The Expectations On Personality Types

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Introduction Expectations on Personality types – a strategic view of relationships at work 1 List your gap and why it is important to theory and practice, unaddressed, and advancing (see Grant & Pollock, 2011) o GAP • Previous research has not yet investigated how different personality types may have different expectations towards leaders within the workplace. Neither Expectancy theory, Leader-Member Exchange Theory or Metaperceptions have addressed which expectations followers might have towards leader’s personality types. Thus, how differences between followers’ expectations and leaders’ actual personality traits affect job performance is the gap considered by the present work. A better understanding of these interactions o IMPORTANT TO THEORY AND PRACTICE • Matta, Scott, Koopman, and Conlon (2015), argue that employee work engagement was higher when leaders and subordinates agree about the quality of their relationship. Leaders who acknowledge what are expected from them regarding their way of leading may help them to tailor a more efficient leadership model and consequently improve performance. Also, Lopez (2013a), suggests that there is a significant relationship between personality features and leadership style. Moreover, academic work has highlighted the positive impact of Transformational leadership on organizational performance. (García-Morales, Jiménez-Barrionuevo, & Gutiérrez-Gutiérrez, 2012) o UNADDRESSED AND ADVANCING • This work proposes the assessment
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