Effects Of Leader-member Exchange Research Articles

PENGARUH LEADER MEMBER EXCHANGE (LMX) DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) GURU SD SWASTA DI KECAMATAN MENTENG JAKARTA PUSAT

The objective of this research was to understand the effect of leader member exchange (LMX) and job satisfaction on organizational citizenship behavior (OCB). It was a quantitative research. The research used is a survey method with a correlation approach. In this study serve as a sample of 81 teachers were selected based on random techniques (simple random sampling). Data were obtained by spreading questioner. This study was conducted in private elementary schools at the district Menteng, Central Jakarta. The result of this study are: (1) there is a positive direct influence of leader member exchange on OCB, (2) there is a positive direct influence of job satisfaction on OCB, (3) there is a positive direct influence between leader member exchange with job satisfaction. The implication of this research is an attempt to improve teachers’ OCB can be done by improving leader member exchange and job satisfaction.

Effect of Leader-member Exchange on the Job Satisfaction and Organizational Commitment: Focusing on Team Work

Effect of Leader-member Exchange on the Job Satisfaction and Organizational Commitment: Focusing on Team Work

An Investigation of the Mediating Role of Procedural Justice in the Effect of Leader-Member Exchange (LMX) On Organizational Commitment

Organizational commitment is known as a critical factor in understanding and explaining behaviors related to employee’s performance within organizations. Quality of Leader-member exchange leads to the perception of procedural justice and can turn into a useful tool for the staff to progress in their careers and make more commitment to organization. Therefore, the aim of this study was to examine the relationship among leader-member exchange, organizational commitment and procedural justice in the Social Security Organization of Rasht. A descriptive design for data collection as well as a correlational design was selected for this study and it followed a practical application. Some standardized questionnaires were used to collect the required data. These questionnaires were distributed among employees of Social Security Organization of Rasht who were selected using proportional stratified sampling. The data was then analyzed using PLS software. The reliability coefficient of the questionnaire for procedural justice and dimensions of LMX and organizational commitment was greater than 0.7. The results indicated a significant positive relationship between LMX and procedural justice, LMX and organizational commitment as well as LMX and procedural justice and organizational commitment. Procedural justice was revealed to be a mediating variable between LMX and organizational commitment. DOI: 10.5901/mjss.2016.v7n3s3p259

The mediating effect of leader-member exchange between strengths use and work engagement

This study investigated the mediating effect of leader-member exchange (LMX) (as perceived by subordinates) in the relationship between strengths use and work engagement. Participants numbered 213 employees in a South African financial organisation (females=53.10%, blacks=19.40%). Data on their perceptions of LMX, strengths use and work engagement were collected with the LMX-7, SUDIQ and UWES-17. Structural equation modelling methods with bootstrapping were used to determine the role of LMX in the relationship between strengths use and work engagement. Findings showed that perceived organisational support for strengths use (POSSU) had a positive relationship with both LMX and work engagement, and that LMX had a positive relationship with work engagement. Furthermore, LMX mediated the relationship between POSSU and work engagement, indicating the important role of high quality leader- member exchange in organisations.

Visionary Leadership and Organizational Commitment: The Mediating Effect of Leader Member Exchange (LMX)

Visionary leadership is one of the leadership aspects which have drawn much attention of researchers over the past years. As a result of this, it has been found that visionary leadership is positively associated with both organizational and employees outcomes. However, most of studies on visionary leadership has presumed a direct casual effect on these outcomes and has relatively neglected the indirect effect of visionary leadership by intervening with other organizational variables. The objective of the present study is to assess the effect of visionary leadership on organizational commitment (OC) with mediating effect of Leader Member Exchange (LMX).100 respondents were selected as the sample of the study using random sampling method. Standard questionnaires measuring visionary leadership, OC and LMX were administered for data collection. Hypotheses were formulated based on the literature review and tested with Structural Equation Modeling (SEM). It was found that there is a positive and significant relationship between visionary leadership and OC. Further, it was revealed that there is a significant indirect effect of LMX on the relationship between visionary leadership and OC. The direct impact of visionary leadership explains the much of variance of OC than the indirect effect through LMX. The implications of findings were discussed and further studies were proposed. Wayamba Journal of Management 2013 4(1): 1-10

WITH WHOM YOU COMPARE YOURSELF – RELATIONSHIP OF SOCIAL COMPARISON & EMPLOYEE WORK OUTCOMES - LEADER MEMBER EXCHANGE (LMX) AS MEDIATOR

Purpose: This research contributes further into investigating the impact of Social Comparison (i.e. Negative Social Comparison (NSC) and Positive Social Comparison (PSC) and work attitudes (i.e. Overall Job Satisfaction- OJS and Affective Commitment – AC using Leader Member Exchange (LMX) as a potential mediator among the relationship of Social Comparison and work attitudes. Design / Methodology / Approach: This research is causal, descriptive and cross-sectional in nature. Following positivist research paradigm data was collected from 232 employees of First tier commercial banks using a self-administrative survey. Factor Analysis, Multiple Regression Analysis, ANOVA, Pearson Correlation and Descriptive statistics were used to test the hypothesis of the study and provide conclusion about the hypothesis. The mediation effects of Leader member exchange was also tested using the steps of Baron and Kenny (1986). Findings: The results exhibited that the Positive Social Comparison has positive association with Affective Commitment (AC) and overall job satisfaction (OJS). Further, NSC relationship was negatively significant with Affective Commitment, and also it was found to have a significant negative relationship with Overall Job Satisfaction. LMX, Leader Member Exchange mediates the relationship among Social Comparison Negative and Positive Social Comparison. Originality/Value: These significant results have shown the importance of quality of Leader Member Exchange and its impact in yielding the positive organizational outcomes. As long as the managers pay a good attention towards the quality of relationship among them and their workers, the chances are that any type of comparison (Negative or Positive) will have less chance to affect the organizational outcomes, such as affective commitment and overall job satisfaction. These results are vital for HR practitioners and will assist in designing quality HPWPs in organizations.

EFFECTS OF LEADER-MEMBER EXCHANGE, INTERPERSONAL RELATIONSHIP, INDIVIDUAL FEELING OF ENERGY AND CREATIVE WORK INVOLVEMENT TOWARDS TURNOVER INTENTION: A PATH ANALYSIS USING STRUCTURAL EQUATION MODELING

This study investigates the impact of leader-member exchange (LMX), interpersonal relationship, individual feeling of energy and creative work involvement on turnover intention. A sample of 300 respondents is drawn from the manufacturing sector of Karachi. Confirmatory factor analysis is used to assess the reliability and validity of the measurement model. Structural equation modeling method was applied to test the six hypotheses. The results show that interpersonal relationship is positively related with turnover intention. LMX is positively related with individual feeling of energy which is in turn, positively related with creative work involvement. Moreover, LMX is found negatively related with turnover intention. In particular, LMX and creative work involvement have shown an insignificant impact on interpersonal relationship and turnover intention respectively. The managerial implications and areas for future research are discussed.

Resistance to Change: The Moderating Effects of Leader-Member Exchange and Role Breadth Self-Efficacy

Resistance to Change: The Moderating Effects of Leader-Member Exchange and Role Breadth Self-Efficacy

LMX-TMX (In)congruence in Newcomers' Feedback Seeking Behavior and Job Performance

Drawing on the social exchange theory and power-dependence perspective, this study explains how and when the (in)congruence effect of leader-member exchange (LMX) and team-member exchange (TMX) inf...

테크노스트레스가 반생산적 과업행동에 미치는 영향

Abstract Submitted：January 29, 2015 1 st Revision：December 10, 2015 Accepted：December 18, 2015* 영남대학교 대학원 박사과정** 영남대학교 경영대학 조교수, 교신저자Due to advances in information and communication technologies ( ICTs) and the advent of the Smartphone, people have access to the internet and can work at any time and any wh ere. These are however likely to cause negative effects such as the personal information leakage and invasion o f privacy. Caused by negative aspects of ICTs, the stress is so-called technostress. Recently, it is reported that managers tend to task order to their subordinates using an SNS or mobile messenger on a real-time basis after office ho urs or even on holiday, leading to a sharp increase in technostress. While previous studies of stress indicate that it is associated with the counter-productive work behavior (CWB), no empirical evidence has shown about the relationship b etween technostress and CWB. This study aims to explore the effect of technostress on CWB. In addition, it seek s to clarify the moderating effect of leader-member exchange(LMX) in this relationship. Drawing on literature regar ding technostress and CWB, hypotheses are developed and tested with the sample of 101 using regression analyses. Re sults show that technostress has a significantly positive effect on CWB, but LMX has an insignificant moderating effect i n the relationship between technostress and CWB. Implications and limitations with suggestions for future studies are presented.

The Importance of Product/Service Quality for Frontline Marketing Employee Outcomes: The Moderating Effect of Leader-Member Exchange (LMX)

Drawing from a social identity perspective of the organizational identification theory, we propose a model in which product and service quality serve as antecedents to frontline employee identification with the organization, which, in turn, is proposed to be positively related to job satisfaction, commitment, and customer orientation. The model also proposes leader-member exchange (LMX), which refers to the different types of relationships that leaders (i.e., supervisors) develop with each of their subordinates (i.e., employees), as a boundary condition for the associated outcomes. The model was tested using data collected from 265 employees of a business-to-business service industry firm. The overall model was supported. All hypotheses were supported, except for the moderating effects of LMX on the relationship between organizational identification and job satisfaction.

PENGARUH LEADER MEMBER EXCHANGE (LMX) DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS GURU PADA SEKOLAH DASAR SWASTA KATOLIK DI WILAYAH JAKARTA PUSAT

The objective of this research was to understand the effect of Leader Member Exchange (LMX and job satisfaction on productivity. It was a quantitative research was conducted in sixteen schools located in Jakarta Centre . The research uses a survey method with path analysis was applied in testing hypothesis. It was conducted to 153 Teachers at Private Catholic Elementary Schools as the respondents which were selected in a simple random way. The result of this study are: (1). There is a positive direct effect of Leader Member Exchange (LMX) on productivity. (2). There is a positive direct effect of job satisfaction on productivity, and (3). There is a positive direct effect of Leader Member Exchange (LMX) on job satisfaction.

PENGARUH LEADER MEMBER EXCHANGE (LMX) DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS GURU PADA SEKOLAH DASAR SWASTA KATOLIK DI WILAYAH JAKARTA PUSAT

The objective of this research was to understand the effect of Leader Member Exchange (LMX and job satisfaction on productivity. It was a quantitative research was conducted in sixteen schools located in Jakarta Centre . The research uses a survey method with path analysis was applied in testing hypothesis. It was conducted to 153 Teachers at Private Catholic Elementary Schools as the respondents which were selected in a simple random way. The result of this study are: (1). There is a positive direct effect of Leader Member Exchange (LMX) on productivity. (2). There is a positive direct effect of job satisfaction on productivity, and (3). There is a positive direct effect of Leader Member Exchange (LMX) on job satisfaction.

The Effect of Leader-Member Exchange on Organizational Citizenship Behavior perceived by Nursing Homes Workers - Focusing on Mediating Role of Job Satisfaction -

The Effect of Leader-Member Exchange on Organizational Citizenship Behavior perceived by Nursing Homes Workers - Focusing on Mediating Role of Job Satisfaction -

역량개발기회와 리더-구성원 교환관계가 고용가능성에 미치는 영향

The purpose of this study was to investigate the effects of leader-member exchange(LMX), participation in the opportunities for competency development, and subjective career success. LMX and participation in the opportunities for competency development were the independent variables and the subjective career success was used as control variable. Based on the data collected from 257 employees of a Korean financial company, correlation analysis and multiple regression analysis were conducted through the using SPSS/WIN 20.0 statistical package program. The results showed the statistically significant correlation between employability and other research variables. Also, results identified that participation in the opportunities had largest influence on the employability and LMX had no significant effects on the employability. The discussion and proposition for the future studied were provided.

The Role Of LMX In Employees Job Motivation, Satisfaction, Empowerment, Stress And Turnover: Cross Country Analysis

We investigated the effect of Leader Member Exchange (LMX) quality relationship on employee motivation, stress, turnover, satisfaction and Psychological Empowerment with a sample of 1500 employees across four countries. As expected, we found that high quality relationship positively associated with the employee motivation, satisfaction, Psychological Empowerment and lowers the employee stress, turnover. The study also sheds lights on relationship between employee motivation and employee turnover and stress.

The Impact of Transformational Leadership on Organizational Citizenship Behavior in School Organization: Mediating Effects of Leader-Member Exchange

The Impact of Transformational Leadership on Organizational Citizenship Behavior in School Organization: Mediating Effects of Leader-Member Exchange

Justice and employee engagement

Purpose – The purpose of this paper is to examine the mediating role of trust in the relationship of justice and employee engagement (EE) in Indian B-schools. Design/methodology/approach – Multiple regression was carried out on the responses obtained from 320 academics working in different Indian B-schools. Findings – The results showed that vertical trust (VT) partially mediates the procedural justice (PJ) and the EE relationship. Distributive justice, PJ, VT and EE were found to be significantly correlated with each other. Research limitations/implications – A very important implication from the findings is that the research will help the Indian B-schools engage their employees in a better manner and face the challenging environment. Future research can be carried out on finding the mediating effects of leader member exchange on VT-EE relationships with other levels of higher education. Originality/value – The current study empirically proved that a good level of PJ leads to a high level of VT and which ultimately results in engaged academics in Indian B-schools.

Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health

Leader-Member Exchange (LMX) theory suggests that the quality of the leader–employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed.

The effect of leader-member exchange and creativity expectations in predicting employee creativity

We examined leader and follower expectations for creativity as moderators in the relationship between leader-member exchange (LMX) and follower creativity. Using a sample of 193 leader-follower dyads from two high-tech companies in mainland China, the results show that the relationship between LMX and follower creativity is positive and significant when leader and/or follower expectations for creativity are high rather than low, with the highest level of follower creativity observed when leaders and followers in a high-quality LMX congruently hold high creativity expectations. In contrast, the LMX-follower creativity relationship is blurred when leaders and followers congruently hold low expectations for creativity. We discuss the relevance of these results from theoretical and professional perspectives.