Title: A Study of Growth Need Strength, Job Arrangement and Managers' Leading Beravior
Author(s) : Carmine Gibaldi, Cusack Gerald, Hegarty Nial
This article seeks to explore any differences in relationships between employees who work remotely, hybrid, or in-person and their immediate supervisor in terms of respect and a sense of connectivity to the organization. Using the Multifactor Leadership Questionnaire (MLQ) that operationalizes transformational, transactional and lassies faire leadership, 192 mid-level employees were surveyed on 34 perceived behaviors contained in the instrument. Results indicate significant differences in the managing profile in the fully remote and the fully in person job contexts. Managers in totally in person arrangement received lower respect endorsements than the managers in hybrid and remote contexts. The respondents’ connection to their managers was lower than their connection to their coworkers and organization. Emergent implications of these results consider the employment contexts of individuals who have a strong need to be challenged and therefore considered to have a Growth Need Strength (GNS) type personality.