Dependent Variables in Business Leadership

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The three scholarly articles we identified are Knies et. al. (2017), Robert and You (2017) and Zare and Crawford (2017).

1) Define the DV you are interested in.

From the first article I have chosen "team performance" as the dependent variable. The authors demonstrated that people management adds explained variance above and beyond transformational and transactional leadership in predicting team performance. The authors also demonstrated the criterion-related validity through people management's relationship with job satisfaction, commitment, and work engagement. The authors discuss the implications of our measure for theory and research on people management, its antecedents, and its effects.

The dependent variable I have chosen from the second article is Individual trust. The authors used Likert-scale items to measure individual trust toward one's team. These items were from Jarvenpaa, Knoll, and Leidner (1998) and adapted from Schoorman, Mayer, and Davis (1996). The items included statements regarding the degree that participants trusted or did not trust (reverse-coded) their teammates (see Table 1). The authors of the paper asked participants to rate their agreement with each statement from 1 (strongly disagree) to 7 (strongly agree).

In the third article, the authors used leader-member exchange relationship (LMX)as a dependent variable. This paper provides a review of past meta-analyses of transformational leadership (TFL) and leader-member exchange relationship (LMX), and compares their similarities and relationships with common related constructs. The reviews of meta-analyses suggested that LMX and TFL are correlated highly and follow the same pattern with common variables, which suggests that LMX and TFL might not be distinct, or at least might share a large degree of similarity.

2) Explain why you chose these three articles.

I have chosen the first article because the topic is very important. The central concept in this study is people management, referring to line managers' implementation of human resource management practices and their leadership behavior oriented at supporting the employees they supervise at work. In this study the authors conceptualize people management and develop a multidimensional scale to measure it from the perspectives of both employees and line managers.

The second paper is also interesting because the goal of the study was to determine how to better facilitate satisfaction ...