Location
Presentation- Parker College of Business
Document Type and Release Option
Thesis Presentation (Restricted to Georgia Southern)
Faculty Mentor
Dr. David Sikora
Faculty Mentor Email
dsikora@georgiasouthern.edu
Presentation Year
2021
Start Date
26-4-2021 12:00 AM
End Date
30-4-2021 12:00 AM
Keywords
Georgia Southern University, Honors Symposium, Presentation
Description
Within the field of Human Resource Management, the topic of age related differences within the workforce has been of interest as a method of understanding the dynamics of workforce management. This study aims to develop a deeper understanding in age related differences by focusing specifically on influence tactics subordinates use to influence their supervisors. The current research shows gaps in the understanding of how the comparative age of a supervisor (the age of a supervisor compared to the age of a subordinate i.e. older, younger) affect the use of influence tactics. This study shows how the comparative age of a supervisor affects the use of influence tactics. This study additionally looks at the relationship between influence tactics and organizational commitment.
Academic Unit
Parker College of Business
Influence Tactics as a Function of Supervisor Age
Presentation- Parker College of Business
Within the field of Human Resource Management, the topic of age related differences within the workforce has been of interest as a method of understanding the dynamics of workforce management. This study aims to develop a deeper understanding in age related differences by focusing specifically on influence tactics subordinates use to influence their supervisors. The current research shows gaps in the understanding of how the comparative age of a supervisor (the age of a supervisor compared to the age of a subordinate i.e. older, younger) affect the use of influence tactics. This study shows how the comparative age of a supervisor affects the use of influence tactics. This study additionally looks at the relationship between influence tactics and organizational commitment.
Comments
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