A Social Exchange Perspective through the Lens of an Individual: Relationship between LMX, Voice and Organizational Commitment in Academia

Rashid, Sobia; Dastgeer, Ghulam; Kayani, Tanvir

doi:10.22547/ber/10.3.3

Cited by 10 publications

(15 citation statements)

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“…There is empirical evidence that proves the positive predictive effect of LMX on organizational commitment and that the employees´ perceived support of the leader will impact their level of commitment to the organization (Casimir et al, 2014;Ibort et al, 2020;Rashid et al, 2018). Likewise, reciprocal exchange between employees (TMX) has shown a positive relationship with organizational commitment (Chernyak-Hai & Tziner 2014; Loan et al, 2019).…”

Section: The Mediating Effect Of Organizational Commitment Between Lm...mentioning

confidence: 99%

Social Exchange Approach and Happiness at Work: Exploring the Mediating Effect of Organizational Commitment

et al. 2022

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This article aims to determine the direct and indirect effects of social exchange relationships Leader Member Exchange and Team Member Exchange (LMX and TMX) on organizational commitment and happiness at work. Based on the literature review and relying on the Social Exchange Theory perspective, the authors constructed the hypothetical structure, including the four variables under study. The sample comprised 177 employees from Mexican firms, and the proposed hypotheses were under examination through a path analysis. Results show that LMX, TMX, and happiness at work have a direct effect on organizational commitment. We also found an organizational commitment to be a partial relationship mediator between LMX and happiness at work.

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Section: The Mediating Effect Of Organizational Commitment Between Lm...mentioning

confidence: 99%

Social Exchange Approach and Happiness at Work: Exploring the Mediating Effect of Organizational Commitment

et al. 2022

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“…LMX emphasizes the dyadic relationships that develop between superior and subordinate can predict outcomes [6]. Dyadic relationships that develop are based on social exchange theory [17], [8], [18], [6]. Social Exchange Theory explains there is a relationship between behavior and environment that influences one another, whether the relationship provides beneficial or detrimental reciprocity.…”

Section: Leader-member Exchange Change Self-efficacy and Affective mentioning

confidence: 99%

“…In contrast, the interactions (exchanges) that are deemed detrimental will tend not to be repeated or continued. The practice of this theory in LMX explains that the relationship between superior and subordinate is a reciprocal relationship, where the interaction between them has exchange consequences, with the main aspect is the quality of exchange [8]. If the exchange behavior is received positively by both parties and they are satisfied with the response, then the exchange will continue [18].…”

Section: Leader-member Exchange Change Self-efficacy and Affective mentioning

confidence: 99%

“…The study conducted by Mangundjaya [3] showed that the feeling of a person's ability (efficacy) has a significant positive effect on a commitment to change. Moreover, the previous study showed that between LMX and organizational commitment there was a positive relationship [8], [9], [10]. Although those researches are in the relationship with organizational commitment, the study of Mangundjaya [3] that showed there was a significant positive impact of organizational commitment and affective commitment to change, it can be assumed that there is a positive relationship between LMX and affective commitment to change.…”

Section: Leader-member Exchange Change Self-efficacy and Affective mentioning

confidence: 99%

“…Several studies have shown that each of these dimensions can predict different outcomes differently [7]. Research on LMX showed a significant relationship with many important outcomes, including organizational commitment [8], [9] and is considered a positive predictor of organizational commitment [10]. However, there is still a very limited studies in relation to the impact of LMX to commitment to change.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Leader–Member Exchange and Affective Commitment to Change: Mediating Role of Change Self-Efficacy

Puspitasari¹,

Mangundjaya²

2020

Proceedings of the 3rd Forum in Research, Science, and Technology (FIRST 2019)

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Rapid changes in the business environment require organizations to have the ability to adjust to the changes and maintain their competitive advantage. Success in dealing with change must be supported by organizational members' commitment to change. Organizational members' commitment to change is effected by the leader with the relationship quality between superior and subordinate (leader-member exchange/LMX) and by the person with their change self-efficacy. This study investigates the effect of LMX and its dimensions (professional respect, affect, contribution, and loyalty) on affective commitment to change, which is still limited. As well as to examine the role of change self-efficacy as a mediator in the relationship between LMX and affective commitment to change. Data were collected from 612 respondents who worked at a social security institution in Indonesia. Statistical analysis using Structural Equation Modelling on LISREL 8.80 shows that the dimensions of LMX (effect and contribution) have a positive influence on affective commitment to change, and change self-efficacy has a significant role in mediating effect affect and contribution to affective commitment to change. The results of this study are expected to provide information on the dimensions of LMX that effect on employees' affective commitment to change by mediating change self-efficacy.

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Hospitality Small Family Business: Some Consequences of Informal Managerial Control on Nonfamily Employees

Rosman

Thomas

2022

Advances in Tourism, Technology and Systems

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A Social Exchange Perspective through the Lens of an Individual: Relationship between LMX, Voice and Organizational Commitment in Academia

Cited by 10 publications

References 0 publications

Social Exchange Approach and Happiness at Work: Exploring the Mediating Effect of Organizational Commitment

Social Exchange Approach and Happiness at Work: Exploring the Mediating Effect of Organizational Commitment

Leader–Member Exchange and Affective Commitment to Change: Mediating Role of Change Self-Efficacy

Hospitality Small Family Business: Some Consequences of Informal Managerial Control on Nonfamily Employees

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