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

Adil, Muhamad Shahnawaz; Awais, Ayesha

doi:10.21315/aamj2016.21.2.5

Cited by 20 publications

(26 citation statements)

References 107 publications

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“…In particular, the results did not indicate a direct path between interpersonal conflict and turnover intention. However, because several previous studies have reported a direct relationship between interpersonal conflict and turnover intention [98,99], further research using various samples will be required to verify our results so that generalizations can be made.…”

Section: Discussionmentioning

confidence: 75%

The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Kim

Kang

Choi

et al. 2020

IJERPH

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Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors’ workaholism on subordinates’ turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates’ emotional exhaustion. The results revealed that supervisors’ workaholism is positively related to subordinates’ emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates’ turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.

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Section: Discussionmentioning

confidence: 75%

The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Kim

Kang

Choi

et al. 2020

IJERPH

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“…In addition, previous authors have studied LMX relationship in relation with different organizational variables e.g., affective commitment (Imran & Fatima, 2013), organizational citizenship behavior (Imran & Fatima, 2013;Ishaq, Munazer, Hussain, Asim, & Cheema, 2012;Nazir, Aslam, & Nawaz, 2011;Shaukat, Senin, & Ahmed, 2012), intention to leave (Adil & Awais, 2016;Imran & Fatima, 2013), perceived organizational support (Ismail, Journal of Management Sciences Jafri, & Khurram, 2011;Shaukat et al, 2012), job satisfaction (Shaukat et al, 2012), distributive justice (Nazir et al, 2011), self-esteem (Ismail et al, 2011), task and contextual performance (Saboor, Mukhtar, & Sadiq, 2015), and procedural justice (Ishaq et al, 2012).…”

Section: Leader-member Exchange (Lmx) Theorymentioning

confidence: 99%

Impact of Individual Feelings of Energy on Creative Work Involvement: A Mediating Role of Leader-Member Exchange

Adil¹,

Hamid²

2017

jms.2014

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Individual feelings of energy (IFE), creative work involvement (CWI) and leadermember exchange (LMX) are understudied areas in Pakistan. The purposes of this study are: a) to analyze the mediating role of LMX on the relationship between IFE and CWI; and b) to evaluate whether the LMX relationship mediates differently for non-managerial staff, supervisors, middle and senior managers. A sample of 300 responses is drawn from the manufacturing companies of Karachi using a questionnaire administered to them. Exploratory factor analysis is used to extract three orthogonal constructs (namely, IFE, CWI, and LMX) and their convergent and discriminant validity are established through confirmatory factor analysis. Both composite and MaxR(H) statistics are estimated to ensure the reliability of the three constructs. The results show that LMX partially mediates the positive relationship between IFE and CWI. In addition, the results of the multi-group mediation analysis for different levels of responsibility show that LMX partially mediates in case of middle and senior management only. However, it does not mediate for non-managerial staff and supervisors. The most important theoretical contribution of the study in the existing knowledge of leadership-creativity relationship is that LMX partially mediates the relationship between IFE and CWI. Besides, this is one of the first reports in the context of the manufacturing companies of Pakistan.

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“…Some previous studies were unable to find a correlation between LMX and employee turnover intent (Schyns, Torka, & Gossling, 2007;Vecchio & Norris, 1996;Vecchio, 1985). However, other previous studies found that LMX is negatively related to employee turnover intent (Adil & Awais, 2016;Abu Elanain, 2014;Saeed, Waseem, Sikander, & Rizman, 2014;Joo, 2010). As a result, there are inconsistencies in previous studies regarding the relationship between LMX and employee turnover intent.…”

Section: Introductionmentioning

confidence: 94%

The Effect of Leader-Member Exchange “LMX” on Employee Turnover Intent: An Applied Study on the Telecommunication Sector in Egypt

Shaalan¹,

Elsaid²,

Elsaid³

2018

JBAR

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The paper examines whether the Leader-member exchange (LMX) theory has an effect on the employee turnover intent in the presence of intercultural competence. Our sample consists of 319 employees working in the telecommunications sector in Egypt. The dependent variable is employee turnover and the independent variable is LMX, where LMX as a variable is measured by four components: affect, loyalty, contribution and professional respect. We used intercultural competence as the moderating variable. Intercultural competence is measured by nine components: cross cultural empathy, self-efficacy, willingness to engage, cross cultural openness, emotional self-regulation, self-monitoring, tolerance for ambiguity, low need for cognitive and cognitive flexibility. We used Cronbach’s alpha, path analysis and path regressions in our statistical analysis. Our results showed a significant positive relationship between LMX and employee turnover intent and an indirect relationship between LMX and employee turnover intent in the presence of intercultural competence.

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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

Abstract: To cite this article: Adil, M. S., and Awais, A. (2016). 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.

Cited by 20 publications

References 107 publications

The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Impact of Individual Feelings of Energy on Creative Work Involvement: A Mediating Role of Leader-Member Exchange

The Effect of Leader-Member Exchange “LMX” on Employee Turnover Intent: An Applied Study on the Telecommunication Sector in Egypt

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