Effect of Leader-Member Exchange, Interpersonal Relationship, Individual Feeling of Energy and Creative Work Involvement towards Turnover Intention: A Path Analysis using Structural Equation Modeling

We explored whether or not leader–member exchange (LMX) had an indirect relationship with turnover intention through the mediators of salespersons' sales performance, job satisfaction, and organizational commitment. Survey forms were distributed to 228 salespersons in several industries, and structural equation modeling was conducted to test the research hypotheses. Empirical results were as follows: First, LMX positively affected sales performance, job satisfaction, and organizational commitment. Second, LMX indirectly affected turnover intention through the mediators of sales performance, job satisfaction, and organizational commitment among those salespersons. Third, LMX indirectly and positively affected job satisfaction and organizational commitment through the mediator of sales performance, which, in turn, influenced salespersons' turnover intention. We discuss the theoretical contributions and implications of our findings.

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

Social Behavior and Personality An International Journal ◽

10.2224/sbp.10659 ◽

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.

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How leader–member exchange can uplift team’s energy to increase creative work involvement

Team Performance Management ◽

10.1108/tpm-06-2015-0029 ◽

2016 ◽

Vol 22 (1/2) ◽

pp. 75-91 ◽

Cited By ~ 5

Author(s):

Sara Kahrobaei ◽

Saeed Mortazavi

Keyword(s):

Structural Equation ◽

Equation Modeling ◽

Leader Member Exchange ◽

Creative Work ◽

Manufacturing Companies ◽

Energy Functions ◽

Content Type ◽

Mediating Role ◽

Analysis Technique ◽

Member Exchange

Purpose – The purpose of this paper is to examine the effect of leader–member exchange quality on creative involvement of teams in creative work through the mediating role of collective energy comprising of affect, cognitive and behavioral energies. Methodology/approach – In total, a sample of 298 participants in 71 teams working for manufacturing companies producing different auto parts in the eastern part of Iran was examined. A conceptual model was developed, and the hypotheses were analyzed by using structural equation modeling (SEM). Finally, the direct and indirect effects of variables were acquired by a path analysis technique. Findings – The results revealed that, in teams, leader-members exchange indirectly impacts involvement in creative work via affective, cognitive and behavioral energies. Furthermore, affective energy play the most mediating role and behavioral energy my negatively affect involvement in creative work. Originality/value – First, this paper makes a significant contribution to the literature of energy through considering a more panoramic view of it at work. This is the first study in which collective energy functions as a mediating factor in teams. Second, it helps to broaden the scope of research on the relationship between leaders and individuals through multi-level analysis.

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Analysis of Relationships between Coaches' Organizational Justice and Leader-Member Exchange by Structural Equation Modeling

International Journal of Higher Education ◽

10.5430/ijhe.v7n3p197 ◽

2018 ◽

Vol 7 (3) ◽

pp. 197

Author(s):

Yakup Akyel

Keyword(s):

Structural Equation Modeling ◽

Marital Status ◽

Organizational Justice ◽

Structural Equation ◽

The Other ◽

Equation Modeling ◽

Leader Member Exchange ◽

Other Hand ◽

Member Exchange ◽

Exchange Level

In this study, it was aimed to determine to what extent coaches’ organizational justice levels were explained by a leader-member exchange. This study was conducted by using correlational survey model and its sub-purposes were to determine the coaches’ organizational justice levels and to examine the differences in organizational justice levels according to their demographics. 230 coaches participated in the study. As a result of the study, it was determined that the organizational justice level of the coaches is generally moderate. It was found that coaches’ organizational justice levels did not differ significantly among their genders, age, and marital status; on the other hand, those levels differed significantly among their seniority and ranks. As a result of the structural equation modeling, it was found that the coaches’ leader-member exchange level was a positive and significant predictor (R2 = 0.53) of their organizational justice level.

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The Embedded Paradox of Organizational Turnover and Professional Autonomy

Research on Social Work Practice ◽

10.1177/1049731520984535 ◽

2021 ◽

pp. 104973152098453

Author(s):

Guanghuai Zheng ◽

Haijuan Liu ◽

Yean Wang ◽

Beili Chen

Keyword(s):

Structural Equation Modeling ◽

Longitudinal Study ◽

Social Workers ◽

Turnover Intention ◽

Structural Equation ◽

Educational Background ◽

Professional Autonomy ◽

Equation Modeling ◽

Analysis Method ◽

Person Environment Fit

Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.

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A convex formulation for path analysis in structural equation modeling

2016 55th Annual Conference of the Society of Instrument and Control Engineers of Japan (SICE) ◽

10.1109/sice.2016.7749179 ◽

2016 ◽

Author(s):

Anupon Pruttiakaravanich ◽

Jitkomut Songsiri

Keyword(s):

Structural Equation Modeling ◽

Path Analysis ◽

Structural Equation ◽

Equation Modeling ◽

Convex Formulation

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From Ethical Leadership to Team Creativity: The Mediating Role of Shared Leadership and the Moderating Effect of Leader–Member Exchange Differentiation

Sustainability ◽

10.3390/su132011280 ◽

2021 ◽

Vol 13 (20) ◽

pp. 11280

Author(s):

Jue Wang ◽

Hae-Ryong Kim ◽

Byung-Jik Kim

Keyword(s):

Ethical Leadership ◽

Social Information Processing ◽

Shared Leadership ◽

Structural Equation ◽

Role Theory ◽

Equation Modeling ◽

Leader Member Exchange ◽

Team Creativity ◽

Moderated Mediation Model ◽

Member Exchange

Alongside ethical leadership’s effectiveness on team creativity, the superiority of shared leadership has been emphasized in the literature. Based on role theory, social information processing theory, and allocation preferences theory, this study suggests that shared leadership functions as a critical intermediating mechanism to explain the influence of ethical leadership on team-level creativity. Moreover, the dispersion value of leader–member exchange (LMXD) moderates the influence of ethical leadership on shared leadership. To empirically test our hypotheses, this paper used multisource samples and team-level data with moderated mediation model with PLS-SEM method. This study targeted a sample of 30 leaders and 233 team members who work at HRD Korea where a team structure is utilized. The results of structural equation modeling showed that ethical leadership increased shared leadership, and ethical leadership and shared leadership both positively affected team creativity. Shared leadership functioned as a crucial mediating factor in the ethical leadership–team creativity link. Moreover, the team-level LMXD moderated ethical leadership effectiveness on creativity via shared leadership.

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ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION KARYAWAN DI PT. ABC BATAM

JOURNAL OF APPLIED BUSINESS ADMINISTRATION ◽

10.30871/jaba.v4i1.1919 ◽

2020 ◽

Vol 4 (1) ◽

pp. 23-30

Author(s):

Shinta Wahyu Hati

Keyword(s):

Structural Equation Modeling ◽

Turnover Intention ◽

Structural Equation ◽

Equation Modeling

Penelitian ini dilakukan untuk mengetahui apakah terdapat faktor-faktor yang mempengaruhi turnover Intenton karyawan di PT ABC Batam. Metode analisis data yang digunakan dalam penelitian ini adalah menggunakan metode Structural Equation Modeling (SEM) dengan menggunakan aplikasi SmartPLS. Jumlah sampel yang digunakan dalam penelitian ini sama dengan jumlah populasi yaitu sebanyak 93 orang yang terdiri dari karyawan administrasi dan karyawan permanen. Pengumpulan data dalam penelitian ini menggunakan kuisioner (angket) yang terdiri dari 5 variabel eksogen dan 1 variabel endogen yaitu Turnover Intention. Hasil penelitian adalah hanya 2 variabel yang mempunyai pengaruh terhadap turnover intention yaitu variabel Kepemimpinan dan variabel Kepuasan. Sedangkan variabel kompensasi, budaya organisasi dan perkembangan Karir tidak mempengaruhi Turnover Intention yang ditunjukan dengan nilai t hitung lebih besar dari t-tabel ( 1.66)

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Path Analysis, Confirmatory Factor Analysis, and Structural Equation Modeling

Applied Multivariate Statistical Concepts ◽

10.4324/9781315816685-15 ◽

2016 ◽

pp. 455-518

Keyword(s):

Factor Analysis ◽

Structural Equation Modeling ◽

Confirmatory Factor Analysis ◽

Path Analysis ◽

Structural Equation ◽

Equation Modeling ◽

Confirmatory Factor

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Analisis Pengaruh Work Family Conflict dan Beban Kerja Terhadap Stres Kerja Dalam Mempengaruhi Turnover Intention (Studi Pada Karyawan PT. Bank Negara Indonesia (Persero), Tbk Wilayah Semarang)

JURNAL ADMINISTRASI BISNIS ◽

10.14710/jab.v7i2.22694 ◽

2018 ◽

Vol 7 (2) ◽

pp. 95

Author(s):

Nurul Imani Kurniawati ◽

Riandhita Eri Werdani ◽

Robetmi Jumpakita Pinem

Keyword(s):

Structural Equation Modeling ◽

Work Stress ◽

Family Conflict ◽

Turnover Intention ◽

Structural Equation ◽

Work Load ◽

Equation Modeling ◽

Work Family Conflict ◽

Work Family ◽

Positive Effect

The purpose of this research is to investigate the effects of work family conflict, work stress, work load and turnover intention. The study was conducted at women workers in the PT. Bank BNI Tbk Semarang. The data is processed using the Structural Equation Modeling (SEM) by the application program of Analysis of Moment Structure (AMOS) version 18.0. According to the analysis, it is concluded as the followings: work family conflict has a positive effect on work stress (CR = 2.347); work load has a positive effect on work stress (CR = 4.472); work family conflict has a effect on turnover intention (CR = 2.084); work load has a positive effect on turnover intention (CR = 2.208) and work stress has a not effect on turnover intention (CR = 1.616) Tujuan dari penelitian ini adalah untuk mengetahui pengaruh konflik keluarga kerja, stres kerja, beban kerja dan intensi turnover. Penelitian ini dilakukan pada pekerja wanita di PT. Bank BNI Tbk Semarang. Data diolah menggunakan Structural Equation Modeling (SEM) dibantu oleh program aplikasi Analysis of Moment Structure (AMOS) versi 18.0. Menurut analisis, disimpulkan sebagai berikut: work family conflict memiliki efek positif pada stres kerja (CR = 2,347); beban kerja memiliki efek positif pada stres kerja (CR = 4.472); work family conflict berpengaruh pada intensi turnover (CR = 2.084); beban kerja berpengaruh positif terhadap intensi turnover (CR = 2.208) dan stres kerja tidak berpengaruh terhadap intensi turnover (CR = 1.616)

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