contingent reward leadership in marketing

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Additionally, the indirect effect of contingent reward transactional leadership and follower outcomes via avoidance and anxiety attachment is contingent upon meaningful work. Contingent reward and participative leadership may both facilitate this mutual process. A. Number of times cited according to CrossRef: Alter und Arbeit. Journal of Occupational and Organizational Psychology, 87(1), 138–157. Journal of Career Assessment, 1069072711436160.

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This is a preview of subscription content, log in to check access. Moving toward a secure attachment style: Can repeated security priming help? : screening mechanical turk workers. Relative importance of leader influences for subordinates’ proactive behaviors, prosocial behaviors, and task performance. Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). Hayes, A. F. (2015). A narrative evidence synthesis of meaningful work: Progress and research agenda. Carter, M. Z., Mossholder, K. W., & Harris, J. N. (2018). Keim, A. C., Landis, R. S., Pierce, C. A., & Earnest, D. R. (2014). Patterson, G. R., DeBaryshe, B. D., & Ramsey, E. (1989).

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In this type of leadership, the leader tries to obtain agreement from followers on what must be done and what they payoffs will be for the people doing it.

Journal of Organizational behavior, 26(4), 331–362. Administrative Science Quarterly, 184–200. Indeed, both contingent reward and contingent punishment leadership behaviors can be considered as accurate feedback (i.e., feedback that is contingent upon one’s level of performance; Podsakoff et al., 2006). Ronen, S., & Mikulincer, M. (2009). Jackson, T. A., Meyer, J. P., & Wang, X. H. (2013). Journal of Organizational Behavior, 23(1), 75–92.

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