Effects Of Leader-member Exchange Research Articles

The Effect Of Leader Member Exchange On Individual Performance Of Logistics Employees And The Mediating Role Of Career Satisfaction

Employees’ individual performance is influenced by many factors, and empirical studies in various cultures and sectors are conducted on this subject. There is a need for empirical research to identify the predictive factors of individual performance in different cultures and sectors. In this study, the factors affecting employees’ individual performance were examined based on Social Exchange Theory. In this context, the purpose of the study is to reveal the effect of logistics sector employees’ perceptions of leader-member exchange on performance outcomes and to examine the mediating effect of career satisfaction on this relationship. Quantitative research methods have been used in the study. It was conducted through a survey on a sample of logistics sector employees (n= 409) operating in Türkiye. In the study, it was determined that employees with high leader-member exchange have high career satisfaction and individual performance, and career satisfaction has a partial mediating effect on the effect of LMX on individual performance. Accordingly, the effects of LMX on individual performance can be enhanced mainly by improving career satisfaction. Since career satisfaction ensures that employees are satisfied not only with their jobs but also with their career development, the positive impact of this satisfaction on individual performance is significant. Therefore, it is critical for the success of the organization that logistics firm managers give importance to the career development of their employees and be supportive in this regard. Limitations, future research directions and theoretical and practical implications are discussed at the end of the study.

The Effect of Leader Member Exchange, Employee Participation in Decision Making, Affective Commitments on Organization Citizenship Behavior on Employees of Automotive Auction Service Companies in West Jakarta

The Effect of Leader Member Exchange, Employee Participation in Decision Making, Affective Commitments on Organization Citizenship Behavior on Employees of Automotive Auction Service Companies in West Jakarta

Organizational justice moderate: The effect of leader-member exchange on work engagement and impact on organizational citizenship behavior

Organizational justice moderate: The effect of leader-member exchange on work engagement and impact on organizational citizenship behavior

The Role of Employee Empowerment in Mediating the Effect of Leader-Member Exchange on Employee Performance in Dekranasda Riau Islands Province 2021-2024

The decline in the performance of employees at Dekranasda in the eight districts/cities of the Riau Archipelago province is the background of this research. This study aims to uncover and analyze the effect of empowerment, which mediated the effect of Leader Member Exchange (LMX) on employee performance in Dekranasda, which is dispersed toward eight regencies/the city of Riau Islands Province. The study contributes to the development of the LMX concept, which fosters its relation toward employee performance mediated by engagement. Furthermore, the study uses survey methods for gaining the data by questionnaire. The total respondents involved in this study are 303 persons in the Dekranasda Office Riau. The analysis data used Structural Equation Modeling (SEM). This study shows that LMX directly and significantly affects employee performance. Furthermore, empowerment affects employee performance positively but does not mediate the effect of LMX on employee performance. This study merely involves the employees of Dekranasda, who are dispersed in the eight districts/cities of the Riau Archipelago province. This study shows the importance of direct interpersonal relationships between managers and employees in the realm of public service. As suggested by the LMX theory, managers delegate responsibility and provide more support and appreciation to subordinates in the group, which is considered as empowerment. The results of this study are consistent with the LMX theory, which emphasizes the importance of interpersonal factors in the workplace, especially in the local government sphere. The results of this study can be used as a basis or input for stakeholders in Dekranasda in designing an ideal relationship between superiors and subordinates so that subordinates are able to produce good performance to achieve organizational goals.

The effects of leader-member exchange on employee performance at commercial banks in Ho Chi Minh City: The role of job satisfaction and work engagement as mediating variables

Our paper aimed to identify how leader-member exchange directly and indirectly impacts the performance of staff in commercial banks located in Ho Chi Minh City, through mediating variables: work engagement and job satisfaction. We applied a convenient method of collecting direct data. SmartPLS 3.2.9 was used to analyze Partial Least Squares Structural Equation Modeling (PLS-SEM) to test our model’s hypotheses with official samples being at 567. The results indicated that the total positive and significant effects on the performance of staff working at commercial banks were sorted in ascending order: work engagement, job satisfaction, and leader-member exchange. The effects of leader-member exchange on staff working at commercial banks’ work engagement and job satisfaction were directly significant and positive. Moreover, staff working at commercial banks’ job satisfaction and work engagement played a positive and mediating role in the correlation between leader-member exchange and employee performance. Finally, we have practical implications for commercial banks to improve employee performance.

The Effect of Leader-Member Exchange on Innovative Work Behavior: A Research on Mediator Role of Career Satisfaction and Moderator Role of Sector Experience

This research aimed to determine the moderating role of industry experience on the indirect effect of leader-member interaction (LMX) on innovative work behavior (IWB) through career satisfaction. The research was carried out in textile enterprises located in Denizli organized industrial zones, which is the favourite textile production region of Turkey. The data set of 302 people obtained during the field research was analysed. As a result of the related analysis, it has been found that employees with high industry experience are less satisfied with their careers compared to employees with low industry experience. In addition, it is among the findings obtained from the research that the indirect effect of LMX on IWB through career satisfaction varies depending on low and high sector experience.

The Impact of the Ethical Climate on Organizational Cynicism the Mediating Effect of Leader Member Exchange

Bu araştırmada etik iklimin örgütsel sinizm üzerindeki etkisinde lider üye etkileşiminin aracı rolü incelenmiştir. Araştırma nicel bir desende tasarlanmıştır. Araştırma için anket tekniği ile veri toplanmıştır. Araştırmanın ana kütlesini Bitlis Eren Üniversitesi ile İskenderun Teknik Üniversitesi akademik ve idari personeli oluşturmaktadır. Ana kütle içerisinden basit tesadüfi örnekleme ile örneklem alınmıştır. Bu kapsamda toplanan geçerli 368 anket verisi analizlere dahil edilmiştir. Analizler SPSS 25 programı ve Amos 24 yazılımı ile gerçekleştirilmiştir. Değişkenlerin uyum bakımdan test edilebilmesi için öncelikle yapısal eşitlik modellemesi ile yapısal model oluşturulmuştur. Değişkenlere yönelik oluşturulan yapısal modelin uyuşum ve geçerliliği tespit edildikten sonra aracı model kurulmuştur. Hipotez testi için yapılan aracı etki analizi sonucunda; etik iklimin bilişsel ve duyuşsal sinizme etkisinde lider üye etkileşiminin kısmi, davranışsal sinizme etkisinde ise tam aracı rolü olduğu görülmüştür. Araştırma bulgularına göre; lider ve üyeler arasındaki etkileşim kalitesinin artması ile sinik davranışlar azalabilmektedir. Bu kapsamda üniversitelerde yöneticilerin personele yönelik pozitif tutumlarının etik iklim ve lider üye etkileşim kalitesini artırabileceği söylenebilir.

The Effect of Leader-Member Exchange On Job Crafting in Nursing: The mediating role of psychological safety

Background: Nurses are expected to make prompt and accurate decisions, have high crisis management skills, and exhibit proactive behaviors due to the nature of their service. Nevertheless, this situation is thought to be affected by the directors' approach and the working environment's structure. Therefore, this study aims to determine the mediating role of psychological safety in the effect of leader-member exchange on job crafting. Methods: This study is a descriptive cross-sectional study. The study was conducted with 782 nurses in Istanbul, Turkey. Structural equation modeling was used in the study. AMOS software was used for model analysis, and SPSS software was used for descriptive statistics and correlation analysis. Results: The results indicate that the effects of leader-member exchange on job crafting (β = .541, p < .05) and psychological safety (β = .430, p < .05) are statistically significant. Moreover, the effect of psychological safety on job crafting is statistically significant (β = .453, p < .05). Based on the path analysis, it was determined that psychological safety has a mediating role in the relationship between leader-member exchange and job crafting (Confidence Interval; LB=0.059, UB=0.172). Conclusion: This study revealed that psychological safety is a mechanism that contributes to the explanation of the relationship between leader-member exchange and job crafting. The findings will create ideas for directors to provide a healthier working environment. This situation is predicted to bring more positive results for employees and patients.

The Moderating Role of Job Satisfaction in the Effects of Leader-Members Exchange on Workplace Happiness in Academy

The aim of this study is to examine whether job satisfaction has a moderating role in the effect of leader-member exchange on workplace happiness. The data of the research, which was conducted within the scope of quantitative research model and correlational research design, were collected by convenience sampling method from 322 academicians working in the field of social sciences in Turkey. These data were analyzed using SPSS 25 and AMOS 25 statistical programs. As a result of the analysis, it was determined that there were positive and significant correlations between the variables of leader-member exchange, workplace happiness and job satisfaction. In addition, it was found that job satisfaction had a moderator role in the effect of leader-member exchange on workplace happiness. In other words, if job satisfaction is high, the effect of perceived leader-member exchange on workplace happiness is higher. There is no study in the relevant literature that evaluates the moderator role of job satisfaction in studies examining the relationship between leaders and members and workplace happiness. Therefore, it is believed that this research will provide a source and contribution to the field.

Leader-Member Exchange and Job Performance in Municipalities: Mediating Effect of Organizational Commitment

In this study, the effect of Leader Member Exchange (LMX) behaviors on organizational commitment and job performance in municipalities is discussed. Since the administrations of the municipalities are elected, the administration is not permanent. In such cases, the effect of leader-member exchange on organizational commitment and job performance is not available to the best of our knowledge. For this purpose, the questionnaires collected from the employees of a municipality were analyzed by quantitative methods. As a result, it has been found that Leader-Member Exchange (LMX) has a positive effect on both organizational performance and job performance, and that organizational commitment mediates the effect of LMX on job performance.

Does Leader-Member Exchange and Organizational Commitment Affects Turnover Intention of Employees? A New Perspective in The Banking Sector

The success of an organization largely depends on how well the leadership process is executed. Now a days, relationship-based approaches of leadership are tapping the attentions of scholars. The study mainly focused on the effect of leader-member exchange and organizational commitment on employee turnover intention. Methodologically, the study was explanatory research in design. Besides, cross-sectional survey method was employed in an attempt to gather the relevant data at one point in time. A total of 399 respondents were participated in the survey. However, 371 respondents gave relevant information and their response score included in the final data analysis. Exploratory factor analysis via SPSS 23 and confirmatory factor analysis via AMOS 23 was conducted. Structural equation modeling using AMOS 23 was applied to examine the causal relationship between leader-member exchange, organizational commitment and turnover intention. The overall analysis result shows that, leader-member exchange has a positive and significant effect on employee organizational commitment level. In addition, organizational commitment significantly and negatively affects employee turnover intention. Moreover, organizational commitment fully mediates the causal link between leader-member exchange and turnover intention level of bank employees. The study result gives a clue that the level of relationship leaders and followers are reciprocating with each other significantly affects turnover intention of employees in the banking sector. The study result may broaden the understanding of leadership research in the context of the banking sector. Because of the study's use of a cross-sectional survey methodology, only less can be learned about causality. Future studies must be carried out in a manner that involves data collection using several approaches and longitudinal research designs.

PENGARUH LEADER MEMBER EXCHANGE (LMX) TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) UNIT REKAM MEDIS DI RSUD dr. HASRI AINUN HABIBIE

Leader Member Exchange (LMX) can influence employees so that they can demonstrate Organizational Citizenship Behavior (OCB) which is believed to increase productivity and creativity in work units. This study aims to determine the Effect of Leader Member Exchange (LMX) on Organizational Citizenship Behavior (OCB) Unit Medical Records at RSUD dr. Hasri Ainun Habibie. This study is a quantitative study using an analytical observational design with a cross sectional approach. The population in this study were all medical record officers at RSUD dr. Hasri Ainun Habibie, totaling 30 medical record officers. In this study using a questionnaire and the data tested using Spearman correlation. The results of this study indicate that there is an effect of Leader Member Exchange (LMX) on Organizational Citizenship Behavior (OCB) with the results of the Spearman correlation test, namely p = 0.021 (<0.05) with a large correlation value of 0.419 which is categorized as strong enough, which means that the higher the LMX, the higher the LMX. the higher the OCB of medical records in RSUD dr. Hasri Ainun Habibie.

The Mediating Role of Work Engagement in the Effect of Leader-Member Exchange on Job Performance

Today, in order for businesses to sustain their presence and gain a competitive advantage in the sector in which they operate, their employees must be able to achieve a high level of performance consistently. Although there are many factors affecting job performance, a leader-member exchange is an important concept used to explain the relationship between manager and employee. This study aims to determine to what extent leader-member exchange affects job performance levels and to determine the mediating role of work engagement in this interaction. The research population of this study consists of business employees operating in the textile sector in Gaziantep 5th Organized Industrial Region. The sample size reached for this study is 284 participants. The data obtained from the participants by the face-to-face survey was tested by performing explanatory and confirmatory factor analysis, descriptive statistics, correlation, and bootstrap regression analysis. The results of conceptual and empirical studies clearly show that there is a statistically significant relation between leader-member exchange and job performance. However, work engagement has a partial mediating role in the relation between job performance and leader-member exchange.

The effect of leader-member exchange and job design on employees' performance in five-star hotels in Sharm El-Sheikh: Mediating effects of employees' organizational commitment

The effect of leader-member exchange and job design on employees' performance in five-star hotels in Sharm El-Sheikh: Mediating effects of employees' organizational commitment

Pengaruh Leader Member Exchange Terhadap Kepuasan Kerja Melalui Perceived Organizational Support Pada Perusahaan Daerah Pasar Kota Medan

This study aims to determine the effect of leader member exchange on job satisfaction. To determine the effect of leader member exchange on perceived organizational support. To determine the effect of perceived organizational support on job satisfaction. To determine the effect of leader member exchange on job satisfaction through perceived organizational support. The total population in this study amounted to 700 people, and the samples taken were 88 people using the slovin method. The analysis technique used is path analysis. The results show that leader member exchange has a positive and significant effect on employee job satisfaction, leader member exchange has a positive and significant effect on perceived organizational support, perceived organizational support has a positive and significant effect on employee job satisfaction and leader member exchange has a positive and significant effect on job satisfaction. through perceived organizational support.

Pengaruh Leader Member Exchange, Kompetensi, dan Quality of Work Life Terhadap Kepuasan Kerja Karyawan

With limited human resources, organizations are required and expected to be able to optimize them so that the organizational goals that have been set can be achieved. The purpose of this study is to analyze the effect of leader member exchange, competence, and quality of work life on employee job satisfaction at PT. BPR Central Sejahtera partially or simultaneously. This research uses associative quantitative research. Data collection techniques in this study were observation, questionnaires and literature study, this study used a saturated sample of 32 people. From the results of job satisfaction data analysis shows that there is a significant influence between the independent variables, namely leader member exchange, competence, and quality of work life on the dependent variable, namely job satisfaction, this is indicated by the t-count value of leader member exchange 4.639, the t-count value of competence 3.473, the t-count value of quality of work life is 5.023, which is greater than t-table 2.048. Y = 0.757 + 0.658 X1 + 0.275 X2 + 0.163 X3 + e. From the equation above, it can be seen that the independent variables that have the most influence on job satisfaction are leader member exchange compared to others, namely competence, and quality of work life.

Giving a Good Relationship and Taking Surrogacy: Exploring the Effects for Team Performance

The leader-member exchange (LMX) literature proposes that leaders tend to differentiate the quality of relationships among their followers, but it remains unclear how establishing high LMX with some followers may facilitate a positive image of a leader across all team members, and ultimately, a superior team performance. Drawing on data from a three-wave study with 249 healthcare professionals (physicians and nurses), we explore the impact of LMX on employees’ surrogate behaviors and, in turn, team performance. Specifically, using a social exchange perspective, we postulate that high-quality LMX relationships make employees especially motivated to build support for the leader through behaviors that reflect surrogacy (i.e., promoting the leader, defending the leader, and/or modeling followership) as a form of reciprocity. By managing others’ impressions of the leader, surrogate behaviors are able to eliminate many of the barriers that might hinder team performance. Our findings corroborate our theoretical model showing that LMX increases employees’ surrogate behaviors and, in turn, team performance. Moreover, the results indicate that the amount of prestige within the team is an important boundary condition of the LMX-surrogacy relationship, such that the effects of LMX on surrogate behaviors are stronger when employees have higher levels of prestige in their teams. Overall, the study provides evidence that the social facilitation and impression management effects of surrogacy phenomenon, enacted as a result of the “give and take” nature of LMX relationships, is associated to team performance.

Exchange Relationships and Helping Behavior: An Empirical Analysis of Data from CGSS2015

PurposeHelping others is a classic virtue and a positive behavior advocated by organizations and society at large in accordance with social norms. Based on social information processing theory, this study examines the mechanisms by which social exchange relationships influence individual helping behavior.Patients and methodsChinese General Social Survey data from 2015 (CGSS 2015) is applied, and regression analysis and bootstrapping methods are adopted.ResultsThe findings indicate that leader-member exchange and team-member exchange are positively and significantly related to employees’ helping behavior. Affective commitment and job satisfaction play mediating roles between both leader-member exchange and team-member exchange and helping behavior.ConclusionLeader-member exchange and team-member exchange have different effects on helping behavior. Compared with team-member exchange, the effect of leader-member exchange on helping behavior is stronger via affective commitment and job satisfaction. These results serve as a starting point for boosting the proactive behaviors of employees, thereby establishing a harmonious organizational climate.

Analysis of the Effect of Leader Member Exchange (LMX), Job Characteristics, Job Resources and Personal Resources on Increasing Work Engagement at PT Kokoh Semesta

Human Resources (HR) is the main driver in achieving the vision and mission of a company. The achievement of company goals will be realized if supported by quality human resources, so it is hoped that HR will be able to respond quickly and be able to face changes in the business world. The purpose of this study is to Analyzing the perception of employee job characteristics at PT Kokoh Semesta, Analyzing the perception of employee job resources at PT Kokoh Semesta, Analyzing the perception of Leader Member Exchange (LMX) employees at PT Kokoh Semesta, Analyzing the perception of employee personal resources at PT Kokoh Semesta and Analyzing employee work engagement at PT Kokoh Semesta. The analysis technique used in this study is structural equation modeling (SEM). The structural equation model or SEM of the Partial Least Squere (PLS) method is a statistical technique that allows simultaneous testing of a series of relatively complex relationships. The results showed that LMX, personal resources and job characteristics had a significant influence and positive influence on the work engagement of PT Kokoh Semesta employees. However, job resources have no effect on work engagement. The increase or decrease in authority, the presence or absence of social support and guidance from superiors has an influence on the level of work engagement at PT Kokoh Semesta but the influence is not significant. Keywords: LMX, personal resources, job characteristics job resources, PT Kokoh Semesta, Human Resources, SEM-PLS, Work Engagement

Pengaruh Leader Member Exchange Dan Employee Engagement Terhadap Kinerja Pegawai Dengan Pemoderasi Budaya Organisasi (Studi pada Sekretariat Dewan Perwakilan Rakyat Daerah Kota Semarang)

This study aims to examine and analyze the effect of Leader Member Exchange and Employee Engagement on Performance with Organizational Culture moderation. The number of samples as many as 97 respondents obtained from the sampling technique of the sensus method. Technical data analysis includes validity test through factor analysis, reliability test and continued with multiple linear regression test. Four hypotheses were proposed in this study. The results of the statistical test stated that all indicators were valid and reliable. Furthermore, in the regression test, it is found that Leader Member Exchange and Employee Engagement are proven to contribute to explaining performance. In the f test, it is confirmed that Leader Member Exchange and Employee Engagement have a simultaneous effect on performance. The t-test proves that there is a positive and significant influence of Leader Member Exchange on performance as well as a positive and significant influence of Employee Engagement on Performance. Furthermore, in the moderation test, it was found that Organizational Culture was able to become a Moderating Variable and was reinforcing on the Influence of Leader Member Exchange on Performance and Organizational Culture was able to be a Moderating Variable and was reinforcing on the influence of Employee Engagement on Performance.