Having two bosses: considering the relationships between LMX, satisfaction with HR practices, and organizational commitment

Abstract

The current study went beyond previous research on leader-member exchange (LMX) by examining employees who are supervised by more than one boss. Using data from 122 PhDs from a Dutch university, the current study had three research objectives. First, to examine the effects of PhDs' LMX with both their promoter and their assistant promoter on affective organizational commitment (AOC). Second, to examine the mediating role of satisfaction with HR practices in the two LMX -AOC relationships. Since the promoter as the higher level boss has more influence on different HR practices the third objective was to examine whether the LMX -AOC relationship is stronger for the promoter than for the assistant promoter. The results showed that both promoter LMX and LMX assistant promoter were positively related to PhDs' AOC, and both relationships were fully mediated by PhDs' satisfaction with HR practices. As expected, these effects were significantly stronger for the promoter than for the assistant promoter.

The Influence of Leader-Member Communication on Organizational Commitment in a Central European Hospital

“…The tests confirmed the results of many earlier studies [18,[19][20][21][22] that LMX and commitment are significantly positively correlated. Further, analysis revealed that respondents with high quality LMX are more committed to the organization's values [positive correlation] and have lower level of commitment to stay [negative correlation].…”

“…Some scholars already emphasized the important connections between LMX and organizational commitment [18,[19][20][21][22]. However, most researches do not reveal anything deeper than the simple notation that LMX correlates with organizational commitment.…”

“…Foreign research have given some indications that the quality of LMX is associated with organizational commitment [18,[19][20][21][22], but there was generally not enough research and evidence to support this idea in various work conditions. Research is also needed to investigate in which ways LMX affects commitment and to what extent.…”

Can ‘democratic management’ improve labour relations in market-driven China?

“…However, satisfaction with HR practices has been found by Yousaf et al. () to fully mediate the relationship between LMX and organizational commitment. In the current research, the relationship between the perceived efficacy of DM and organizational commitment is not simple and straightforward.…”

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

“…Hypothesis 3: Contribution has a positive effect on affective commitment to change. Hypothesis 4: Professional respect has a positive effect on affective commitment to change The relationship between superiors and subordinates is related to employee self-efficacy, where subordinates who feel the relationship quality with the superiors is high feel the support of the leader [3] and more rewards, positive feedback from leaders [19], as well as feeling a sense of belonging, and as a form of exchange members will show through commitment [20]. In the situation of change, superiors need to support their subordinates' beliefs about the change in the organization [13] because subordinates' self-efficacy influences their choices in behavior.…”