Power bases and job stress : the impact of mentoring
The general objective of this research was to examine the relationship of supervisors’ power bases and subordinates’ stresses with the impact of mentoring. This study was conducted in banks in Kuching. A field study with a sample of 195 respondents in 10 banks in Kuching was conducted to examine...
Saved in:
Main Author: | |
---|---|
Format: | Final Year Project Report |
Language: | English |
Published: |
Universiti Malaysia Sarawak, (UNIMAS)
2010
|
Subjects: | |
Online Access: | http://ir.unimas.my/id/eprint/1118/1/Liew%20Wei%20Tak%20ft.pdf http://ir.unimas.my/id/eprint/1118/ |
Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
id |
my.unimas.ir.1118 |
---|---|
record_format |
eprints |
spelling |
my.unimas.ir.11182023-09-04T04:09:47Z http://ir.unimas.my/id/eprint/1118/ Power bases and job stress : the impact of mentoring Liew, Wei Tak H Social Sciences (General) The general objective of this research was to examine the relationship of supervisors’ power bases and subordinates’ stresses with the impact of mentoring. This study was conducted in banks in Kuching. A field study with a sample of 195 respondents in 10 banks in Kuching was conducted to examine three widely hypothesized relationships. Data were collected from the respondents by means of questionnaires. By and large, the outcomes from the analyses have demonstrated partially support for the hypotheses. The first hypothesis which examines the relationship of positional power bases of the leaders and subordinates’ stresses showed that legitimate power of the leaders is positively related to relaxation, reward power of the leaders is positively related to role ambiguity/lack of control and relaxation, and coercive power of the leaders is positively related to role ambiguity/lack of control, overload, and psychological discord. The second hypothesis which examines the relationship of personal power bases of the leaders and subordinates’ stresses showed that personal power of the leaders is negatively related to psychological discord and connection power of the leaders is negatively related to relaxation. The third hypothesis which examines the impact of mentoring on the relationship of power and job stress showed that career support is moderating the relationship of power, such as reward power, personal power and role ambiguity/lack of control, moderating the relationship of reward power and overload, moderating the relationship of power, such as reward power, connection power and psychological xii discord, moderating the relationship of coercive power and relaxation, while psychosocial support is moderating the relationship of power, such as legitimate power, reward power and role ambiguity/lack of control, moderating the relationship of power, such as reward power, coercive power and overload, moderating the relationship of reward power and psychological discord. Inevitably, this research offers a conceptual basis for the effective use of power bases. This research may be useful for those who are in positions of leading, to help them understand more clearly the bases of their own actions, and the possible choices to their actions. Practically, this study points to the fact that Kuching’s supervisors need to be trained in the effective use of power bases. Universiti Malaysia Sarawak, (UNIMAS) 2010 Final Year Project Report NonPeerReviewed text en http://ir.unimas.my/id/eprint/1118/1/Liew%20Wei%20Tak%20ft.pdf Liew, Wei Tak (2010) Power bases and job stress : the impact of mentoring. [Final Year Project Report] (Unpublished) |
institution |
Universiti Malaysia Sarawak |
building |
Centre for Academic Information Services (CAIS) |
collection |
Institutional Repository |
continent |
Asia |
country |
Malaysia |
content_provider |
Universiti Malaysia Sarawak |
content_source |
UNIMAS Institutional Repository |
url_provider |
http://ir.unimas.my/ |
language |
English |
topic |
H Social Sciences (General) |
spellingShingle |
H Social Sciences (General) Liew, Wei Tak Power bases and job stress : the impact of mentoring |
description |
The general objective of this research was to examine the relationship of
supervisors’ power bases and subordinates’ stresses with the impact of mentoring. This
study was conducted in banks in Kuching. A field study with a sample of 195
respondents in 10 banks in Kuching was conducted to examine three widely hypothesized
relationships. Data were collected from the respondents by means of questionnaires. By
and large, the outcomes from the analyses have demonstrated partially support for the
hypotheses. The first hypothesis which examines the relationship of positional power
bases of the leaders and subordinates’ stresses showed that legitimate power of the
leaders is positively related to relaxation, reward power of the leaders is positively related
to role ambiguity/lack of control and relaxation, and coercive power of the leaders is
positively related to role ambiguity/lack of control, overload, and psychological discord.
The second hypothesis which examines the relationship of personal power bases of the
leaders and subordinates’ stresses showed that personal power of the leaders is negatively
related to psychological discord and connection power of the leaders is negatively related
to relaxation. The third hypothesis which examines the impact of mentoring on the
relationship of power and job stress showed that career support is moderating the
relationship of power, such as reward power, personal power and role ambiguity/lack of
control, moderating the relationship of reward power and overload, moderating the
relationship of power, such as reward power, connection power and psychological
xii
discord, moderating the relationship of coercive power and relaxation, while psychosocial
support is moderating the relationship of power, such as legitimate power, reward power
and role ambiguity/lack of control, moderating the relationship of power, such as reward
power, coercive power and overload, moderating the relationship of reward power and
psychological discord. Inevitably, this research offers a conceptual basis for the effective
use of power bases. This research may be useful for those who are in positions of leading,
to help them understand more clearly the bases of their own actions, and the possible
choices to their actions. Practically, this study points to the fact that Kuching’s
supervisors need to be trained in the effective use of power bases. |
format |
Final Year Project Report |
author |
Liew, Wei Tak |
author_facet |
Liew, Wei Tak |
author_sort |
Liew, Wei Tak |
title |
Power bases and job stress : the impact of mentoring |
title_short |
Power bases and job stress : the impact of mentoring |
title_full |
Power bases and job stress : the impact of mentoring |
title_fullStr |
Power bases and job stress : the impact of mentoring |
title_full_unstemmed |
Power bases and job stress : the impact of mentoring |
title_sort |
power bases and job stress : the impact of mentoring |
publisher |
Universiti Malaysia Sarawak, (UNIMAS) |
publishDate |
2010 |
url |
http://ir.unimas.my/id/eprint/1118/1/Liew%20Wei%20Tak%20ft.pdf http://ir.unimas.my/id/eprint/1118/ |
_version_ |
1776251345082253312 |
score |
13.160551 |