Organizational Justice as a Mediator of the Relationships Between Leader-Member Exchange and Employees' Turnover Intentions

Lee, Hyung-Ryong; Murrmann, Suzanne K.; Murrmann, Kent F.; Kim, Kyungmi

doi:10.1080/19368620903455237

Cited by 58 publications

(39 citation statements)

References 54 publications

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“…Job satisfaction is believed to influence employee performance, hence customer satisfaction (Chi and Gursoy, 2009;Hartline and Ferrell, 1996;Hellman, 1997;Lee et al, 2010;Testa et al, 2003). Job satisfaction is postulated to be influenced by many factors, including socio-demographic characteristics such as age, education and tenure (Kacmar and Ferris, 1989;Kutz et al, 1990;Lynn et al, 1996), gender (Mason, 1995), socio-cultural characteristics of employers (Yetim and Yetim, 2006), training and award at the work place (O'Neill, 1997), and emotional labor (Adelmann, 1995;Brotheridge and Grandey, 2002;Brotheridge and Lee, 2003;Erickson and Wharton, 1997;Liu et al, 2004;Feldman, 1996, 1997;Pugliesi, 1999;Wharton, 1993Wharton, , 1996Wong and Wang, 2009;Yang and Chang, 2008;Zapf and Holz, 2006).…”

Section: Job Satisfactionmentioning

confidence: 94%

Identifying the complex relationships among emotional labor and its correlates

Gürsoy

Boylu

Avcı

2011

International Journal of Hospitality Management

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Section: Job Satisfactionmentioning

confidence: 94%

Identifying the complex relationships among emotional labor and its correlates

Gürsoy

Boylu

Avcı

2011

International Journal of Hospitality Management

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“…Previous studies have suggested that high-quality LMX, which means a better relationship between leaders and members, is positively related to employees' behaviors (Dansereau, Graen and Haga 1975;Graen and Uhl-Bien 1995), resulting in low turnover intention (Gerstner and Day 1997;Graen and Uhl-Bien 1995;Lam 2003;Lee et al 2010), increased retention (Dansereau, Cashman and Graen 1973;Graen, Novak and Sommerkamp 1982), improved organizational citizenship behavior (Kim, O'Neil and Cho 2010), subordinates' increased communicative responsiveness (Borchgrevink and Boster 1994), and improved performance ratings (Farh et al 1998), as well as increased positive attitudes among subordinates, such as organizational commitment (Ansari, Hung and Aafaqi 2007;Lee 2005;Mazibuko and Boshoff 2003;Nystrom 1990), a higher level of trust (Testa 2002), psychological empowerment (Kim and George 2005), job satisfaction (Dulebohn et al 2011;Erdogan and Enders 2007;Liao, Hu and Chung 2009) and perception of empowerment (Deci, Connell and Ryan 1989). These studies indicate that the higher the LMX relationship, the more positive the employees' responses.…”

Section: Leader-member Exchangementioning

confidence: 99%

The effects ofLMXon gender discrimination and subjective career success

Park

Kang

Lee

et al. 2016

Asia Pac J Human Res

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The objectives of this study are to identify the effects of leader–member exchange (LMX) on employees' perception of gender discrimination and subjective career success and to examine the relationship between gender discrimination and subjective career success. Data was collected from hotel employees in Seoul, South Korea. To accomplish the objectives, structural equation modeling was conducted.The first result was that LMX had a significant positive impact on subjective career success. Second, LMX impacted differently gender discrimination (employment and promotion discrimination, and wage and training discrimination). Third, each gender discrimination factor influenced differently subjective career success. Understanding the relationships among LMX, gender discrimination, and subjective career success can suggest practical solutions for efficient human resource management to hotel managers.

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“…Kişinin işten ayrılma niyeti Hom ve Griffeth (1991) ile Lee (2010) tarafından kullanılan üç ifade ile ölçülmüştür (Örn: Sık sık iş bırakmayı düşünürüm). Söz konusu ölçeğin güvenirlik düzeyi 0,87 olarak hesaplanmıştır (Cevrioğlu, 2007).…”

Section: İşten Ayrılma Niyetiunclassified

The Effect Of Internal Locus Of Control, Leader-Member Exchange Quality and Affective Commitment on Turnover Intentions: A Study Among Public Officer

Ayan¹,

Eser²

2016

PAU J Soc Sci Ins

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ÖzetBu çalışmanın amacı kontrol odağı, lider-üye etkileşimi ve örgüte duygusal bağlılığın işten ayrılma niyeti üzerindeki etkisini incelemektir. Araştırma çeşitli kademelerden 200 devlet memurunun katılımı ile gerçekleştirilmiştir. Veri toplama yöntemi olarak anket kullanılmıştır. Yapılan analizler sonucunda iç kontrol odağının işten ayrılma niyeti üzerinde pozitif yönde, örgüte bağlılığın ise negatif yönde katkı sağladığı görülmüştür. Bu bulgu çalışanların iç kontrol odakları arttıkça ve duygusal bağlılıkları azaldıkça işten ayrılma niyetlerinin de arttığı anlamına gelmektedir. Araştırmada ele alınan bir diğer değişken olan lider-üye etkileşimi ile işten ayrılma niyeti arasında ise istatistiki olarak anlamlı bir ilişki ortaya çıkmamıştır. Araştırmanın bulguları çalışanların işten ayrılma niyeti üzerinde yönetici gibi dışsal unsurlardan ziyade bireysel özellik ve tutumların daha anlamlı katkılar sağlayabileceği şeklinde yorumlanabilir. Anahtar Kelimeler: Kontrol odağı, Lider-üye etkileşimi, Örgüte duygusal bağlılık, İşten ayrılma niyeti. THE EFFECT OF INTERNAL LOCUS OF CONTROL, LEADER-MEMBER EXCHANGE QUALİTY AND AFFECTİVE COMMİTMENT ON TURNOVER INTENTİON: A STUDY AMONG CIVIL SERVANTS AbstractThis study aims to investigate the effect of internal locus of control, leader member exchange quality and affective commitment on turnover intention. Totally 200 civil servants from various public institutions and a public university in Istanbul participated in the research. Survey method was used to gather data. The findings demonstrate that internal locus of control has a positive; however, affective commitment has a negative effect on turnover intention. Leader member exchange quality wasn't found to be statistically relevant to turnover intention. These results encourage us to believe that individual characteristics and attitudes have more meaningful effects than environmental elements in regards of turnover intention.

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Organizational Justice as a Mediator of the Relationships Between Leader-Member Exchange and Employees' Turnover Intentions

Cited by 58 publications

References 54 publications

Identifying the complex relationships among emotional labor and its correlates

Identifying the complex relationships among emotional labor and its correlates

The effects ofLMXon gender discrimination and subjective career success

The Effect Of Internal Locus Of Control, Leader-Member Exchange Quality and Affective Commitment on Turnover Intentions: A Study Among Public Officer

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