Abstract
This study investigates the mediating role of psychological ownership in the relationship between leader-member exchange (LMX) and employees’ job performance. The moderating role of team-working ability (TWA) on the relationship between psychological ownership and job performance is explored as well. Hypotheses were tested using questionnaire obtained from 250 bank employees in Mongolia. Analytical findings support the positive effects of both psychological ownership and LMX on job performance. The mediating role of psychological ownership was also ascertained. However, TWA does not exert a significant moderating effect though it reveals a direct effect on employees’ job performance. The results revealed that bank workers’ job performance in Mongolia is largely determined by employees’ psychological ownership, LMX, and TWA. Implications and future directions are discussed.
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