Amanuel G Tekleab
Biographic Data
| ID | 5153437 |
|---|---|
| NAME | Amanuel G Tekleab |
| GIVEN NAMES | Amanuel G |
| FAMILY NAME | Tekleab |
| SIGNATURE | TEKLEAB A G |
| AFFILIATIONS | Wayne State University |
| ORCID | 0000-0003-3163-1019 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 34 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Does Leader Feedback‐Seeking Behavior Fuel Employee Voice? The Roles of Organization‐Based Self‐Esteem, Workplace Anxiety and Apparent Sincerity of Leader
Leader feedback‐seeking behavior demonstrates leaders' openness to employee voice, but growing evidence suggests it may also be a source of stress, undermining employee initiative and performance. However, direct empirical investigations into the complex, dual‐faceted relationship between leader feedback‐seeking behavior and employee voice remain limited. Integrating social information processing theory and workplace anxiety theory, we develop a …
Translating Corporate Social Responsibility into Action
A Longitudinal Study of Team Conflict, Conflict Management, Cohesion, and Team Effectiveness
This study examines the relationships among team conflict, conflict management, cohesion, and team effectiveness. Data are collected longitudinally from 53 teams, and the results indicate that conflict management has a direct, positive effect on team cohesion and moderates the relationship between relationship conflict and team cohesion as well as that between task conflict and team cohesion. These results suggest that a high level of conflict ma…
Are We On the Same Page? Effects of Self-Awareness of Empowering and Transformational Leadership
This study examines the effects of leaders' self-awareness of their own leadership on followers' satisfaction, self-leadership, and leader effectiveness. A leader's self-awareness was conceptualized as the degree of similarity between the leader's self-description and his or her followers' descriptions of leader behaviors. Transformational and empowering leadership are measured from 48 leaders and 222 of their followers. Results from confirmatory…
Is it pay levels or pay raises that matter to fairness and turnover
Two studies examined the relationship between actual pay and distributive and procedural justice, and the extent to which these perceptions were related to two important pay satisfaction dimensions, pay level and pay raise, and ultimately, impacted turnover. For each study the measures of pay and justice variables were obtained on a cross‐sectional basis, while the measure of turnover was necessarily lagged. Results showed that distributive justi…
Aren't there two parties in an employment relationship? Antecedents and consequences of organization–employee agreement on contract obligations and violations
Past studies have paid little attention to an organization's perspective on reciprocal obligations in the employment relationship, despite its importance to overall satisfaction and the survival of the relationship. This study assesses parties' levels of agreement on the reciprocal obligations of the psychological contract, and their consequences on parties' perceptions of contract violations. Furthermore, the study examines subsequent reactions …
Aren't there two parties in an employment relationship? Antecedents and consequences of organization–employee agreement on contract obligations and violations
Past studies have paid little attention to an organization's perspective on reciprocal obligations in the employment relationship, despite its importance to overall satisfaction and the survival of the relationship. This study assesses parties' levels of agreement on the reciprocal obligations of the psychological contract, and their consequences on parties' perceptions of contract violations. Furthermore, the study examines subsequent reactions …
Is it pay levels or pay raises that matter to fairness and turnover
Two studies examined the relationship between actual pay and distributive and procedural justice, and the extent to which these perceptions were related to two important pay satisfaction dimensions, pay level and pay raise, and ultimately, impacted turnover. For each study the measures of pay and justice variables were obtained on a cross‐sectional basis, while the measure of turnover was necessarily lagged. Results showed that distributive justi…
Are We On the Same Page? Effects of Self-Awareness of Empowering and Transformational Leadership
This study examines the effects of leaders' self-awareness of their own leadership on followers' satisfaction, self-leadership, and leader effectiveness. A leader's self-awareness was conceptualized as the degree of similarity between the leader's self-description and his or her followers' descriptions of leader behaviors. Transformational and empowering leadership are measured from 48 leaders and 222 of their followers. Results from confirmatory…
Aren't there two parties in an employment relationship? Antecedents and consequences of organization–employee agreement on contract obligations and violations
Past studies have paid little attention to an organization's perspective on reciprocal obligations in the employment relationship, despite its importance to overall satisfaction and the survival of the relationship. This study assesses parties' levels of agreement on the reciprocal obligations of the psychological contract, and their consequences on parties' perceptions of contract violations. Furthermore, the study examines subsequent reactions …
Is it pay levels or pay raises that matter to fairness and turnover
Two studies examined the relationship between actual pay and distributive and procedural justice, and the extent to which these perceptions were related to two important pay satisfaction dimensions, pay level and pay raise, and ultimately, impacted turnover. For each study the measures of pay and justice variables were obtained on a cross‐sectional basis, while the measure of turnover was necessarily lagged. Results showed that distributive justi…
Are We On the Same Page? Effects of Self-Awareness of Empowering and Transformational Leadership
This study examines the effects of leaders' self-awareness of their own leadership on followers' satisfaction, self-leadership, and leader effectiveness. A leader's self-awareness was conceptualized as the degree of similarity between the leader's self-description and his or her followers' descriptions of leader behaviors. Transformational and empowering leadership are measured from 48 leaders and 222 of their followers. Results from confirmatory…
A Longitudinal Study of Team Conflict, Conflict Management, Cohesion, and Team Effectiveness
This study examines the relationships among team conflict, conflict management, cohesion, and team effectiveness. Data are collected longitudinally from 53 teams, and the results indicate that conflict management has a direct, positive effect on team cohesion and moderates the relationship between relationship conflict and team cohesion as well as that between task conflict and team cohesion. These results suggest that a high level of conflict ma…
Translating Corporate Social Responsibility into Action
Does Leader Feedback‐Seeking Behavior Fuel Employee Voice? The Roles of Organization‐Based Self‐Esteem, Workplace Anxiety and Apparent Sincerity of Leader
Leader feedback‐seeking behavior demonstrates leaders' openness to employee voice, but growing evidence suggests it may also be a source of stress, undermining employee initiative and performance. However, direct empirical investigations into the complex, dual‐faceted relationship between leader feedback‐seeking behavior and employee voice remain limited. Integrating social information processing theory and workplace anxiety theory, we develop a …
Job Satisfaction and Organizational Behavior (5 works) · Psychology (5 works) · Social Psychology (5 works) · Political science (3 works) · Social Psychology (3 works) · Compensation (psychology (2 works) · Perception (2 works) · Public relations (2 works) · Anxiety (1 works) · Business (1 works)