scholarly journals When breaking the rule becomes necessary: The impact of leader–member exchange quality on nurses pro‐social rule‐breaking

Nursing Open ◽  
2021 ◽  
Author(s):  
Muhammad Irshad ◽  
Jos Bartels ◽  
Mehwish Majeed ◽  
Sajid Bashir
Keyword(s):  
Leader Member Exchange ◽  
Social Rule ◽  
Member Exchange ◽  
Rule Breaking ◽  
The Impact

Inclusive Leadership and Pro-Social Rule Breaking: The Role of Psychological Safety, Leadership Identification and Leader-Member Exchange

2020 ◽  
pp. 003329412095355
Author(s):  
Feng Wang ◽  
Wendian Shi
Keyword(s):  
Psychological Safety ◽  
Leader Member Exchange ◽  
Strong Impact ◽  
Inclusive Leadership ◽  
Social Rule ◽  
Significant Difference ◽  
Member Exchange ◽  
Rule Breaking ◽  
The Impact

This study explores the impact of inclusive leadership on employees’ pro-social rule breaking through the dual path of psychological safety and leadership identification, as well as the moderating role of leader-member exchange in the above paths. We used questionnaires to survey 303 employees at two time points. The results show that inclusive leadership has a significant positive impact on employees’ pro-social rule breaking, that psychological safety and leadership identification play mediating roles in this relationship, and that there is no significant difference between the mediating effects. Leader-member exchange moderates the indirect effect of inclusive leadership on pro-social rule breaking through psychological safety. That is, under a high level of leader-member exchange, inclusive leadership has a strong impact on psychological safety and pro-social rule breaking, but the moderating effect of inclusive leadership on employees’ pro-social rule breaking through leadership identification is not significant. This study provides guidance for improving the vitality of employees and promoting the development of enterprise rules.

scholarly journals TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Muhammad Zakiy
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intention ◽  
Negative Influence ◽  
Positive Influence ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as  personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction. 

scholarly journals Conceptualizing the impact of Leader-member Exchange in non-profit and religious organisations: The case of waqf institutions in Malaysia

2019 ◽  
Vol 7 (3) ◽  
pp. 71
Author(s):  
Sharfizie Mohd Sharip ◽  
Marinah Awang ◽  
Ramlee Ismail
Keyword(s):  
Past Research ◽  
Positive Outcome ◽  
Potential Effect ◽  
Leader Member Exchange ◽  
Non Profit ◽  
Lmx Theory ◽  
Member Exchange ◽  
The Impact

While a great discussion on past research done to investigate the impact on Leader-Member Exchange (LMX) in producing the positive outcome of the management, relatively little research has been done conducted to examine the link between LMX to the effectiveness of the management particularly in a religious based non-profit organization in a Malaysia setting. Meanwhile, a discussion on LMX of the non-profit organisation is not explicitly religious based as the discussion on Malaysia institution, and specifically among non-profit organisation religious based is lacking. Thus, the objective of this study to address the issue of communication among leader-member via LMX theory and to propose potential effect to the effectiveness of the management particularly in a religious based non-profit organisation, specifically in Waqf institutions in the Malaysian setting.

Leader mindfulness and employee creativity: The importance of leader–member exchange

2021 ◽  
Vol 49 (9) ◽  
pp. 1-9
Author(s):  
Huwa Tan ◽  
Zhou Wang ◽  
Jiaxin Huang
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Manufacturing Companies ◽  
Employee Creativity ◽  
High Quality ◽  
Member Exchange ◽  
The Impact

The main objective of this study was to clarify the mechanisms through which leader mindfulness enhances employee creativity, and we proposed that leader–member exchange (LMX) would act as a mediator of this relationship. To test our hypotheses we conducted a survey with 329 subordinates and 51 supervisors employed at three large manufacturing companies in China. The results of structural equation modeling show that the association of leader mindfulness with employee creativity was positive, and that LMX partially mediated this link. This study provides useful insights in explaining the impact that leader mindfulness has on employee creativity by focusing on LMX as a mediator. Our findings indicate that organizations should take leader mindfulness into account, and that managerial interventions should be implemented to establish high-quality LMX relationship.

The impact of leader-member exchange on knowledge sharing and performance

2016 ◽  
Vol 7 (3) ◽  
pp. 289-305 ◽  
Author(s):  
Maryam Sharifkhani ◽  
Javad Khazaei Pool ◽  
Sobhan Asian
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
And Performance ◽  
The Impact

Purpose The purpose of this study is to investigate the relationship between leader-member exchange (LMX), knowledge sharing and performance. Design/methodology/approach To reach the objective, a sample was used which consisted of some oil and gas companies in Singapore with experience in balanced scorecard (BSC) perspectives. The partial least-squares structural equation modeling approach was used to test the model. Findings The results showed that LMX affects knowledge sharing and performance positively and meaningfully. Moreover, knowledge sharing affects performance. Originality/value An integrated model of LMX, knowledge sharing and performance was tested in the oil and gas industry. The combination of a developed country context and the significance of LMX enhances the contextual contribution of the paper.

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