Influence Of Leader-member Exchange Research Articles

Analisis Kinerja Pegawai Melalui Leader Member Exchange dan Kompetensi dengan Kepuasan Kerja sebagai Mediasi (Studi Kasus pada ASN di Lingkungan Pemerintah Kabupaten Pemalang)

This study aims to analyze the influence of Leader Member Exchange and competence on employee performance in Pemalang Regency Government, either directly or indirectly through job satisfaction as an intervening variable. The population used was all State Civil Servants at Diskominfo, BKD, Bapenda, BPKAD, and DPMPTSP Pemalang Regency, the size of the sample used was 155 respondents, with a proportionate stratified random sampling technique. The data source used is primary data, with a questionnaire data collection method. The analysis technique used is multiple linear regression analysis, path analysis and single test. The regression analysis results obtained that the Leader Member Exchange and competence have a positive effect on job satisfaction, and the Leader Member Exchange, competence, and job satisfaction have a positive effect on employee performance. Hypothesis test results show that (1) Leader Member Exchange has a positive and significant effect on job satisfaction, (2) Competence has a positive and significant effect on job satisfaction, (3) Job satisfaction has a positive and significant effect on employee performance, (4) Leader Member Exchange has a positive and significant effect on employee performance, and (5) Competence has a positive and significant effect on employee performance. The results of the path analysis and sobel test show that job satisfaction can mediate or strengthen the influence of the Leader Member Exchange on employee performance, and job satisfaction can mediate or strengthen the influence of competence on employee performance.

The Influence of Leader-member Exchange on the Job Performance of Organizational Members: Focusing on the Sequential Mediating Effects of Perceived Organizational Support and Knowledge Sharing

The Influence of Leader-member Exchange on the Job Performance of Organizational Members: Focusing on the Sequential Mediating Effects of Perceived Organizational Support and Knowledge Sharing

Pengaruh Leader Member Exchange (LMX) dan Efikasi Diri terhadap Kinerja Karyawan

The relationship between the leader and team members takes place in a one-on-one relationship, where each team member has a unique relationship with the leader. Transparency and fairness are increasingly appreciated, leaders who apply the Leader Member Exchange (LMX) principle can create a fair work environment and increase self-efficacy. A level of self-efficacy that is too high can cause individuals to become overconfident and not calculate risks adequately, resulting in a decline in employee performance. This research aims to determine the influence of Leader Member Exchange (LMX) and Self-Efficacy on Employee Performance at Dian Husada Hospital, Mojokerto. This research was conducted by distributing questionnaires online using Google Form to employees of Dian Husada Hospital, Mojokerto. The population of this study was 50 people with a sample of 50 people using a saturated sample. Data processing techniques were carried out using the SPSS 29.0 program. with the research results showing that there is a positive and significant influence of the LMX variable on performance, the Self-Efficacy variable on Performance, then the LMX and Self-Efficacy variables on employee performance at Dian Husada Hospital Mojokerto.

The Influence of Leader Member Exchange (LMX) on Employee Performance through Work Motivation and Self-Efficacy as Mediation Variables: Study on Radar Lampung Employees

The Influence of Leader Member Exchange (LMX) on Employee Performance through Work Motivation and Self-Efficacy as Mediation Variables: Study on Radar Lampung Employees

Moderation of Organizational Justice on the Influence of Leader-Member Exchange and Discipline on the Performance of ASN Employee

Moderation of organizational fairness and leader-member exchange are important variables that can influence employee performance. This research aims to test and analyze the moderation of organizational justice on the influence of member-leader exchange on the performance of ASN employees of the Ministry of Maritime Affairs and Fisheries. population in this study used a sample of 82 respondents who were employees of the Ministry of Maritime Affairs and Fisheries. The data collection technique uses simple random sampling by distributing research questionnaires in the form of Google Forms via social media. The data processing method in this study is to use smartPLS version 4 to test the hypothesis. The results of this study indicate that leader-member exchange is proven to have a positive and significant effect on employee performance, discipline performance is proven to have a positive and significant effect on employee performance, and organizational justice is proven to affect employee performance. Moderation of Organizational Justice weakens but is significant for the effect of leader-member exchange on performance. Organizational justice strengthens and can moderate Discipline performance on employee performance.

The Influence of Leader Member Exchange and Perceived Organizational Support on Organizational Citizenship Behavior

Objective -The aim of the research is to analyze Leader Member Exchange and Perceived Organizational Support towards Organizational Citizenship Behavior mediated by Employee Engagement at the BPJS Health Head Office. Methodology/approach –Using quantitative methods and conducting surveys on employees, after that SEM analysis is used to model causal relationships between complex variables and test existing theories or hypotheses. Meanwhile, researchers used the Partial Least Square (smart-PLS) application version 3.2.9 PLS to process the data. results found that Leader Member Exchange had a significant positive effect on Employee Engagement and Organizational Citizenship Behavior. Perceived Organizational Support has a significant positive effect on Employee Engagement and Organizational Citizenship Behavior. Leader Member Exchange and Perceived Organizational Support also have a significant effect on Organizational Citizenship Behavior through Employee Engagement as a Mediating Variable.

Mediasi Job Satisfaction Pada Pengaruh Leader- Member Exchange Dan Perceived Organizational Support Terhadap Organizational Citizenship Behavior PDAM Sleman

Background – Quality public services are demands that must be met by organizations for the community. The perceived demand triggers the organization to provide excellent service in order to build an organization's image, especially in the public service process, which always gets the spotlight from the community. Public services are closely related to the role of human resources in an organization. Human resources that have good quality and support the success of the organization can be identified in employees with organizational citizenship behavior (OCB). The phenomenon that occurs at PDAM Sleman, namely poor customer service, is expected to be improved by increasing OCB. Aim – The research conducted aims to examine the effect of LMX and POS on OCB, with job satisfaction as a mediating variable. Design / methodology / approach – This study uses a quantitative approach and data collection in the form of filling out a questionnaire conducted to all employees of PDAM Tirta Sembada Sleman, as many as 65 employees by census. Findings – LMX, job satisfaction, and POS partially have a significant positive effect on organizational citizenship behavior. Leader-member exchange and perceived organizational support partially have a positive effect on OCB Perceived organizational support increases job satisfaction. Leader-member exchange has no significant effect on job satisfaction. The influence of leader-member exchange on OCB is mediated by job satisfaction. Conclusion – POS support plays a role in increasing job satisfaction and then has an impact on strengthening OCB. Research implication – Organizational leaders can improve the implementation of LMX, job satisfaction, and POS variables to increase employee OCB. Improvements made can support the organization's ability to provide good service as one of the public agencies in the region. Limitations – The research object only covers one branch of PDAM Sleman.

The Influence of Leader-Member Exchange and Value Congruence on Job Satisfaction with Perceived Organizational Support as a Mediator

This research aimed to examine the impact of leader-member exchange (LMX) and value congruence (VC) on job satisfaction (KK) through perceived organizational support (POS) as mediation. Conducted at PT DM Baru Retailindo Sewon Bantul, Yogyakarta, with 50 employees participating, the study employed saturated sampling and questionnaires for data collection. Data analysis utilized SPSS, encompassing classical assumption tests, multiple linear regression analysis, and the Sobel test. Findings indicate a positive influence of LMX on POS (p<0.05) and of VC on POS (p<0.05). However, LMX didn't significantly influence job satisfaction (p<0.05), while VC did (p<0.05). Interestingly, POS didn't affect KK (p>0.05). Both LMX and VC exerted significant effects on KK with POS as a mediator. Implications suggest a need for organizational enhancements, particularly in areas like LMX, to foster employee satisfaction. Providing organizational support and attention to employees facing challenges could enhance job satisfaction within the company.

Pengaruh Pertukaran Pimpinan-Anggota (Leader Member Exchange) terhadap Kinerja Pegawai dimediasi Kualitas Kerja pada Dinas Perikanan Kabupaten Teluk Wondana

The aim of this research is to analyze the influence of Leader Member Exchange on Employee Performance Mediated by Work Quality at the Fisheries Service, Teluk Wondama Regency, West Papua Province. This research is included in the category of causal research using a quantitative approach. Causal research is research that wants to see whether a variable that acts as an independent variable has an effect on another variable that is the dependent variable. The population in this study was all staff of the Teluk Wondama Regency Fisheries Service. Data were analyzed using path analysis with the Structural Equation Model (SEM PLS) version 4 program, with a sample size of 54 employees at the Fisheries Service of Teluk Wondama Regency, West Papua Province. The research results can be concluded that Leader Member Exchange has a significant effect on Employee Performance with a T-Statistic value of 5.196, P-Value 0.000, LMX has a significant effect on Work Quality with a T-Statistic value of 3.294, P-Value 0.001, Work Quality has a Significant Influence on Employee Performance with a T-Statistic value of 7.100, P-Value 0.000, LMX has a significant effect on Employee Performance through Work Quality as a Mediating variable at the Fisheries Service of Teluk Wondama Regency, West Papua Province with a t-Statistic value of 3.369, P-Value 0.000.

The Influence of Leader Member Exchange on Innovative Work Behavior (A Study of High School Teachers)

This research aimed to examine the influence of leader-member exchange on innovative work behavior among high school teachers in Bantul Regency. This ex-post facto research used a quantitative approach involving 259 teachers. The instruments used in this study were the scales of leader-member exchange and innovative work behavior. Reliability tests were carried out on several dimensions of LMX. On the affection dimension, the score was 0.741, on the loyalty dimension it was 0.806, on the contribution dimension it was 0.704, and on the professional respect dimension it was 0.729. The score of overall LMX was 0.914, and the score of innovative work behavior was 0.906. According to the overall analysis, leader-member exchange has an influence on innovative work behavior. Furthermore, the partial data analysis has found that: (1) the affective dimension of LMX influences innovative behavior with an influence size of 25.7%. (2) the loyalty dimension of LMX has no effect on innovative work behavior. (3) the contribution dimension of LMX influences innovative work behavior with an influence size of 5.1%. (4) the professional respect dimension of LMX does not affect innovative work behavior.

The Influence Of Leader Member Exchange And Organizational Culture On Work Productivity

This research is examine the effect of leader-member exchange and organizational culture on productivity, with object at Kunika Furniture. The furniture industry is a sector that has the potential to be developed because it is supported by the availability of natural resources in Indonesia. Because of its innovative products, the furniture industry is able to compete on a global scale. There has been a significant shift in the aspect of people's household spending, from what was originally for entertainment, tourism or transportation, to the need to organize and renovate homes, making the furniture industry play an important role in improving the performance of the manufacturing sector and the national economy. The Minister of Industry considers several main issues that need to be faced by the domestic furniture and handicraft industry. One of the main issues is technology and human resources. The method used is quantitative descriptive analysis by collecting data using a questionnaire with a Likert scale measurement. Data testing was carried out using SPSS application. The results show that the leader-member exchange variable partially has a positive effect on productivity by 31.6%, while the organizational culture variable partially has a positive effect on productivity by 49.8, and the two variables simultaneously affect productivity by 62.9%, while another 37,1% is influenced by other variables outside of this study.

The Influence Of Leader Member Exchange And Organizational Culture On Work Productivity

This research is examine the effect of leader-member exchange and organizational culture on productivity, with object at Kunika Furniture. The furniture industry is a sector that has the potential to be developed because it is supported by the availability of natural resources in Indonesia. Because of its innovative products, the furniture industry is able to compete on a global scale. There has been a significant shift in the aspect of people's household spending, from what was originally for entertainment, tourism or transportation, to the need to organize and renovate homes, making the furniture industry play an important role in improving the performance of the manufacturing sector and the national economy. The Minister of Industry considers several main issues that need to be faced by the domestic furniture and handicraft industry. One of the main issues is technology and human resources. The method used is quantitative descriptive analysis by collecting data using a questionnaire with a Likert scale measurement. Data testing was carried out using SPSS application. The results show that the leader-member exchange variable partially has a positive effect on productivity by 31.6%, while the organizational culture variable partially has a positive effect on productivity by 49.8, and the two variables simultaneously affect productivity by 62.9%, while another 37,1% is influenced by other variables outside of this study.

Leader Member Exchange Terhadap Perilaku Inovatif Karyawan UMKM: Scoping Review

Employee innovative behavior is very important in increasing the growth and development of MSMEs. The purpose of this study was to determine the influence of leader member exchange on the innovative behavior of MSME employees and the driving factors of leader member exchange on the innovative behavior of MSME employees. This study uses this scoping method to examine the most relevant and significant literature on leader member exchange (LMX) with related research methods. This research draws articles from several reputable national and international data bases or journals published from 2017 to 2023. The results of this study indicate that the relationship between leaders and team members in MSMEs has a significant impact on the innovative level of employees in MSMEs and the driving factors in LMX that influence the innovative behavior of MSME employees include leader support, mutual trust, open communication, recognition, and creative freedom

Leader Member Exchange and Knowledge Sharing on Innovative Work Behavior with Work Engagement as a Mediating Variable

The purpose of this study was to analyze the relationship between leader member exchange, knowledge sharing and innovative work behavior when work engagement is a mediating variabel to employee PT Pelabuhan Indonesia (Persero) Regional 2 Teluk Bayur. The population in this study were all employee in the PT Pelabuhan Indonesia (Persero) Regional 2 Teluk Bayur as many as 124 employees. The number of samples unsed in the study was 122 employees using the proportional cluster simple random sampling technique. The research design used in this study is causative research. The data analysis technique used is the Structural Equational Model (SEM) with the help of the SmartPLS 3.3 The results of this study revealed that: (1) Leader member exchange has a significant effect on innovative work behavior. (2) The influence of leader member exchange has a significant effect on work engagement. (3) Knowledge sharing has a significant effect on innovative work behavior. (4) The influence of knowledge sharing has a significant effect on work engagement. (5) The influence of work engagement on work engagement. (6) work engagement mediating the leader member exchange and innovative work behavior. (7) work engagement mediating the knowledge sharing and innovative work behavior to employee at the PT Pelabuhan Indonesia (Persero) Regional 2 Teluk Bayur.

Job Embeddedness sebagai Variabel Mediasi Pengaruh Leader Member Exchange dan Perceived Organizational Support terhadap Job Insecurity Karyawan di Beberapa Bank Syariah

The adaptability of the relationship between leader-member and organizational support effect of job insecurity that appears in employees. This adaptability can be seen from the influence of leader-member exchange and perceived organizational support which can lead to job insecurity. This study aims to examine the effect of leader-member exchange and perceived organizational support on job insecurity with job embeddedness as an intervening variable. The objects of this research are 3 syariah banking such as Bank Syariah Indonesia, Bank Muamalat and Bank Madina Syariah. This research is quantitative. The sample used in this study was 257 respondents obtained by the non-probability sampling method. Data were collected using a questionnaire, analyzed using SmartPLS version 3.2.8. The results of this study indicate that there is a positive influence between leader-member exchange on job embeddedness, perceived organizational support has a positive effect on job embeddedness, job embeddedness has no effect on job insecurity, the leader-member exchange has no effect on job insecurity, and perceived organizational support has a negative effect on job insecurity.

Analysis Job Satisfaction with Leader Member Exchange and Organizational Climate Through Organization Citizenship Behavior in Company

This study aims to determine and analyze the influence of leader member exchange and organizational climate through organization citizenship behavior on job satisfaction of PT. Pabrik Gula Candi Baru.The research uses a quantitative approach. The sample in this study is the entire staff of PT. Candi Baru Sugar Factory with 34 employees. The analysis technique in this study uses path analysis, with t test and F test as research hypothesis testing. The results showed that: 1) Leader member exchange proved to have a significant effect on job satisfaction, 2) Organizational climate proved to have a significant effect on job satisfaction, 3) Leader member exchange proved to have a significant effect on job satisfaction through organizational citizenship behavior, 4) Organizational climate proved to have an effect. significant effect on job satisfaction through organization citizenship behavior, 5) Organization citizenship behavior has been proven to have a significant effect on job satisfaction for employees of PT. Pabrik Gula Candi Baru.

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.

Influence of Leader Member Exchange and Islamic Work Ethic on Employee Performance With Organizational Citizenship Behavior as Intervening Variable

This study aims to determine the effect of Leader Member Exchange and Islamic work ethic on employee performance with organizational citizenship behavior as an intervening variable in Mbok Surip Bone Soft Chicken. This research is a type of quantitative research with hypothesis testing. The sample in this study was 100 employees on all employees of Mbok Surip Bone Soft Chicken. The analytical tool used in this research is path analysis technique with the help of SmartPLS software version 3.0 for windows. This study uses primary data and secondary data, primary data obtained from a questionnaire whose measurement uses a Likert scale which was tested for validity and reliability, while secondary data was obtained from company documents. The results of this study prove that (1) There is a positive and significant relationship between Leader Member Exchange and Employee Performance. (2) There is a positive and significant relationship between Islamic Work Ethic and Employee Performance (3) Leader Member Exchange has a positive and significant effect on Organizational Citizenship Behavior (4) Islamic Work Ethic has a positive and significant effect on Organizational Citizenship Behavior, (5) There is a positive and significant relationship between Employee Performance and Organizational Citizenship Behavior, (6) Leader Member Exchange has a positive and significant relationship on employee performance with organizational citizenship behavior as an intervening variable, (7) Organizational Citizenship Behavior cannot mediate Islamic Work Ethic and Employee Performance.

The Influence of Leader-member Exchange on Employee Task Performance in Coal Enterprises: A Study from the Perspective of Conservation of Resources Theory

Purpose: Ensuring high levels of employee performance is critical in the coal industry, in light of disruptions caused by clean energy industries and consequent increased competitiveness in the energy market. Therefore, this study investigated the relationship between leader-member exchange (LMX), job embeddedness, and task performance in the context of the Chinese coal industry. Methodology: Employees of a coal enterprise in China, selected via random cluster samplings, completed a survey on site. Based on the data of 202 employees, we used correlation analysis to explore relationships between variables. We used a regression analysis to study the influence of LMX relationships and job embeddedness on task performance and a structural equation model to analyze the mediating role of job embeddedness. Findings: Based on the Conservation of Resources Theory, among the three factors of the LMX relationship, task performance, and job embeddedness in coal enterprises, any two of them correlated positively and significantly with each other; The LMX relationship here had a significant and positive prediction effect on the task performance of employees in coal enterprises. Job embeddedness also significantly and positively predicted task performance and played a significant mediating role between LMX relationships and task performance. Our findings can inform management decisions in the coal industry, help enterprises determine their position in the market, and enhance the performance level of employees. Originality: Few studies address the relationship between LMX, job embeddedness, and task performance in Chinese coal enterprises.

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities