motivate or paralyze the very engine designed to produce the desired outcomes the employees. The body of work presented in this dissertation directly addresses the empirical relationship between the perceptions of the work context factors of leadership, task autonomy and social support networks with respect to the positive and negative emotions of the employees of the engineering firm that participated in this study. The empirical results from this research indicate that a positive and significant interrelationship does exist among the factors examined in this study. The employees studied included 249 middle to upper level managers of whom 78.7% were men and 21.3% were women. The range of years of experience for the participants varied from new hire to more than 20 years. Homogeneity of Variance tests confirms the validity of comparative analysis for the segmented data population. Multivariate statistics were used to address the four research questions. The strongest correlations occurred for the subgroups of women and non-managers with respect to the relationship of social support networks and positive emotions. Until now, there has been no empirical research linking the social support networks factor directly to emotions.
  • The world in which we live is hyper-dynamic with multiple inputs, outputs and
    expectations. As it relates to the fast pace of corporate America, customers
    want products and services within a tighter market window, with no defects and
    for lower costs. Stakeholders insist that managers do more with less human and financial resources yet more aggressive technological and sales
    goals. These realities translate into a more complex work environment in that the
    emotional toll of pending economic outcomes act to motivate or paralyze the
    very engine designed to produce the desired outcomes the employees.
    The body of work presented in this dissertation directly addresses the empirical
    relationship between the perceptions of the work context factors of leadership,
    task autonomy and social support networks with respect to the positive and negative emotions of the employees of the engineering firm that participated in
    this study. The empirical results from this research indicate that a positive and
    significant interrelationship does exist among the factors examined in this study.
    The employees studied included 249 middle to upper level managers of whom
    78.7% were men and 21.3% were women. The range of years of experience for
    the participants varied from new hire to more than 20 years. Homogeneity of
    Variance tests confirms the validity of comparative analysis for the segmented
    data population. Multivariate statistics were used to address the four research
    questions. The strongest correlations occurred for the subgroups of women and
    non-managers with respect to the relationship of social support networks and
    positive emotions. Until now, there has been no empirical research linking the
    social support networks factor directly to emotions.

publication date

  • December 2005