Blar i BI Open på forfatter "Buch, Robert"
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Abusive retaliation of low performance in low-quality LMX relationships
Thompson, Geir; Buch, Robert; Glasø, Lars (Journal article; Peer reviewed, 2019)In the current study, we investigated the occurrence of abusive retaliation in response to low performance. More specifically, we hypothesize an association between low work performance and abusive supervision, as well as ... -
Constructive Supervisor Feedback is Not Sufficient: Immediacy and Frequency is Essential
Kuvaas, Bård; Buch, Robert; Dysvik, Anders (Journal article; Peer reviewed, 2016)In the present study, we investigated the relationship between perceived constructiveness and perceived immediacy and frequency of supervisor performance feedback and work performance. In two pilot studies, we obtained ... -
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort
Kuvaas, Bård; Buch, Robert; Gagne, Marylene; Dysvik, Anders; Forest, Jacques (Journal article; Peer reviewed, 2016)This study investigated relations between pay-for-performance incentives designed to vary in instrumentality (annual pay-for-performance, quarterly pay-for-performance, and base pay level) and employee outcomes (self-reported ... -
Economic and social leader-member exchange relationships
Kuvaas, Bård; Buch, Robert; Dysvik, Anders; Hærem, Thorvald (Journal article; Peer reviewed, 2012)This exploratory study investigated the link between economic and social leader-member exchange relationships and follower work performance and organizational citizenship behavior. Instead of viewing exchange relationships ... -
Follower jealousy at work: A test of Vecchio’s model of antecedents and consequences of jealousy
Thompson, Geir; Buch, Robert; Glasø, Lars (Journal article; Peer reviewed, 2017)The present study tests the validity of Robert P. Vecchio's seminal work on antecedents and consequences of jealousy. Specifically, we examine whether antecedents such as in-group status, supervisory considerateness, and ... -
Knowledge donating and knowledge collecting - The moderating role of social and economic leader-member exchange
Dysvik, Anders; Buch, Robert; Kuvaas, Bård (Journal article; Peer reviewed, 2015)Purpose – The purpose of this paper is to investigate whether the relationship between employees’ knowledge donating and managers’ knowledge collecting is moderated by social leader-member exchange (SLMX) and economic ... -
Leader self-efficacy and role ambiguity and follower leader-member exchange
Kuvaas, Bård; Buch, Robert (Journal article; Peer reviewed, 2019)Purpose The purpose of this paper is to investigate whether leader self-efficacy and leader role ambiguity are related to follower leader-member exchange (LMX). In addition, the authors examine whether the relationship ... -
Leader-member exchange relationships and follower outcomes: The mediating role of perceiving goals as invariable
Kuvaas, Bård; Buch, Robert (Journal article; Peer reviewed, 2018)In the present study, we investigated whether perceiving goals as invariable mediated the link between leader‐member exchange (LMX) relationships and role overload, turnover intention, and work performance. Perceiving goals ... -
Low-quality LMX Relationships, Leader Incivility, and Follower Responses
Thompson, Geir; Buch, Robert; Glasø, Lars (Journal article; Peer reviewed, 2018)The present study focus on the quality of the leader-member exchange relationship as a potential antecedent of workplace incivility. Furthermore, affective and behavioral responses of those exposed to incivility by their ... -
Negative and Positive Synergies: On Employee Development Practices, Motivational Climate, and Employee Outcomes
Nerstad, Christina G. L.; Dysvik, Anders; Kuvaas, Bård; Buch, Robert (Journal article; Peer reviewed, 2018)While previous studies have increased our knowledge of how employees’ perceptions of devel-opment practices influence employee outcomes, the role of potential contingencies in this rela-tionship remains relatively unexplored. ... -
Performance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performance
Kuvaas, Bård; Buch, Robert; Dysvik, Anders (Journal article; Peer reviewed, 2014-12)In this study, we investigated whether perceiving goals as invariable is negatively related to work performance and whether this relationship is mediated by perceived job autonomy. Perceiving goals as invariable refers to ... -
Political skill, participation in decision-making and organizational commitment
Thompson, Geir; Buch, Robert; Kuvaas, Bård (Journal article; Peer reviewed, 2017)Purpose Research has demonstrated that political skill is associated with leadership effectiveness. However, the field still lacks understanding of how political skill makes leaders more effective. The purpose of this paper ... -
Servant leadership, span of control and outcomes in a municipality context
Thompson, Geir; Buch, Robert; Glasø, Lars (Journal article; Peer reviewed, 2019)The purpose of the current study was to investigate the moderating role of span of supervision in the association between servant leadership and multiple outcomes such as job satisfaction and follower performance in a ... -
The Destructiveness of Laissez-Faire Leadership Behavior: The Mediating Role of Economic Leader-Member Exchange Relationships
Buch, Robert; Martinsen, Øyvind Lund; Kuvaas, Bård (Journal article; Peer reviewed, 2015)This study examined the mediating role of economic leader-member exchange (ELMX) on the negative associations between laissez-faire leadership and affective commitment, self-reported work effort, and self-reported ... -
The dualistic model of passion for work: discriminate and predictive validity with work engagement and workaholism
Birkeland, Ide Katrine; Buch, Robert (Journal article; Peer reviewed, 2015)The purpose of this paper was to investigate the discriminant and predictive validity of the dualistic model of passion for work. Harmonious and obsessive passion was compared to work engagement and workaholism in two ...