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dc.contributor.authorKvarven, Tommy Aleksander Buene
dc.contributor.authorHjelle, Andreas Gloppholm
dc.date.accessioned2018-08-30T12:12:35Z
dc.date.available2018-08-30T12:12:35Z
dc.date.issued2018-06-13
dc.date.submitted2018-06-12T22:00:55Z
dc.identifier.urihttp://hdl.handle.net/1956/18325
dc.description.abstractDenne studien forsøker å forstå relasjonen mellom laissez-faire leiing og dei tilsette si jobbtilfredsheit. Med bakgrunn i grundige analyser, foreslår studien ein modell der denne negative relasjonen er mediert gjennom samspelsrettferd. Vidare er personlegdomstrekka trekkangst og trekksinne foreslått som moderatorar mellom laissez-faire leiing og samspelsrettferd. Samtidig er disse foreslått som moderatorar mellom samspelsrettferd og jobbtilfredsheit. Basert på ei spørjeundersøking med to måletidspunkt (N=168), fant denne studien signifikante resultat av ein negativ relasjon mellom laissez-faire leiing og jobbtilfredsheit. Medieringsanalysa køyrt i PROCESS, viste ein signifikant full mediering av samspelsrettferd mellom laissez-faire leiing og jobbtilfredsheit. Av hypotesane som omhandla personlegdomsomgrepa, var det berre hypotesen om trekkangst som moderator mellom laissez-faire leiing og samspelsrettferd som var signifikant. Denne studien støtter og tilfører relevant forsking i feltet for laissez-faire leiing, som har vist ein signifikant negativ relasjon mellom laissez-faire leiing og jobbtilfredsheit. Vidare bidreg også studien til feltet ved å vise at samspelsrettferd kan mediere forhaldet mellom laissez-faire leiing og jobbtilfredsheit. Studien understrek og viktigheita av personlegdom i denne samanhengen. Dette sidan trekkangst tydar på å ha ein signifikant modererande rolle. Vidare vil det være mogleg at også andre personlegdomstrekk vil kunne spele ei rolle i denne samanhengen, i tillegg til at andre mediatorer også kan være aktuelle. Noko som vidare forsking vil kunne undersøkje.eng
dc.description.abstractThis study makes efforts to understand the relation between the laissez-faire leadership style and employees job satisfaction. Through careful analysis this study suggests a model where this negative relationship is mediated through interactional justice. Furthermore, the personality traits trait-anxiety and trait-anger are hypothesized as moderators between laissez-faire leadership and interactional justice, as well as between interactional justice and job satisfaction. Based on a survey study with two measurement points (N=168), this study showed significant results for a negative relationship between laissez-faire leadership and job satisfaction. The mediation analysis conducted in PROCESS showed a significant full mediation of interactional justice between laissez-faire leadership and job satisfaction. For the personality trait hypotheses, the significant results were limited to trait-anxiety as a moderator between laissez-faire leadership and interactional justice. These findings support and supplement relevant research in the field of laissez-faire leadership that has shown a significant negative relationship between the laissez-faire leadership style and job satisfaction. This study contributes to the laissez-faire leadership research field by showing that interactional justice can fully mediate the relationship between this leadership style and employee job satisfaction. Furthermore, this study highlights the importance of bringing personality into this equation, as trait-anxiety was shown to have a moderating role in this relationship. There is a possibility that further research will unveil other personality variables as relevant to these relationships as well, in addition to other possible mediators in this relationship.eng
dc.language.isonnoeng
dc.publisherThe University of Bergeneng
dc.subjectJobbtilfredsheiteng
dc.subjectSamspelsrettferdeng
dc.subjectTrekksinne.eng
dc.subjectTrekkangsteng
dc.subjectLaissez-faire leiingeng
dc.titleLaissez-faire leiing sin relasjon til jobbtilfredsheit, og rolla til samspelsrettferd og personlegdom i denne samanhengeneng
dc.typeMaster thesiseng
dc.type.degreeMasteroppgåve i psykologieng
dc.type.courseMAPSYK360eng
dc.subject.archivecodeMastergradeng
dc.subject.nus736999eng
dc.date.updated2018-06-12T22:00:55Z
dc.rights.holderCopyright the Author. All rights reservedeng
bora.peerreviewedNot peer reviewedeng
fs.gradepass
fs.unitcode17-35-0


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