scholarly journals Mediation Effects of LMX in the Correlation of the Boss’s Personality Traits and Organizational Attachment

2021 ◽  
Vol 27 (5) ◽  
pp. 1075-1085
Author(s):  
Kyung-Hee Kim ◽  
Kyoung-Hee Cha ◽  
Eun-Jun Pack
Keyword(s):  
Personality Traits ◽  
Working Environment ◽  
Basic Data ◽  
Leader Member Exchange ◽  
Mediation Effects ◽  
Organizational Attachment ◽  
Beauty Salon ◽  
Member Exchange ◽  
Organizational Rules ◽  
The Impact

Therefore, the purpose of this study is to study organizational attachment and Leader-Member Exchange (LMX) according to the personality traits of leaders in the beauty salon industry in order to provide basic data for providing better working environment and maintaining stabilized employment. This study studied the impact of the personality traits of superiors in the beauty salon industry on LMX through surveys for beauty salon industry workers residing in Seoul Metropolitan City and Gyeonggi Province, and found that diligence, extroversion, stability, friendliness, and openness had a significant positive effect (+); diligence, stability, friendliness, and openness of superiors in the beauty salon industry had significant positive impact (+) on organizational attachment; and mediation effect was found for LMX in the correlation of personality traits of superiors in beauty salon industry and organizational attachment. This shows that superiors who are diligent and adhere to organizational rules may extend to organizational attachment, and that good LeaderMember Exchange (LMX) may lead to help in many aspects in work. Carrying out job-training through individual personality tests and having a horizontal communication system will be able to provide emotional stability and sense of belonging to employees, boosting work efficiency. This paper hopes that based on the results of this study, continuous study will be carried out to complement results, ultimately being utilized in stable state of employment and long service with the organizational attachment of beauty salon industry employees. Therefore, the purpose of this study is to study organizational attachment and Leader-Member Exchange (LMX) according to the personality traits of leaders in the beauty salon industry in order to provide basic data for providing better working environment and maintaining stabilized employment.

Whistleblowing and the ‘Person-Situation’ Conundrum: What Matters More?

2021 ◽  
pp. 097168582110228
Author(s):  
Meenal Gakhar ◽  
Zubin R. Mulla
Keyword(s):  
Personality Traits ◽  
Ethical Leadership ◽  
Strong Support ◽  
Situational Factors ◽  
Moral Foundations ◽  
Big Five Personality ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
The Individual ◽  
The Impact

This article extends the knowledge on whistleblowing by studying the impact of two individual antecedents (moral foundations and personality traits) and two situational factors (ethical leadership and leader–member exchange) on whistleblowing intentions. We presented 203 management students with a situation and assessed their likelihood of whistleblowing. Model estimations found strong support for situational factors overpowering the individual factors in determining the whistleblowing intentions. We found that ethical leadership was positively, and leader–member exchange negatively related with whistleblowing. In the presence of these situational factors, neither the Big Five personality traits, nor the moral foundations of a person seemed to matter in predicting an individual’s whistleblowing behaviour.

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.

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