Effects of Leader-Member Exchange of Nurses who Return to Work after Parental Leave on Conflict between Work and Family: Focus on the Mediating Effects of Job Stress

Team-level career mentoring by supervisors is conceptualized as mentoring that provides career support for all team members. A new model of mentoring and individual team-source learning is presented. Data from 192 individuals in 37 intact work groups in the banking industry were used to examine how intra-group processes might influence the team mentoring process. Team-level leader-member exchange, peer mentoring, and proactive member behavior were examined for their influence on team-level career mentoring by supervisors. Our results suggest that aspects of the team context (represented by mean leader-member exchange and mean peer mentoring) influenced team-level career mentoring. Team-level career mentoring (TCM) had a positive effect on individual team-source learning and had mediating effects on the relationships between the team contextual factors and individual team-source learning. The implications of this research for studying supervisory team-level career mentoring are discussed.

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Relationships of Emotional Intelligence to Performances : The Mediating Effects of Leader-Member Exchange and Team-Member Exchange

The Korean Journal of Human Resource Development Quarterly ◽

10.18211/kjhrdq.2012.14.3.005 ◽

2012 ◽

Vol 14 (3) ◽

pp. 111-135

Author(s):

박종민 ◽

정회근 ◽

ShimDukSup ◽

노현재

Keyword(s):

Emotional Intelligence ◽

Team Member ◽

Leader Member Exchange ◽

Mediating Effects ◽

Team Member Exchange ◽

Member Exchange

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Leader Member Exchange Revisited: An Investigation of the Moderating and Mediating Effects of LMX in Two Samples — USA and India

Management and Labour Studies ◽

10.1177/0258042x0703200203 ◽

2007 ◽

Vol 32 (2) ◽

pp. 203-220 ◽

Cited By ~ 2

Author(s):

Arup Varma ◽

Shaun Pichler ◽

E. S. Srinivas ◽

Marl Albarillo

Keyword(s):

Leader Member Exchange ◽

Mediating Effects ◽

Two Samples ◽

Member Exchange

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PENGARUH PERCEIVED ORGANIZATIONAL OF SUPPORT, LEADER-MEMBER EXCHANGE, DAN STRES KERJA TERHADAP TURNOVER INTENTION KARYAWAN GENERASI Y DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING (Studi Kasus Pada Karyawan PT BPR Restu Artha Makmur)

Jurnal Riset Ekonomi dan Bisnis ◽

10.26623/jreb.v10i1.710 ◽

2017 ◽

Vol 10 (1) ◽

pp. 63

Author(s):

Franes Pradusuara ◽

Indarto Indarto ◽

Djoko Santoso

Keyword(s):

Employee Engagement ◽

Job Stress ◽

Work Stress ◽

Turnover Intention ◽

Sampling Method ◽

Leader Member Exchange ◽

Analysis Technique ◽

Member Exchange ◽

Negative Effect ◽

Positive Effect

Penelitian ini bertujuan: (1) Untuk menganalisis pengaruh perceived organizational of support, leader-member exchange, dan stres kerja terhadap employee engagement dan turnover intention; (2) Untuk Menganalisis pengaruh perceived organizational of support, leader-member exchange, dan stres kerja terhadap Turnover Intention dengan dimediasi oleh employee engagement.Penelitian ini merupakan penelitian eksplanatori dengan metode pengambilan sampel secara sensus terhadap 60 karyawan generasi Y di PT BPR Restu Artha Makmur Kota Semarang. Teknik pengumpulan data menggunakan kuesioner yang menggunakan skala likert 5 poin. Teknik analisis yang digunakan adalah regresi linear berganda.Hasil penelitian menunjukkan bahwa: (1) perceived organizational of support berpengaruh positif-signifikan terhadap employee engagement dan negatif-signifikan terhadap turnover intention; (2) leader-member exchange berpengaruh positif-signifikan terhadap employee engagement dan negatif-signifikan terhadap turnover intention; (3) stres kerja berpengaruh negatif-signifikan terhadap employee engagement dan positif-signifikan terhadap turnover intention; (4) employee engagement berpengaruh negatif-signifikan terhadap turnover intention; (5) employee engagement efektif dalam memediasi variabel perceived organizational of support, leader-member exchange, dan stres kerja terhadap turnover intention (R = 0,71; Sign = 0.00). This study aims: (1) To analyze the effect of perceived organizational of support, leader-member exchange, and job stress on employee engagement and turnover intention; (2) To analyze the influence of perceived organizational of support, leader-member exchange, and work stress on Turnover Intention with mediating employee engagement.This research is explanatory research with census sampling method to 60 Y generation employees at PT BPR Restu Artha Makmur Semarang City. Technique of collecting data using questionnaires using Likert scale 5 points. The analysis technique used is multiple linear regression.The results showed that: (1) perceived organizational of support positively-significant to employee engagement and negative-significant to turnover intention; (2) leader-member exchange has a significant positive effect on employee engagement and significant negatives to turnover intention; (3) Job Stress has significant effect on employee engagement and positive-significant to turnover intention; (4) employee engagement has a significant negative effect on turnover intention; (5) effective employee engagement in mediating perceived organizational of support, leader-member exchange, and work stress on turnover intention (R = 0.71; Sign = 0.00).

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