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Interpersonal Leadership: The Role Of Perceived Motivation For Self-Disclosure And Self-Disclosure Appropriateness In Employee Affect For Supervisor

机译：人际关系领导：自我激励的自我激励和自我披露的适当性在员工对主管的影响中的作用

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Previous research has strongly supported the importance of supervisor leadership style in employee satisfaction and productivity in the workplace. Although the use of referent power is a key factor in successful leadership, little research has been conducted to identify specific communicative behaviors that enable a supervisor to establish a referent power base. Given that positive affect, specifically liking, is the basis for the enactment of referent power, this study examines the relationship between a supervisoru27s self-disclosure behavior and the extent to which an employee likes his or her supervisor. A sample of working professionals (N=168) was surveyed and asked to respond to several scales that assessed their current supervisoru27s self-disclosure behavior and one scale that assessed how much they liked that supervisor. A hierarchical regression was conducted and results indicated that both perceived motivation for self-disclosure and self-disclosure appropriateness predicted an employeeu27s liking for his or her supervisor. Implications for practice and directions for future research are offered.

机译：先前的研究强烈支持了主管领导风格对于员工满意度和工作效率的重要性。尽管使用参照权力是成功领导的关键因素，但很少进行研究来确定使主管建立参照权力基础的特定沟通行为。鉴于积极的情感，特别是喜欢的情感，是制定指称权的基础，因此本研究考察了主管的自我披露行为与员工喜欢其主管的程度之间的关系。调查了一个在职专业人员（N = 168）的样本，并要求他们回答几种评估其上司自披露行为的量表，以及一种评估他们对上司的喜欢程度的量表。进行了层次回归分析，结果表明，自我披露的动机和自我披露的适当性都预示了员工对上司的喜好。提供了实践意义和未来研究方向。

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Malik Caleb Barrett;
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Interpersonal Leadership: The Role Of Perceived Motivation For Self-Disclosure And Self-Disclosure Appropriateness In Employee Affect For Supervisor

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