Leader-Member Exchange (LMX), Job Involvement, and Performance

Sutanto, Eddy Madiono; Hendarto, Kevin

doi:10.33736/ijbs.3283.2020

Cited by 3 publications

(2 citation statements)

References 5 publications

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“…One of the essential job resources is LMX, as indicated in Tummers and Bakker (2021). It depicts the relationships formed between leaders and employees, which can be good or bad (Sutanto & Hendarto, 2020), high-quality or low-quality. This relationship is a critical component of the work environment because it creates the social conditions and support systems that make the demonstration of certain attitudes and behaviors possible (Ononye, 2023).…”

Section: Leader-member Exchange (Lmx)mentioning

confidence: 99%

“…RC, on the other hand, pertains to the degree of certainty and understanding about expected roles, responsibilities, and behaviors within a job. These psychosocial variables have been found to be strong antecedents of employees' attitudes, behaviors, and performance (ul - Hassan, Ikramullah, Khan, & Shah, 2021;Kundu, Kumar, & Lata, 2020;Sutanto & Hendarto, 2020;Volmer, Spurk, & Niessen, 2012). Psychosocial variables influence employees psychologically and socially and are critical parameters for describing individuals in relation to their work environment (Thomas et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

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Work Condition Factors and Employee Engagement: The Mediating Role of Psychological Capital

Heman,

Olabode,

Amram

2024

jmk

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Work conditions influenced employee engagement, but its influence was still unclear owing to its multifaceted nature and variations across professions and industries in highly dynamic environments. In addition, studies on the psychological mechanisms explaining this relationship were limited. The study examined specific work condition factors comprising leader-member exchange and role clarity as influences on employee engagement, given psychological capital as a mediating variable. Data were obtained from 231 customer-contact employees working in hotels in two major cities, Asaba and Warri, in Delta State, Nigeria, and analyzed using the partial least squares analytical procedure. The study found that leader-member exchange and role clarity relationships with employee engagement were positive and significant, and psychological capital mediated these relationships. Also, role clarity and psychological capital sequentially mediated the relationship between leader-member exchange and employee engagement. The study contributed an integrated research framework that uncovered the sequential effect of leader-member exchange on employee engagement and the simple and sequential mediation of psychological capital in this framework. The practical implications of the findings were discussed for improving employee engagement.

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Section: Leader-member Exchange (Lmx)mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Work Condition Factors and Employee Engagement: The Mediating Role of Psychological Capital

Heman,

Olabode,

Amram

2024

jmk

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The interplay between person-environment fit, empowerment and job satisfaction: a moderation effect of leader-member-exchange

Ahmad,

Tabche,

Behery

2024

IJOA

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Purpose This study aims to examine the interplay between person–environment fit (PE fit), empowerment and leader–member exchange (LMX) in the United Arab Emirates (UAE). Design/methodology/approach The final sample consisted of 733 respondents collected randomly from various business sectors in the UAE. Data was analysed and tested for moderation using Smart-PLS. Findings This study’s results show LMX to be a negative moderator. They reveal that LMX plays a crucial role in the relationship between PE Fit and job satisfaction, particularly when the fit is poor. Moreover, LMX was found to be a significant negative moderator between empowerment and satisfaction, highlighting its importance when empowerment is lacking. Research limitations/implications It is important to note that the current study is cross-sectional, which means it cannot establish causation. Only a pure experimental design can provide such conclusive evidence. This limitation should be considered when interpreting the findings. Practical implications This research highlights a significant finding in turbulent times when PE fit and empowering practices are often lacking: LMX can play a compensatory role. This insight can be invaluable for human resources managers, offering a practical solution to maintaining employee satisfaction in challenging times. Social implications The positive impact of enhanced job satisfaction and improved work relationships extends beyond the organization to stakeholders and society at large. Originality/value This research fills a gap in the existing literature by investigating the interaction between the PE fit variable and other variables, such as LMX. This novel approach offers a new perspective for HR managers, potentially enabling them to enhance their strategies for improving employee satisfaction.

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Using EENDEED to Measure Remote Employee Engagement: Influence of the Sense of Belonging at Work and the Leader-Member Exchange (LMX) on Virtual Employee Engagement

Lartey¹

2022

JHRSS

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Leader-Member Exchange (LMX), Job Involvement, and Performance

Cited by 3 publications

References 5 publications

Work Condition Factors and Employee Engagement: The Mediating Role of Psychological Capital

Work Condition Factors and Employee Engagement: The Mediating Role of Psychological Capital

The interplay between person-environment fit, empowerment and job satisfaction: a moderation effect of leader-member-exchange

Using EENDEED to Measure Remote Employee Engagement: Influence of the Sense of Belonging at Work and the Leader-Member Exchange (LMX) on Virtual Employee Engagement

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