26,224
Views
77
CrossRef citations to date
0
Altmetric
Peer-reviewed Articles

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention

ORCID Icon, ORCID Icon & ORCID Icon
Pages 257-282 | Received 15 Jun 2018, Accepted 26 Sep 2018, Published online: 15 Oct 2018

References

  • Albrecht, S. L., A. B. Bakker, J. A. Grumen, W. H. Macey, and A. M. Saks. 2015. “Employee Engagement, Human Resource Management Practices and Competitive Advantage.” Journal of Organizational Effectiveness: People and Performance 2 (1): 7–35. doi:10.1108/JOEPP-08-2014-0042.
  • Alfes, K., A. Shantz, C. Truss, and E. Soane. 2013. “The Link between Perceived Human Resource Management Practices, Engagement and Employee Behaviour: A Moderated Mediation Model.” The International Journal of Human Resource Management 24 (2): 330–351. doi:10.1080/09585192.2012.679950.
  • Allen, T., L. Lapierre, P. Spector, S. Poelmans, M. O’Driscoll, J. Sanchez, C. Cooper, et al. 2014. “The Link between National Paid Leave Policy and Work-Family Conflict among Married Working Parents.” Applied Psychology 63 (1): 5–28. doi:10.1111/apps.12004.
  • Anderson, M., and P. Sun. 2017. “Reviewing Leadership Styles: Overlaps and the Need for a New ‘Full-Range’ Theory.” International Journal of Management Reviews 19 (1): 76–96. doi:10.1111/ijmr.12082.
  • Bakker, A., and E. Demerouti. 2007. “The Job Demands‐Resources Model: State of the Art.” Journal of Managerial Psychology 22 (3): 309–328. doi:10.1108/02683940710733115.
  • Bakker, A., and E. Demerouti. 2014. “Job Demands–Resources Theory.” Wellbeing 3 (2): 1–28. doi:10.1002/9781118539415.wbwell019.
  • Bakker, A., and E. Demerouti. 2017. “Job Demands–Resources Theory: Taking Stock and Looking Forward.” Journal of Occupational Health Psychology 22 (3): 273–285. doi:10.1037/ocp0000056.
  • Bakker, A., E. Demerouti, E. de Boer, and W. Schaufeli. 2003a. “Job Demands and Job Resources as Predictors of Absence Duration and Frequency.” Journal of Vocational Behavior 62 (2): 341–356. doi:10.1016/S0001-8791(02)00030-1.
  • Bakker, A., E. Demerouti, and M. Euwema. 2005. “Job Resources Buffer the Impact of Job Demands on Burnout.” Journal of Occupational Health Psychology 10 (2): 170–180. doi:10.1037/1076-8998.10.2.170.
  • Bakker, A., E. Demerouti, T. Taris, W. Schaufeli, and P. Schreurs. 2003b. “A Multigroup Analysis of the Job Demands-Resources Model in Four Home Care Organizations.” International Journal of Stress Management 10 (1): 16–38. doi:10.1037/1072-5245.10.1.16.
  • Bakker, A., L. Ten Brummelhuis, J. Prins, and F. der Heijden. 2011. “Applying the Job Demands–Resources Model to the Work–Home Interface: A Study among Medical Residents and Their Partners.” Journal of Vocational Behavior 79 (1): 170–180. doi:10.1016/j.jvb.2010.12.004.
  • Bakker, A., and W. Schaufeli. 2008. “Positive Organizational Behavior: Engaged Employees in Flourishing Organizations.” Journal of Organizational Behavior 29 (2): 147–154. doi:10.1002/job.515.
  • Baron, R., and D. Kenny. 1986. “The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations.” Journal of Personality and Social Psychology 51 (6): 1173–1182. doi:10.1037/0022-3514.51.6.1173.
  • Bass, B., and B. Avolio. 1990. Transformational Leadership Development. Mountain View: Consulting Psychologists Press.
  • Bass, B., B. Avolio, D. Jung, and Y. Berson. 2003. “Predicting Unit Performance by Assessing Transformational and Transactional Leadership.” Journal of Applied Psychology 88 (2): 207–218. doi:10.1037/0021-9010.88.2.207.
  • Beenen, G., S. Pichler., and P. Levy. 2017. “Self-Determined Feedback Seeking: The Role of Perceived Supervisor Autonomy Support.” Human Resource Management 56 (4): 555–569. doi:10.1002/hrm.21787.
  • Behrendt, P., S. Matz, and A. Göritz. 2017. “An Integrative Model of Leadership Behavior.” The Leadership Quarterly 28 (1): 229–244. doi:10.1016/j.leaqua.2016.08.002.
  • Bhatnagar, J. 2014. “Mediator Analysis in the Management of Innovation in Indian Knowledge Workers: The Role of Perceived Supervisor Support, Psychological Contract, Reward and Recognition and Turnover Intention.” The International Journal of Human Resource Management 25 (10): 1395–1416. doi:10.1080/09585192.2013.870312.
  • Bliese, P. 2000. “Within-Group Agreement, Non-Independence, and Reliability: Implications for Data Aggregation and Analyses.” In Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions, edited by K. Katherine and S. Kozlowski, 349–381. San Francisco, CA: Jossey-Bass.
  • Breevaart, K., A. Bakker, and E. Demerouti. 2014. “Daily Self-Management and Employee Work Engagement.” Journal of Vocational Behavior 84 (1): 31–38. doi:10.1016/j.jvb.2013.11.002.
  • Brewer, M., and Y. Chen. 2007. “Where (Who) are Collectives in Collectivism? Toward Conceptual Clarification of Individualism and Collectivism.” Psychological Review 114 (1): 133–151. doi:10.1037/0033-295X.114.1.133.
  • Bryk, A. S., and S. W. Raudenbush. 1992. Hierarchical Linear Models: Applications and Data Analysis Methods. Newbury Park, CA: Sage.
  • Buck, J. M., and J. L. Watson. 2002. “Retaining Staff Employees: The Relationship between Human Resources Management Strategies and Organizational Commitment.” Innovative Higher Education 26 (3): 175–193. doi:10.1023/A:1017916922194.
  • Chen, X., M. Eberly., T. Chiang, J. Farh, and B. Cheng. 2011. “Affective Trust in Chinese Leaders: Linking Paternalistic Leadership to Employee Performance.” Journal of Management 40 (3): 796–819. doi:10.1177/0149206311410604.
  • Christensen Hughes, J., and E. Rog. 2008. “Talent Management.” International Journal of Contemporary Hospitality Management 20 (7): 743–757. doi:10.1108/09596110810899086.
  • Cole, M. S., F. Walter, A. G. Bedeian, and E. H. O’Boyle. 2012. “Job Burnout and Employee Engagement: A Meta-Analytic Examination of Construct Proliferation.” Journal of Management 38 (5): 1550–1581. doi:10.1177/0149206311415252.
  • Coyle-Shapiro, J. A., and L. M. Shore. 2007. “The Employee–Organization Relationship: Where Do We Go from Here?” Human Resource Management Review 17 (2): 166–179. doi:10.1016/j.hrmr.2007.03.008.
  • Crane, B., and C. J. Hartwell. 2018. “Developing Employees’ Mental Complexity: Transformational Leadership as a Catalyst in Employee Development.” Human Resource Development Review 17 (3): 234–257. doi:10.1177/1534484318781439.
  • Crawford, E. R., J. A. LePine, and B. L. Rich. 2010. “Linking Job Demands and Resources to Employee Engagement and Burnout: A Theoretical Extension and Meta-Analytic Test.” Journal of Applied Psychology 95 (5): 834–848. doi:10.1037/a0019364.
  • Dahling, J., S. Taylor, S. Chau, and S. Dwight. 2016. “Does Coaching Matter? A Multilevel Model Linking Managerial Coaching Skill and Frequency to Sales Goal Attainment.” Personnel Psychology 69 (4): 863–894. doi:10.1111/peps.12123.
  • Diaz-Saenz, H. R. 2011. “Transformational Leadership.” In The SAGE Handbook of Leadership, edited by A. Bryman, D. Collinson, K. Grint, B. Jackson, and M. Uhl-Bien, 299–310. Los Angeles, LA: Sage.
  • Dionne, S. D., F. J. Yammarino, L. E. Atwater, and W. D. Spangler. 2004. “Transformational Leadership and Team Performance.” Journal of Organizational Change Management 17 (2): 177–193. doi:10.1108/09534810410530601.
  • Dollard, M., M. Tuckey, and C. Dormann. 2012. “Psychosocial Safety Climate Moderates the Job Demand–Resource Interaction in Predicting Workgroup Distress.” Accident Analysis & Prevention 45: 694–704. doi:10.1016/j.aap.2011.09.042.
  • Dong, Y., K. M. Bartol, Z. X. Zhang, and C. Li. 2017. “Enhancing Employee Creativity via Individual Skill Development and Team Knowledge Sharing: Influences of Dual-Focused Transformational Leadership.” Journal of Organizational Behavior 38 (3): 439–458. doi:10.1002/job.2134.
  • Ellinger, A., and S. Kim. 2014. “Coaching and Human Resource Development.” Advances in Developing Human Resources 16 (2): 127–138. doi:10.1177/1523422313520472.
  • Emery, C. R., and K. J. Barker. 2007. “The Effect of Transactional and Transformational Leadership Styles on the Organizational Commitment and Job Satisfaction of Customer Contact Personnel.” Journal of Organizational Culture, Communication and Conflict 11 (1): 77–90.
  • Fernet, C., S. Austin, and R. Vallerand. 2012. “The Effects of Work Motivation on Employee Exhaustion and Commitment: An Extension of the JD-R Model.” Work & Stress 26 (3): 213–229. doi:10.1080/02678373.2012.713202.
  • Fernet, C., S. Trépanier, S. Austin, M. Gagné, and J. Forest. 2015. “Transformational Leadership and Optimal Functioning at Work: On the Mediating Role of Employees’ Perceived Job Characteristics and Motivation.” Work & Stress 29 (1): 11–31. doi:10.1016/j.leaqua.2004.06.001.
  • Fong, T., and S. Ng. 2011. “Measuring Engagement at Work: Validation of the Chinese Version of the Utrecht Work Engagement Scale.” International Journal of Behavioral Medicine 19 (3): 391–397. doi:10.1007/s.12529-011-9173-6.
  • Foss, N. J., and C. Knudsen. 1996. Towards the Theory of Competence of the Firm. London, UK: Routledge.
  • Fredrickson, B. 2001. “The Role of Positive Emotions in Positive Psychology: The Broaden-And-Build Theory of Positive Emotions.” American Psychologist 56 (3): 218–226. doi:10.1037/0003-066X.56.3.218.
  • Frost, J., M. Osterloh, and A. Weibel. 2010. “Governing Knowledge Work: Transactional and Transformational Solutions.” Organizational Dynamics 39 (2): 126–136. doi:10.1016/j.orgdyn.2010.01.002.
  • Gabel Shemueli, R., S. Dolan, A. Suárez Ceretti, and P. Nuñez Del Prado. 2015. “Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations.” Stress and Health 32 (5): 597–606. doi:10.1002/smi.2667.
  • Gillet, N., and C. Vandenberghe. 2014. “Transformational Leadership and Organizational Commitment: The Mediating Role of Job Characteristics.” Human Resource Development Quarterly 25 (3): 321–347. doi:10.1002/hrdq.21192.
  • Gong, Y., J. Huang, and J. Farh. 2009. “Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy.” Academy of Management Journal 52 (4): 765–778. doi:10.5465/AMJ.2009.43670890.
  • Gordon, G., A. Gilley, S. Avery, J. Gilley, and A. Barber. 2014. “Employee Perceptions of the Manager Behaviors that Create Follower–Leader Trust.” Management and Organizational Studies 1 (2): 44–58. doi:10.5430/mos.v1n2p44.
  • Gregory, J. B., P. E. Levy, and M. Jeffers. 2008. “Development of a Model of the Feedback Process with Executive Coaching.” Consulting Psychology Journal: Practice and Research 60 (1): 42–56. doi:10.1037/1065-9293.60.1.42.
  • Guay, R., and D. Choi. 2015. “To Whom Does Transformational Leadership Matter More? An Examination of Neurotic and Introverted Followers and Their Organizational Citizenship Behavior.” The Leadership Quarterly 26 (5): 851–862. doi:10.1016/j.leaqua.2015.06.005.
  • Halbesleben, J., and A. Wheeler. 2008. “The Relative Roles of Engagement and Embeddedness in Predicting Job Performance and Intention to Leave.” Work & Stress 22 (3): 242–256. doi:10.1080/02678370802383962.
  • Hamlin, R., A. Ellinger, and R. Beattie. 2006. “Coaching at the Heart of Managerial Effectiveness: A Cross-Cultural Study of Managerial Behaviours.” Human Resource Development International 9 (3): 305–331. doi:10.1080/13678860600893524.
  • Hattie, J., and H. Timperley. 2007. “The Power of Feedback.” Review of Educational Research 77 (1): 81–112. doi:10.3102/003465430298487.
  • Henker, N., S. Sonnentag, and D. Unger. 2015. “Transformational Leadership and Employee Creativity: The Mediating Role of Promotion Focus and Creative Process Engagement.” Journal of Business and Psychology 30 (2): 235–247. doi:10.1007/s10869-014-9348-7.
  • Iyer, R. 2016. “A Study on Work Engagement among Teachers in India.” Global Business and Management Research 8 (1): 34–42.
  • Johns, G. 2010. “Presenteeism in the Workplace: A Review and Research Agenda.” Journal of Organizational Behavior 31 (4): 519–542. doi:10.1002/job.630.
  • Jones, J. R., and J. K. Harter. 2005. “Race Effects on the Employee Engagement-Turnover Intention Relationship.” Journal of Leadership & Organizational Studies 11 (2): 78–88. doi:10.1177/107179190501100208.
  • Judge, T. A., and R. F. Piccolo. 2004. “Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Validity.” Journal of Applied Psychology 89 (5): 755–768. doi:10.1037/0021-9010.89.5.755.
  • Kahn, W. A. 1990. “Psychological Conditions of Personal Engagement and Disengagement at Work.” Academy of Management Journal 33: 692–724. doi:10.2307/256287.
  • Kamisan, A. P., and B. E. King. 2013. “Transactional and Transformational Leadership: A Comparative Study of the Difference between Tony Fernandes (Airasia) and Idris Jala (Malaysia Airlines) Leadership Styles from 2005-2009.” International Journal of Business and Management 8 (24): 107–116. doi:10.5539/ijbm.v8n24p107.
  • Kim, A., and M. E. M. Barak. 2015. “The Mediating Roles of Leader–Member Exchange and Perceived Organizational Support in the Role Stress–Turnover Intention Relationship among Child Welfare Workers: A Longitudinal Analysis.” Children and Youth Services Review 52: 135–143. doi:10.1016/j.childyouth.2014.11.009.
  • Kim, S. 2014. “Assessing the Influence of Managerial Coaching on Employee Outcomes.” Human Resource Development Quarterly 25 (1): 59–85. doi:10.1002/hrdq.21175.
  • Kirk-Brown, A., and P. Van Dijk. 2016. “An Examination of the Role of Psychological Safety in the Relationship between Job Resources, Affective Commitment and Turnover Intentions of Australian Employees with Chronic Illness.” The International Journal of Human Resource Management 27 (14): 1626–1641. doi:10.1080/09585192.2015.1053964.
  • Kochanowski, S., C. Seifert, and G. Yukl. 2010. “Using Coaching to Enhance the Effects of Behavioral Feedback to Managers.” Journal of Leadership & Organizational Studies 17 (4): 363–369. doi:10.1117/1548051809352663.
  • Kovjanic, S., S. Schuh, K. Jonas, N. Quaquebeke, and R. van Dick. 2012. “How Do Transformational Leaders Foster Positive Employee Outcomes? A Self-Determination-Based Analysis of Employees’ Needs as Mediating Links.” Journal of Organizational Behavior 33 (8): 1031–1052. doi:10.1002/job.1771.
  • Kozlowski, S. 2012. “The Nature of Organizational Psychology.” In The Oxford Handbook of Organizational Psychology, edited by S. Kozlowski, 3–21. New York, NY: Oxford University Press.
  • Kristof-Brown, A., J. Seong, D. Degeest, W. Park, and D. Hong. 2014. “Collective Fit Perceptions: A Multilevel Investigation of Person-Group Fit with Individual-Level and Team-Level Outcomes.”.” Journal of Organizational Behavior 35 (7): 969–989. doi:10.1002/job.1942.
  • Lapointe, É., and C. Vandenberghe. 2017. “Supervisory Mentoring and Employee Affective Commitment and Turnover: The Critical Role of Contextual Factors.” Journal of Vocational Behavior 98: 98–107. doi:10.1016/j.jvb.2016.10.004.
  • Le Blanc, P. 1994. “De Steun Van De Leiding: Een Onderzoek Naar Het Leader Member Exchange Model in De Verpleging” [Supervisory Support: A Study on the Leader Member Exchange Model among Nurses]. Master’s diss., Amsterdam: Netherlands. doi:10.3168/jds.S0022-0302(94)77044-2
  • LeBreton, J. M., and J. L. Senter. 2008. “Answers to 20 Questions about Interrater Reliability and Interrater Agreement.” Organizational Research Methods 11 (4): 815–852. doi:10.1177/1094428106296642.
  • Lee, C. H., and N. T. Bruvold. 2003. “Creating Value for Employees: Investment in Employee Development.” The International Journal of Human Resource Management 14 (6): 981–1000. doi:10.1080/0958519032000106173.
  • Lee, M. C. C., and M. Idris. 2017. “Psychosocial Safety Climate versus Team Climate: The Distinctiveness between the Two Organizational Climate Constructs.” Personnel Review 46 (5): 988–1003. doi:10.1108/PR-01-2016-0003.
  • Lee, M. C. C., M. Idris, and P. Delfabbro. 2016. “The Linkages between Hierarchical Culture and Empowering Leadership and Their Effects on Employees’ Work Engagement: Work Meaningfulness as a Mediator.” International Journal of Stress Management 24 (4): 392–415. doi:10.1037/str0000043.
  • Leung, K., P. T. Koch, and L. Lu. 2002. “A Dualistic Model of Harmony and Its Implications for Conflict Management in Asia.” Asia Pacific Journal of Management 19 (2–3): 201–220. doi:10.1023/A:1016287501806.
  • Lo, M., T. Ramayah, H. Min, and P. Songan. 2010. “The Relationship between Leadership Styles and Organizational Commitment in Malaysia: Role of Leader–Member Exchange.” Asia Pacific Business Review 16 (1–2): 79–103. doi:10.1080/13602380903355676.
  • Lonsdale, D. J. 2016. “The Effects of Leader–Member Exchange and the Feedback Environment on Organizational Citizenship and Withdrawal.” The Psychologist–Manager Journal 19 (1): 41–59. doi:10.1037/mgr0000037.
  • Lu, L., C. L. Cooper, and H. Yen Lin. 2013. “A Cross-Cultural Examination of Presenteeism and Supervisory Support.” Career Development International 18 (5): 440–456. doi:10.1108/CDI-03-2013-0031.
  • MacKinnon, D., C. Lockwood, and J. Williams. 2004. “Confidence Limits for the Indirect Effect: Distribution of the Product and Resampling Methods.” Multivariate Behavioral Research 39 (1): 99–128. doi:10.1207/s15327906mbr3901_4.
  • Mathieu, J., H. Aguinis, S. Culpepper, and G. Chen. 2012. ““Understanding and Estimating the Power to Detect Cross-Level Interaction Effects in Multilevel Modeling”: Correction to Mathieu, Aguinis, Culpepper, and Chen (2012).” Journal of Applied Psychology 97 (5): 951–966. doi:10.1037/a0028380.
  • Mathieu, J. E., and S. R. Taylor. 2007. “A Framework for Testing Meso‐Mediational Relationships in Organizational Behavior.” Journal of Organizational Behavior 28 (2): 141–172. doi:10.1002/job.436.
  • Maxwell, S. E., and D. A. Cole. 2007. “Bias in Cross-Sectional Analyses of Longitudinal Mediation.” Psychological Methods 12 (1): 23–44. doi:10.1037/1082-989X.12.1.23.
  • Mcallister, C. P., J. N. Harris, W. A. Hochwarter, P. L. Perrewé, and G. R. Ferris. 2017. “Got Resources? A Multi-Sample Constructive Replication of Perceived Resource Availability’s Role in Work Passion–Job Outcomes Relationships.” Journal of Business and Psychology 32 (2): 147–164. doi:10.1007/s10869-016-9441-1.
  • McCarthy, A., and T. Garavan. 2006. “Post Feedback Development Perceptions: Applying the Theory of Planned Behavior.” Human Resource Development Quarterly 17 (3): 245–267. doi:10.1002/hrdq.1173.
  • Mone, E., C. Eisinger, K. Guggenheim, B. Price, and C. Stine. 2011. “Performance Management at the Wheel: Driving Employee Engagement in Organizations.” Journal of Business and Psychology 26 (2): 205–212. doi:10.1007/s10869-011-9222-9.
  • Mullen, J., E. Kelloway, and M. Teed. 2017. “Employer Safety Obligations, Transformational Leadership and Their Interactive Effects on Employee Safety Performance.” Safety Science 91: 405–412. doi:10.1016/j.ssci.2016.09.007.
  • Nyberg, A. J., and R. E. Ployhart. 2013. “Context-Emergent Turnover (CET) Theory: A Theory of Collective Turnover.” Academy of Management Review 38 (1): 109–131. doi:10.5465/amr.2011.0201.
  • O’Driscoll, M. P., and T. A. Beehr. 1994. “Supervisor Behaviors, Role Stressors and Uncertainty as Predictors of Personal Outcomes for Subordinates.” Journal of Organizational Behavior 15 (2): 141–155. doi:10.1002/job.4030150204.
  • Park, C., W. Kim, and J. Song. 2015. “The Impact of Ethical Leadership on Employees’ In-Role Performance: The Mediating Effects of Employees’ Psychological Ownership.” Human Resource Development Quarterly 26 (4): 385–408. doi:10.1002/hrdq.21217.
  • Parker, S. K., A. Van Den Broeck, and D. Holman. 2017. “Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs.” Academy of Management Annals 11 (1): 267–308. doi:10.5465/annals.2014.0054.
  • Paterson, T., F. Luthans, and W. Jeung. 2014. “Thriving at Work: Impact of Psychological Capital and Supervisor Support.” Journal of Organizational Behavior 35 (3): 434–446. doi:10.1002/job.1907.
  • Pieterse, A. N., D. van Knippenberg, M. Schippers, and D. Stam. 2010. “Transformational and Transactional Leadership and Innovative Behavior: The Moderating Role of Psychological Empowerment.” Journal of Organizational Behavior 31 (4): 609–623. doi:10.1002/job.650.
  • Podsakoff, P., S. MacKenzie, R. Moorman, and R. Fetter. 1990. “Transformational Leader Behaviors and Their Effects on Followers’ Trust in Leader, Satisfaction, and Organizational Citizenship Behaviors.” The Leadership Quarterly 1 (2): 107–142. doi:10.1016/1048-9843(90)90009-7.
  • Rafferty, A. E., and M. A. Griffin. 2006. “Refining Individualized Consideration: Distinguishing Developmental Leadership and Supportive Leadership.” Journal of Occupational and Organizational Psychology 79 (1): 37–61. doi:10.1348/096317905X36731.
  • Redshaw, B. 2000. “Do We Really Understand Coaching? How Can We Make It Work Better?” Industrial and Commercial Training 32 (3): 106–109. doi:10.1108/00197850010371693.
  • Reilly, G., A. Nyberg, M. Maltarich, and I. Weller. 2014. “Human Capital Flows: Using Context-Emergent Turnover (CET) Theory to Explore the Process by Which Turnover, Hiring, and Job Demands Affect Patient Satisfaction.” Academy of Management Journal 57 (3): 766–790. doi:10.5465/amj.2012.0132.
  • Saks, A. M., and J. A. Gruman. 2014. “What Do We Really Know about Employee Engagement?” Human Resource Development Quarterly 25 (2): 155–182. doi:10.1002/hrdq.21187.
  • Scandura, T. A., and E. A. Williams. 2004. “Mentoring and Transformational Leadership: The Role of Supervisory Career Mentoring.” Journal of Vocational Behaviour 65 (3): 448–468. doi:10.1016/j.jvb.2003.10.003.
  • Schaufeli, W., A. Bakker, and M. Salanova. 2006. “The Measurement of Work Engagement with a Short Questionnaire.” Educational and Psychological Measurement 66 (4): 701–716. doi:10.1177/0013164405282471.
  • Schaufeli, W. B., and T. Taris. 2014. “A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health.” In Bridging Occupational, Organizational and Public Health, edited by G. F. Bauer and O. HäMmig, 43–68. Dordrecht, The Netherlands: Springer.
  • Schaufeli, W. B., and A. B. Bakker. 2004. “Job Demands, Job Resources, and Their Relationship with Burnout and Engagement: A Multi‐Sample Study.” Journal of Organizational Behavior 25 (3): 293–315. doi:10.1002/job.248.
  • Schaufeli, W. B., M. Salanova, V. González-Romá, and A. B. Bakker. 2002. “The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach.” Journal of Happiness Studies 3 (1): 71–92. doi:10.1023/A:1015630930326.
  • Selig, J. P., and K. J. Preacher. 2008. Monte Carlo method for assessing mediation: An interactive tool for creating confidence intervals for indirect effects [Computer software].
  • Shuck, B., and A. M. Herd. 2012. “Employee Engagement and Leadership: Exploring the Convergence of Two Frameworks and Implications for Leadership Development in HRD.” Human Resource Development Review 11 (2): 156–181. doi:10.1177/1534484312438211.
  • Sirmon, D. G., M. A. Hitt, and R. D. Ireland. 2007. “Managing Firm Resources in Dynamic Environments to Create Value: Looking inside the Black Box.” The Academy of Management Review 32 (1): 273–292. doi:10.5465/AMR.2007.23466005.
  • Snijders, T. A. B., and R. J. Bosker. 2012. Multilevel Analysis: An Introduction to Basic and Advanced Multilevel Modelling. 2nd ed. London, UK: Sage.
  • Sommer, K. L., and M. Kulkarni. 2012. “Does Constructive Performance Feedback Improve Citizenship Intentions and Job Satisfaction? The Roles of Perceived Opportunities for Advancement, Respect, and Mood.” Human Resource Development Quarterly 23 (2): 177–201. doi:10.1002/hrdq.21132.
  • Song, J. H., J. A. Kolb, U. L. Lee, and H. K. Kim. 2012. “Role of Transformational Leadership in Effective Organizational Knowledge Creation Practices: Mediating Effects of Employees’ Work Engagement.” Human Resource Development Quarterly 23 (1): 65–101. doi:10.1002/hrdq.21120.
  • Sonnentag, S., C. Binnewies, and E. J. Mojza. 2010. “Staying Well and Engaged When Demands Are High: The Role of Psychological Detachment.” Journal of Applied Psychology 95 (5): 965–976. doi:10.1037/a0020032.
  • Spell, H. B., L. T. Eby, and R. J. Vandenberg. 2014. “Developmental Climate: A Cross-Level Analysis of Voluntary Turnover and Job Performance.” Journal of Vocational Behavior 84 (3): 283–292. doi:10.1016/j.jvb.2014.02.001.
  • Stone, A. G., R. F. Russell, and K. Patterson. 2004. “Transformational versus Servant Leadership: A Difference in Leader Focus.” Leadership & Organization Development Journal 25 (4): 349–361. doi:10.1108/01437730410538671.
  • Strauss, K., and P. Sharon. 2013. “Effective and Sustained Proactivity in the Workplace: A Self-Determination Theory Perspective.” In The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory, edited by M. Gagne, 50–71. New York, NY: Oxford University Press.
  • Suazo, M. M., P. G. Martínez, and R. Sandoval. 2009. “Creating Psychological and Legal Contracts through Human Resource Practices: A Signaling Theory Perspective.” Human Resource Management Review 19 (2): 154–166. doi:10.1016/j.hrmr.2008.11.002.
  • Tansky, J. W., and D. J. Cohen. 2001. “The Relationship between Organizational Support, Employee Development, and Organizational Commitment: An Empirical Study.” Human Resource Development Quarterly 12 (3): 285–300. doi:10.1002/hrdq.15.
  • Tett, R. P., and J. P. Meyer. 1993. “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta‐Analytic Findings.” Personnel Psychology 46 (2): 259–293. doi:10.1111/j.1744-6570.1993.tb00874.x.
  • Theeboom, T., B. Beersma, and A. E. van Vianen. 2014. “Does Coaching Work? A Meta-Analysis on the Effects of Coaching on Individual Level Outcomes in an Organizational Context.” The Journal of Positive Psychology 9 (1): 1–18. doi:10.1080/17439760.2013.837499.
  • Thirusanku, J., and M. M. Yunus. 2014. “Status of English in Malaysia.” Asian Social Science 10 (14): 254–260. doi:10.5539/ass.v10n14p254.
  • Thomas, K. W. 2009. Intrinsic Motivation at Work: What Really Drives Employee Engagement. 2nd ed. San Francisco, CA: Berrett-Koehler Publishers.
  • Timms, C., P. Brough, M. O’Driscoll, T. Kalliath, O. Siu, C. Sit, and D. Lo. 2015. “Flexible Work Arrangements, Work Engagement, Turnover Intentions and Psychological Health.” Asia Pacific Journal of Human Resources 53 (1): 83–103. doi:10.1111/1744-7941.12030.
  • Tims, M., A. B. Bakker, and D. Derks. 2013. “The Impact of Job Crafting on Job Demands, Job Resources, and Well-Being.” Journal of Occupational Health Psychology 18 (2): 230–240. doi:10.1037/a0032141.
  • Tims, M., A. B. Bakker, and D. Xanthopoulou. 2011. “Do Transformational Leaders Enhance Their Followers’ Daily Work Engagement?” The Leadership Quarterly 22 (1): 121–131. doi:10.1016/j.leaqua.2010.12.011.
  • Tracey, J. B., and T. R. Hinkin. 1998. “Transformational Leadership or Effective Managerial Practices?” Group & Organization Management 23 (3): 220–236. doi:10.1177/1059601198233002.
  • Tse, H., X. Huang, and W. Lam. 2013. “Why Does Transformational Leadership Matter for Employee Turnover? A Multi-Foci Social Exchange Perspective.” The Leadership Quarterly 24 (5): 763–776. doi:10.1016/j.leaqua.2013.07.005.
  • Tuckey, M. R., A. B. Bakker, and M. F. Dollard. 2012. “Empowering Leaders Optimize Working Conditions for Engagement: A Multilevel Study.” Journal of Occupational Health Psychology 17 (1): 15–27. doi:10.1037/a0025942.
  • Tuzun, I. K., and R. A. Kalemci. 2012. “Organizational and Supervisory Support in Relation to Employee Turnover Intentions.” Journal of Managerial Psychology 27 (5): 518–534. doi:10.1108/02683941211235.
  • Van Vugt, M., S. F. Jepson, C. M. Hart, and D. de Cremer. 2004. “Autocratic Leadership in Social Dilemmas: A Threat to Group Stability.” Journal of Experimental Social Psychology 40 (1): 1–13. doi:10.1016/S0022-1031(03)00061-1.
  • van Woerkom, M., A. B. Bakker, and L. H. Nishii. 2016. “Accumulative Job Demands and Support for Strength Use: Fine-Tuning the Job Demands-Resources Model Using Conservation of Resources Theory.” Journal of Applied Psychology 101 (1): 141–150. doi:10.1037/apl0000033.
  • Van Yperen, N. W., and M. Hagedoorn. 2003. “Do High Job Demands Increase Intrinsic Motivation or Fatigue or Both? The Role of Job Control and Job Social Support.” Academy of Management Journal 46 (3): 339–348. doi:10.2307/30040627.
  • Wanberg, C. R., E. T. Welsh, and S. A. Hezlett. 2003. “Mentoring Research: A Review and Dynamic Process Model.” Research in Personnel and Human Resources Management 22: 39–124. doi:10.1016/S0742-7301(03)22002-8.
  • Wang, D., D. A. Waldman, and Z. Zhang. 2014. “A Meta–Analysis of Shared Leadership and Team Effectiveness.” Journal of Applied Psychology 99 (2): 181–198. doi:10.1037/a0034531.
  • Wang, P., J. Rode, K. Shi, Z. Luo, and W. Chen. 2013. “A Workgroup Climate Perspective on the Relationships among Transformational Leadership, Workgroup Diversity, and Employee Creativity.” Group & Organization Management 38 (3): 334–360. doi:10.1177/1059601113488163.
  • Wasti, S. A. 2003. “Organizational Commitment, Turnover Intentions and the Influence of Cultural Values.” Journal of Occupational and Organizational Psychology 76 (3): 303–321. doi:10.1348/096317903769647193.
  • Watkin, K. E. 1989. “Business and Industry.” In Handbook of Adult and Continuing Education, edited by S. B. Merriam and P. M. Cunningham, 422–435. San Francisco, CA: Jossey-Bass.
  • Werner, J. M., and R. L. DeSimone. 2011. Human Resource Development. 6th ed. Cincinnati, OH: Cengage Learning.
  • Xanthopoulou, D., A. B. Bakker, E. Demerouti, and W. B. Schaufeli. 2007. “The Role of Personal Resources in the Job Demands–Resources Model.” International Journal of Stress Management 14 (2): 121–141. doi:10.1037/1072-5245.14.2.121.
  • Xanthopoulou, D., A. B. Bakker, E. Demerouti, and W. B. Schaufeli. 2009. “Reciprocal Relationships between Job Resources, Personal Resources, and Work Engagement.” Journal of Vocational Behavior 74 (3): 235–244. doi:10.1016/j.jvb.2008.11.003.
  • Xing, Y., Y. Liu, S. Tarba, and G. Wood. 2016. “A Cultural Inquiry into Ambidexterity in Supervisor–Subordinate Relationship.” The International Journal of Human Resource Management 1–29. doi:10.1080/09585192.2015.1137619.
  • Yoder, L. H. 1995. “Staff Nurses’ Career Development Relationships and Self-Reports of Professionalism, Job Satisfaction, and Intent to Stay.” Nursing Research 44 (5): 290–297. doi:10.1097/00006199-199509000-00006.
  • Zhai, Q., M. Lindorff, and B. Cooper. 2013. “Workplace Guanxi: Its Dispositional Antecedents and Mediating Role in the Affectivity–Job Satisfaction Relationship.” Journal of Business Ethics 117 (3): 541–551. doi:10.1007/s10551-012-1544-7.
  • Zhu, W., I. K. Chew, and W. D. Spangler. 2005. “CEO Transformational Leadership and Organizational Outcomes: The Mediating Role of Human-Capital-Enhancing Human Resource Management.” The Leadership Quarterly 16 (1): 39–52. doi:10.1016/j.leaqua.2004.06.001.