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Henkel, William Joseph - One of the best experts on this subject based on the ideXlab platform.

  • A Structural Equation Model of Leader–Member Exchange, Employee–Supervisor Relationship, Performance Appraisal, and Career Development
    'IUScholarWorks', 2019
    Co-Authors: Henkel, William Joseph, Endres, Al C
    Abstract:

    Some employees perceive that supervisors do not accurately reflect employees’ performance or effectively differentiate among employees’ performances during performance appraisals (PAs). Other employees believe the performance feedback they receive is not valuable for supporting their career development (CD). Leader–member exchange (LMX) and the distributive and interactional justice dimensions of organizational justice theories comprised the theoretical frameworks in this study for examining the significance of the relationships among LMX and employee–supervisor relationships (ESRs) and those relationships’ potential influence on employees’ CD through the PA process. Participants consisted of 44 Defense Contractor employees in the United States. Results from partial least squares analysis for the structural equation model indicated significant (p \u3c .01) positive relationships between LMX, ESR, PA, and CD. Furthermore, the results indicated that a positive relationship between LMX and ESR can influence employees’ CD through the mediating effect of employees’ perceptions of their PAs. The implications for positive social change include the potential to improve communications between employees and supervisors for benefiting employees’ CD for improving employees’ families’ quality of life and employees’ contributions to their communitie

  • A Structural Equation of Leader-Member Exchange, Employee-Supervisor Relationship, Performance Appraisal, and Career Development
    'IUScholarWorks', 2017
    Co-Authors: Henkel, William Joseph
    Abstract:

    Some employees perceive that supervisors do not accurately reflect employees\u27 performance or effectively differentiate among employees\u27 performances during performance appraisals (PAs). Other employees believe the performance feedback they receive is not valuable for supporting their career development (CD). Employing leader-member exchange (LMX) theory and the distributive and interactional justice dimensions of organizational justice theory as the theoretical framework, this correlational study examined the relationships among LMX and employee-supervisor relationships (ESRs) and the relationships\u27 influence on employees\u27 CD through the mediating effect of employees\u27 perceived efficacy of the PA process. Participants consisted of 44 Defense Contractor employees in the United States who completed a combination of 4 validated survey instruments (LMX-7, Interactional Justice, Appraisal System Satisfaction, Perceived Career Opportunity) and 1 demographic instrument. Results from the structural equation model, using partial least squares analysis, indicated significant (p \u3c .001) positive relationships between the independent variables of LMX and ESR, the dependent mediating variable PA, and the dependent variable CD. The results indicated that a positive relationship between LMX and ESR will influence employees\u27 CD through the mediating effect of employees\u27 PAs. The implications for positive social change include the potential to improve communications between employees and supervisors, increase organizational performance by increasing employees\u27 job satisfaction, potential benefiting career development for improving employees\u27 families\u27 quality of life, and contributions to the communities

Kapp Lawrence - One of the best experts on this subject based on the ideXlab platform.

Endres, Al C - One of the best experts on this subject based on the ideXlab platform.

  • A Structural Equation Model of Leader–Member Exchange, Employee–Supervisor Relationship, Performance Appraisal, and Career Development
    'IUScholarWorks', 2019
    Co-Authors: Henkel, William Joseph, Endres, Al C
    Abstract:

    Some employees perceive that supervisors do not accurately reflect employees’ performance or effectively differentiate among employees’ performances during performance appraisals (PAs). Other employees believe the performance feedback they receive is not valuable for supporting their career development (CD). Leader–member exchange (LMX) and the distributive and interactional justice dimensions of organizational justice theories comprised the theoretical frameworks in this study for examining the significance of the relationships among LMX and employee–supervisor relationships (ESRs) and those relationships’ potential influence on employees’ CD through the PA process. Participants consisted of 44 Defense Contractor employees in the United States. Results from partial least squares analysis for the structural equation model indicated significant (p \u3c .01) positive relationships between LMX, ESR, PA, and CD. Furthermore, the results indicated that a positive relationship between LMX and ESR can influence employees’ CD through the mediating effect of employees’ perceptions of their PAs. The implications for positive social change include the potential to improve communications between employees and supervisors for benefiting employees’ CD for improving employees’ families’ quality of life and employees’ contributions to their communitie

Peters, Heidi M. - One of the best experts on this subject based on the ideXlab platform.

Eilert, Clayton S. - One of the best experts on this subject based on the ideXlab platform.

  • Defense Contractor Profit
    AFIT Scholar, 2020
    Co-Authors: Eilert, Clayton S.
    Abstract:

    This research seeks to achieve two objectives: 1) to provide a comprehensive survey of research related to Defense Contractor profitability, and 2) to conduct an updated analysis of such profitability. No previous comprehensive survey of the topic was found in the academic literature. Therefore, the provision of such a survey may significantly benefit future researchers. A paucity of recent Defense Contractor profit research related was identified; only one published study analyzed data after 2000 and none used data more recent than 2010. This research reconciles the gap in recent Defense Contractor profit studies via objective two. Panel data analysis is employed to examine the profitability of Defense Contractors between 2009 and 2018. The relationship between Contractor influence in the Defense marketplace and profits from Defense business is explored as well as the relationship between Contractor operating risk and Defense business profits. Additionally, the relationship between Defense Contractor profitability and the percentage of total sales attributed to Defense (versus commercial sales) is investigated. Neither Contractor influence, nor risk was found to have a moderating effect on Defense business profits. The empirical evidence did however indicate a positive relationship between Contractor profitability and the percentage of total sales from Defense business

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