Leader-member Exchange Research Articles

Work environment to improve employee performance through work discipline on employees at PT. Surya Madistrindo Area Operation Jember City, Indonesia

This research examines the connection between the work environment, work discipline, and employee performance at PT. Surya Madistrindo, located in Jember City, Indonesia, employs the Leader-Member Exchange (LMX) theory. Data were gathered from 60 sales representatives via saturated sampling through a survey based on a Likert scale and analyzed using Smart PLS. The findings indicated a notable positive effect of the work environment on work discipline (T-statistic: 7.663, P-value: <0.000), as well as work discipline's influence on employee performance (T-statistic: 13.135, P-value: 0.000). Nonetheless, the immediate impact of the work environment on performance was adverse (T-statistic: 2.441, P-value: 0.015), highlighting the mediating function of work discipline. This research emphasizes the significance of a nurturing workplace and robust leader-employee connections in boosting work discipline and increasing employee performance.

Workplace envy through the lens of leader–member exchange: evidence from higher educational institutions

Workplace envy through the lens of leader–member exchange: evidence from higher educational institutions

Voices of Loyal Members: Dual Role of Organizational Identification in the Process of Employee Voice

Based on Hirschman’s theory of loyalty and Packer’s normative conflict model, the present study examined the roles of organizational identification in the voice emergence and reaction processes, wherein individuals provide voice and receive evaluations for their voice behavior, respectively. Using a survey method, data were collected from 455 cadets and their supervisors at a military educational institute in South Korea, who live and work together under an honor-based organizational system that encourages voice behavior through formal and informal channels. Structural equation modeling (SEM) was used for hypothesis testing. Our findings from multi-source data demonstrated that, when controlling for two social exchange variables (i.e., leader–member exchange and perceived organizational support), organizational identification not only increases voice behavior but also strengthens the positive relationship between voice behavior and supervisor performance evaluations. Specifically, voice behavior has a positive relationship with performance appraisal only when organizational identification is high. Theoretical and practical implications of the findings and directions for future research are discussed.

Impact of Leadership Styles and Organisational Citizenship Behaviours on Organisational Green Innovation Performance: The Moderating Role of Organisational Legitimacy

ABSTRACTFirms' green innovation performance is influenced by several factors, including external legitimacy pressures and internal leader–member exchange relationships. Existing studies make little distinction between types of sustainable innovation and neglect leader, employee and organisational factors in the same strategic management framework. Based on institutional and social exchange theories, data from 537 Chinese enterprises are analysed through a hierarchical regression to explore how different leadership styles, organisational citizenship behaviours and legitimacy outside organisations affect green innovation performance. Research findings suggest that both transactional and transformational leadership contribute to organisational citizenship behaviours and green innovation performance. Organisational citizenship behaviours partially mediate between leadership styles and green innovation. Organisational legitimacy only positively moderates between leadership styles and organisational citizenship for green product innovation. This implies that organisations should pay attention to fostering high‐quality leader–member exchange relationships, formulating sustainable innovation management strategies and seeking a balance between obtaining organisational legitimacy and promoting organisational citizenship.

Unveiling hr roles: Fostering employee gratitude amidst pandemic like Covid19

Human resource managers are taught the value of acting in a socially responsible manner by COVID-19 and giving employees social assistance and psychological recovery, which can foster a feeling of gratitude for the employers. The body of knowledge on HR roles and employee gratitude is fragmented and a gap still exists in understanding HR roles and employee gratitude in times of crisis. This scientific investigation attempts to trace the relationship between HR roles and employee gratitude during India's peak of the COVID-19 crisis. The sample consists of n=331 employees operating in the NCR of Delhi, India. A causal survey design was adopted to measure employee gratitude through analysis of quantitative data and was subjected to SPSS and AMOS. The results indicate a causal relationship between employee gratitude and four HR roles – HR communication, HR leader-member exchange, HR adaptive capacity & HR networking. This study has industrial implications.

Employee Engagement And Leader-Member Exchange Form Organizational Commitment And Organizational Citizenship Behavior. Can It Be Achieved For Employees Who Work While Studying?

This study aims to explore the relationship between employee engagement (EE) and leader-member exchange (LMX) in shaping organizational Commitment (OC) and organizational citizenship behavior (OCB) among employees who work while studying. Data was collected from 291 respondents who had worked for at least 1 year in various sectors. Using the Structural Equation Modeling approach, the results of the study showed that employees who had a high level of engagement and good relationships with leaders tended to show a higher commitment to the organization and a higher OCB. Based on the results of the study, five direct influences produce positive and significant numbers, namely EE against OC, EE against OCB, LMX against OC, LMX against OCB and OC against OCB. The indirect influence of EE on OCB through OC also produces a positive and significant, meaning that OC plays a role in mediating the influence of EE on OCB. The indirect impact of LMX variables on OCB through OC is also positive and significant, meaning that OC mediates the influence of LMX on OCB.

Linking informal leadership emergence to project performance: the role of leader-member exchange and ethical leadership

Linking informal leadership emergence to project performance: the role of leader-member exchange and ethical leadership

Relationship Between Leader-member Exchange and Organisational Innovation: Role of Intrinsic Work Motivation and Technological Turbulence

In the era of technology, along with friendly leader-member exchange (LMX), employees’ intrinsic work motivation (IWM) and technological turbulence (TT) as external factors are also associated with organisational innovation (OI). This study looks at the mediation effect of IWM and the moderation impact of TT between LMX and OI. The hypotheses were tested with data (N = 217) collected from the employees of various service and manufacturing firms using convenient and snowball sampling approaches. The result shows that IWM has full mediation and TT has no moderation influence on the association between LMX and OI. However, TT has a significant negative, moderated influence on the relationship between IWM and OI. While, TT has a significant negative, moderated influence on the relationship between IWM and OI. This study builds on social exchange theory and the resource-based view (RBV), demonstrating how LMX, reciprocity, and trust motivate employees to participate in OI. In practice, managers should be aware of TT in the presence of relevant internal constructs that substantially affect OI. This study concludes by highlighting its key limitations and pinpointing directions for future research.

Fostering sustainable employability in interorganizational networks: which activities and conditions pay off?

PurposeCurrently, lifelong learning and sustainable employability are increasingly fostered in the context of interorganizational networks, which provide workers with access to network activities (e.g., training, career counseling). This study aims to investigate the relationship between workers’ participation in network activities and their sustainable employability by considering workers’ experiences with the network activities. This study also examines the role of relational factors, including network trust and leader-member exchange, as conditions that may influence the link between workers’ participation in network activities and their sustainable employability (i.e. workability, perceived employability and vitality).Design/methodology/approachThis study has a mixed methods design. A quantitative approach (cross-sectional, questionnaire) was used to establish associations between variables. This approach was supplemented with qualitative data (semistructured interviews) to explore whether Self-Determination Theory can provide an explanation for the associations and the role of (relational) factors that workers perceive as hindering or facilitating in that process.FindingsThe results suggest that participating in network activities have promising benefits for both workers and organizations by facilitating the work ability and perceived employability components of sustainable employability. For these relationships, workers’ satisfaction of their need for competency and relatedness serves as explanatory mechanisms. Moreover, the actualization of benefits of network activities is influenced by relational factors both within the network (i.e. trust) and within organizations (i.e. leader-member exchange).Originality/valueThis study investigates workers’ experiences with network activities, regarding fostering workers’ sustainable employability, and the role of relational factors. Specifically, it considers Human Resource Management practices from a network-level perspective, which is currently understudied. By doing so, this study adds a unique perspective to the Human Resource Management, sustainable employability and career literature streams.

The Impact of Resilience and Leader-Member Exchange on Actual Turnover: A Prospective Study of Nurses in Acute Hospitals.

High nurse turnover has economic implications for healthcare organizations and impacts the quality of care. Individual, job-related, and organizational factors determine nurse turnover. This study, thus, aimed to investigate the impact of nurses' resilience and the quality of the relationship between staff nurses and nurse managers, defined as leader-member exchange (LMX), on actual nurse turnover. A prospective study was conducted from June to July 2022, targeting nurses from three advanced treatment hospitals in Japan. Data were collected through a self-administered questionnaire investigating the participants' actual turnover in April 2023. The data of 1130 nurses were analyzed in this study. A binary logistic regression analysis was performed using actual turnover as the dependent variable and nurse resilience and LMX as independent variables. The results revealed that while LMX influenced actual turnover, nurse resilience had no statistically significant relationship with turnover. The findings show that LMX needs to be improved if actual turnover is to be curbed.

Boundary conditions on the dark side of high-performance work systems: leader-member exchange as a job resource

PurposeEmployee emotional exhaustion is widely recognized as a hidden cost associated with high-performance work systems (HPWS). To delve deeper into the pathway from HPWS to emotional exhaustion and explore the boundary conditions capable of mitigating these hidden costs, this study, building upon the job demands-resources (JD-R) model, proposes that psychological strain serves as a mediator and theorizes that leader-member exchange (LMX) operates as a job resource serving to buffer the adverse effect of HPWS-induced psychological strain on emotional exhaustion.Design/methodology/approachThis study adopts a time-lagged research design with a four-week interval to test the proposed hypotheses. Two waves of survey data were collected from 398 respondents in the Chinese state-owned banking sector.FindingsThe findings largely supported our hypotheses. Specifically, the results indicated that psychological strain mediated the relationship between HPWS and emotional exhaustion. In addition, LMX, as a job resource, moderated the indirect relationship between HPWS and emotional exhaustion. High-quality LMX reduced the likelihood of employees experiencing psychological strain caused by HPWS, thereby buffering the manifestation of emotional exhaustion.Originality/valueBy innovatively introducing the LMX as a job resource, this study demonstrates that the hidden costs of HPWS are not inevitable. This finding relieves organizational researchers and practitioners from the dilemma of choosing between enhancing performance and alleviating employee emotional exhaustion when implementing HPWS.

Are the Notions of Leader-Member Exchange and Organisational Citizenship Effective in Enhancing Teachers' Job Performance in Türkiye? A Moderated Mediation Model.

This study is correlational and cross-sectional quantitative research that examines the moderating role of working time with the school principal on the effect of leader-member exchange on teachers' job performance through organisational citizenship. Data were collected from 481 teachers in 43 public schools across the western, central, northern, southern, and eastern regions of Türkiye using the convenience sampling method. The Leader-Member Exchange Scale, Organisational Citizenship Scale, and Employee Performance Scale were used as data collection tools. Data were analysed through descriptive analyses, Pearson correlation analysis, and moderator and moderated mediation analyses. The results indicated positive and significant relationships among leader-member exchange, organisational citizenship behaviours, and teachers' job performance. It was found that leader-member exchange indirectly affected teachers' job performance through organisational citizenship, and working time with the school principal served as a moderator in the relationship between leader-member exchange and organisational citizenship. The indirect effect of leader-member exchange on job performance through organisational citizenship was stronger for teachers with shorter working durations with the principal.

The Role of Servant Leadership in Enhancing Job Satisfaction: The Mediating Effects of Leader-Member Exchange and Trust

The Role of Servant Leadership in Enhancing Job Satisfaction: The Mediating Effects of Leader-Member Exchange and Trust

The Relationship between Leader-Member Exchange and Proactive Performance: The Serial Mediating Role of Psychological Safety and Psychological Empowerment

The Relationship between Leader-Member Exchange and Proactive Performance: The Serial Mediating Role of Psychological Safety and Psychological Empowerment

Optimizing Kindergarten School Leadership Development through Multi-Level Mentoring: A Cascading Network Approach

This study investigates the impact of Multi-Level Marketing (MLM) mentoring methodology on transformational leadership development among kindergarten teachers in Grobogan Regency. Employing a mixed-methods approach, the research examines how hierarchical mentorship strategies influence professional identity and organizational commitment. Quantitative and qualitative findings reveal significant improvements in leadership competencies, with key mediating factors including organizational identification and leader-member exchange dynamics. The research addresses systemic challenges in educational leadership coaching, demonstrating the potential of innovative mentoring frameworks to enhance teachers' professional growth and effectiveness in early childhood education settings.

The Role of Premium Services in Co-Creation Experience and Game Loyalty

Purpose – This research aimed to analyze relationship between leader-member exchange, person-organization fit, and perceived organizational support on employee work engagement. Purpose – The aim of this study was the assessment of how co-creation experiences and in-game value creation contribute to increased game loyalty in premium services. Methodology – A total of 326 mobile online gamers in Indonesia who utilized premium services provided survey data for the model analysis. This was carried out using structural equation modeling based on partial least squares (SEM-PLS). Results – The results demonstrated that players' propensity to co-create with gaming firms was significantly influenced by online brand community identification, greater functionality, customization, and self-indulgence. Also, on the basis of co-creation experience, there were significant value realization results. In addition, the results demonstrated a strong correlation between game loyalty, in-game value co-creation, and social experience. Originality – This literature provided valuable insights for improving game loyalty in premium game services through value co-creation experience.

Relationship Between Job Embeddedness and Employee Work Engagement with Leader-Member Exchange and Person–Organization Fit as Predictors: Evidence from North Sumatra

Purpose – This research aimed to analyze relationship between leader-member exchange, person-organization fit, and perceived organizational support on employee work engagement. Methodology – The samples comprised 200 civil servants in North Sumatra Province. Data were collected from an online survey using a 5-point Likert scale following a non-probability with a purposive sampling method. Data obtained were analyzed using Smart-PLS through Structural Equation Modeling (SEM). Findings – The results showed that job embeddedness, person-organization fit, and perceived organizational support significantly affected employee work engagement, while leader-member exchange did not have a significant effect. Originality – This research contributed significantly to the literature on work engagement of civil servants in North Sumatra Province. Although the literature on work engagement has developed significantly, research that specifically pays attention to the population of civil servants in this area is limited. The results provide a deeper understanding of the factors influencing work engagement, offering insights into the unique local context and specific characteristics that may affect relationship between the variables.

The Influence of Leadership-Member Exchange (LMX), Motivation and Continuity Commitment on Increasing the Work Productivity of State Vocational School Teachers in the City of Central Jakarta

The measure of teachers' effectiveness and efficiency while doing their duties and responsibilities during the learning process is teacher productivity. Despite their location are close to the central of power, close to the source of policies, participate regularly in any competency training, and being equipped with better facilities, the productivity of teachers in Central Jakarta's municipality remains make apprehensive. This case indicates the need for evaluation and efforts to improve teacher's productivity continuously , which at the end will give positive impact the quality of education on the whole. This study aims to analyze the influence of Leadership-Member Exchange (LMX), motivation, and Continuance Commitment both partially and simultaneously on the productivity of public vocational schools teachers in Central Jakarta. Data were collected using a questionnaire distributed to 100 public vocational school teachers in Central Jakarta as the sample (respondents). Through a quantitative research method with a multiple regression analysis approach, the results indicate that LMX, motivation, and Continuance Commitment have a positive and significant impact on teacher productivity. Simultaneously, these three variables mutually support, leading to an overall increase in productivity. Based on these findings, it is recommended that schools need to enhance the quality of relationships between leaders and teachers and create a motivating work environment to support the achievement of optimal learning outcomes. This research is expected to provide insights for policymakers in formulating human resource development strategies in the education sector

Scale Development of Intention to Service Sabotage: Testing a Moderated Mediation Model of Leader-Member Exchange (LMX) Differentiation, Organizational Identification, Moral Disengagement, and Intention to Service Sabotage

ABSTRACT This multilevel research investigates a moderated mediation model of how interaction influence of leader-member exchange (LMX) differentiation and group moral disengagement undermines organizational identification, resulting in employees’ intention to service sabotage. Utilizing multiple validations, this study develops and tests a measurement scale of intention to service sabotage and its antecedents in the hotel industry. Data were collected from hotel employees in Turkey. The hypotheses were gauged via hierarchical linear modeling. The findings confirmed a five-item scale of intention to service sabotage. The hierarchical linear modeling analysis empirically proves the theory of LMX and allocation preferences by demonstrating the multilevel mediation effect of organizational identification. Multilevel moderation and moderated mediation analyses also suggest that group moral disengagement moderates the direct and indirect influences on employee intention to service sabotage. This paper provides theoretical and practical contributions by generating a five-item measure of intention to service sabotage and testing its antecedents.

Effort and reward as a mechanism linking leader-member exchange with work engagement

Effort and reward as a mechanism linking leader-member exchange with work engagement