Revisiting leader-member exchange theory: insights into stadia management

Abstract

Purpose The purpose of this paper is to examine the mediating impacts of leader-member exchange (LMX) theory on the relationship between job satisfaction, organisational commitment and performance of staff operating in stadia and arenas hosting sport events. Design/methodology/approach A quantitative methods approach was used to gather the data. In total, 146 surveys were completed from stadia hosting sport events in London, Dubai and Doha. Data were analysed using SPSS. Findings LMX fully mediated the relationship between job satisfaction and organisational commitment. LMX fully mediated the relationship between job satisfaction and job performance. In addition, job satisfaction was positively and directly related to job performance as well as organisational commitment. Research limitations/implications In-depth interviews approach is also needed to understand how employees perceive their supervisors, managers, or leaders in stadia hosting sport events. Originality/value The paper advances leadership research in stadia hosting sport events that links the impacts of LMX theory on job satisfaction, organisational commitment and performance.

Music festival supervisor leadership style and organizational citizenship behavior: the effects of employee and volunteer relationships and dependence on their leader

“…In workplaces where the leader is perceived as respectful of the followers, the leader becomes the source of the employee's positive behavior toward the organization. The positive outlook toward the organization coincides with previous research from Megheirkouni (2017), who studied stadium event employees' satisfaction through quality exchange relationships. Employees were likely to show higher levels of commitment and performance when the leader/employee relationship was strong.…”

“…Thus, influencing their attitude toward the organization, these empowered employees are primed for leadership roles (Bass, 1985) causing increased levels of both LMX and OCB (Newman et al , 2017). In support of previous work by Megheirkouni (2017), event employees are more satisfied and perform better when they have high-quality relationships with their supervisor.…”

“…Additionally, the researcher concluded the low response rate is likely due to attendees wanting to fully immerse themselves in the festival without using technology in an ideal, off-grid location. Further, a two-step approach used by Megheirkouni (2017) is ideal; placing questionnaires in customer services and break areas for participants to complete at their leisure and hand-distribution on festival grounds may yield higher response rates.…”

ORGANIZATIONAL COMMITMENT IN THE WAQF ORGANIZATION OF MUHAMMADIYAH: A Perspective From Social Exchange Theory

“…times (10 times or more) is higher than the number of variables in the study. 39 hypothesis Studies conducted by Truckenbrodt, 40 Lee, 41 Islam et al, 42 Jaiswal and Dhar, 43 Srivastava and Dhar, 44 Feng et al, 45 and Megheirkouni 46 show that there is a significant relationship between LMX quality and subordinate commitment. Several periodic research findings have also complemented the evidence of POS's significant positive influence on organizational commitment, as proposed by Garg and Dhar, 47 Wayne et al, 48 Wayne et al, 49 Loi et al, 50 Aube et al, 51 Leveson et al, 52 and also Nazir and Islam.…”

Self-leadership strategies and career success: insight on sports organizations

“…The nature and form of leadership are changing in today’s dynamic sport sectors (Megheirkouni, 2017b, 2018). The traditional management of the by-gone industrial era no longer makes sense in current sport organizations at the individual and organizational levels, given the complexity, competitive market and economic uncertainty.…”