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An Analysis of Employees’ Recalled Role Negotiation Episodes
Unformatted Document Text:  Recalled Role Negotiation Episodes 17 An analysis of the overall role negotiation episodes indicated that in 44 (68%) of these episodes, participants made simple role change requests. In contrast, in 21 (32%) episodes participants engaged in problem-solving behaviors. Subsequent analyses inquired into the relationship of problem-solving/simple requests with the giving and seeking of information on role change ideas and plans. Chi-square analyses revealed those making simple requests were more likely to provide between zero to two idea/plan statements while those engaging in problem-solving were more likely to provide between three to eight idea/plan statements ( χ 2 (4, N = 65) = 10.65, p<.05). Similarly, Chi-square analyses indicated that those making simple requests were more likely to either never or on one occasion to seek information regarding supervisory reaction to their ideas or plans while those engaging in problem-solving were more likely to seek such information between two and four times per episode ( χ 2 (4, N = 65) = 14.56, p<.006). A final re-analysis of all episodes reported in this study revealed logrolling occurring in two (3%) out of 65 possible instances. Hypothesis One predicted that high quality LMX employees would report providing and seeking more ideas and plans to their supervisors than low LMX employees. Chi-square analyses revealed no significant differences (at p<.05) between high and low LMX participants’ report of giving ideas and plans. Tests for differences between high and low LMX employees information- giving justifications and rapport were also non significant. No significant differences were present between high and low LMX employees’ report of seeking information about their proposed ideas and plans. The second hypothesis predicted that high quality LMX employees were more likely to report using problem-solving behaviors than low LMX employees while low LMX employees were more likely to make simple role change requests than high LMX employees. Results of a Chi- square test revealed no significant differences in the problem-solving and simple request behaviors

Authors: Callies, Letticia. and Miller, Vernon.
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Recalled Role Negotiation Episodes
17
An analysis of the overall role negotiation episodes indicated that in 44 (68%) of these
episodes, participants made simple role change requests. In contrast, in 21 (32%) episodes
participants engaged in problem-solving behaviors. Subsequent analyses inquired into the
relationship of problem-solving/simple requests with the giving and seeking of information on role
change ideas and plans. Chi-square analyses revealed those making simple requests were more
likely to provide between zero to two idea/plan statements while those engaging in problem-solving
were more likely to provide between three to eight idea/plan statements (
χ
2
(4, N = 65) = 10.65,
p<.05). Similarly, Chi-square analyses indicated that those making simple requests were more likely
to either never or on one occasion to seek information regarding supervisory reaction to their ideas
or plans while those engaging in problem-solving were more likely to seek such information
between two and four times per episode (
χ
2
(4, N = 65) = 14.56, p<.006). A final re-analysis of all
episodes reported in this study revealed logrolling occurring in two (3%) out of 65 possible
instances.
Hypothesis One predicted that high quality LMX employees would report providing and
seeking more ideas and plans to their supervisors than low LMX employees. Chi-square analyses
revealed no significant differences (at p<.05) between high and low LMX participants’ report of
giving ideas and plans. Tests for differences between high and low LMX employees information-
giving justifications and rapport were also non significant. No significant differences were present
between high and low LMX employees’ report of seeking information about their proposed ideas
and plans.
The second hypothesis predicted that high quality LMX employees were more likely to
report using problem-solving behaviors than low LMX employees while low LMX employees were
more likely to make simple role change requests than high LMX employees. Results of a Chi-
square test revealed no significant differences in the problem-solving and simple request behaviors


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