• Title/Summary/Keyword: LMX

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Congruence in Leader and Follower Perceptions of Leader-Member Exchange: Relationships with Organizational Commitment and Perceptions of Organizational Politics (리더-구성원 교환관계에 대한 리더와 구성원 지각의 정합성: 조직정치지각과 정서적 조직몰입의 관계를 중심으로)

  • Park, Jae-Chun
    • The Journal of the Korea Contents Association
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    • v.16 no.11
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    • pp.240-252
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    • 2016
  • The purposes of this paper examines the extant to which congruence in leader and follower rating of LMX quality is related to organizational commitment, and perceptions of organizational politics(POPs). A conceptual model is introduced that identifies four combinations of leader and follower LMX ratings of Cogliser et al.(2009): balanced/low LMX(low leader and follower LMX), balanced/high LMX(high leader and follower LMX), follower overestimation(low leader LMX/high follower LMX), follower underestimation(high leader LMX/low follower LMX). The summary of results based on a sample of 236 matched pairs of leaders and followers in KOREA is as follows: First, balanced/high LMX and follower overestimation were associated with relatively high levels of affective organizational commitment, and perceptions of organizational politics. However, follower underestimation and balanced/low LMX was related to low levels of follower outcomes. In particular, follower underestimation and balanced/low LMX were significantly different from balanced/high LMX and follower overestimation. Second, perceptions of organizational politics was negatively related to affective organizational commitment in the four LMX relationship types. Especially, the negative relationship between POPs and organizational commitment was stronger for people who are low as compared with high in LMX quality. Theoretical and practical implications of our findings as well as directions for future research are provided.

The effect of supervisor humor on subordinates' job satisfaction: Mediating effects of LMX and CWX (상사유머가 부하의 직무만족에 미치는 영향: LMX와 CWX의 매개효과 검증)

  • Yang, Dong-Min
    • Journal of Digital Convergence
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    • v.20 no.5
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    • pp.291-295
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    • 2022
  • The purpose of this study is to examine the effect of supervisor humor on LMX and CWX. LMX and CWX on subordinates' job satisfaction. Additionally, we attempt to test the mediating roles of LMX and CWX on the relationships between supervisor humor and subordinates' job satisfaction. To verify the proposed hypotheses, we collected 230 data of employees in various industry. The major findings are as follows: 1) supervisor humor is positively associated with LMX and CWX. 2) LMX and CWX are positively associated with subordinates' job satisfaction. 3) LMX and CWX partially mediate the relationship between supervisor humor and subordinates' job satisfaction. We provided implications of the research results and recommendations for future research.

Research on Leadership, LMX, and Organizational Achievements of Kitchens for 5-Star Hotels in Jeju District (제주지역 특1급 호텔 조리부서의 리더십과 LMX 그리고 조직성과에 관한 연구)

  • Yang, Tai-Seok;Choi, Kwang-Soo
    • Culinary science and hospitality research
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    • v.22 no.4
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    • pp.1-23
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    • 2016
  • This research attempts to analyze the relationship among leadership, LMX and organizational achievements for chefs in the Jeju district. The results of the research revealed that the leadership type only affected the servant leadership of LMX. Furthermore, the job satisfaction for leadership and LMX was influenced by organizational commitment. Therefore, to strengthen the relationship of LMX, the leadership type's servant leadership must be the essential link between the relationship of LMX, and LMX serves as the link between leadership and organizational achievement. Ultimately, to augment the employer-employee relationship, the factors of servant leadership must be applied, for example, by taking good care of the workers, persuasion, attentively listening to the workers, sympathy, and suggestion of vision, as well as the mutual link and respect among the employers and employees, all of which were shown to have positive influences on the organizational achievements.

An Empirical Study on the Antecedents and Outcomes of Leader-Member Exchange Quality in the Korean Army Platoons (상하간 교환관계의 질의 영향요인과 결과에 관한 실증연구 : 육군 소대장과 소대원을 대상으로)

  • 이무신;손병호;김태준
    • Journal of the military operations research society of Korea
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    • v.22 no.2
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    • pp.49-72
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    • 1996
  • This study examined the antecedents and outcomes of leader-member exchange (LMX) quality in the Korean Army platoons. Although a number of studies have devoted substantial attention to the application of the LMX theory in various organizational settings, there has been no effort to verify or to apply the model to a military situation. In this paper, we tried to build an integrative LMX model to apply to the Korean army. We developed, on the basis of literature review, an integrative framework describing the factors affecting the LMX quality, LMX quality outcomes and the moderators of LMX quality-outcomes. Then we collected data from the 404 lieutenant-soldier dyads. The analysis of the data showed that 1) interpersonal variables (perceived similarity and liking of soldier) and LMX quality were significantly related, 2) LMX quality and outcome variables(soldier's performance, job satisfaction, and morale) were significantly related, and 3) the relationship between LMX quality and soldier's performance were strongly significant when task challenge is high but nonsignificant when task challenge is low, while there were nonsignificant or weekly significant relationships between LMX quality and soldier's performance when task challenge is moderate. The results are basically coinciding with the previous research, except that, with the low challenge tasks, the LMX quality did not affect soldier's performance, which seems to be due to the directive leadership style of the lieutenants. The theoretical and practical implications and future research directions are discussed.

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The Relationships among Leader-member Exchange(LMX), Leader Integrity, Perceived Team Efficacy, Organizational Citizenship Behavior (LMX, 리더 도덕성, 지각된 팀효능감 및 조직시민행동의 관계)

  • Park, Jae-Choon;Kim, Sung-Hwan
    • The Journal of the Korea Contents Association
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    • v.15 no.4
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    • pp.420-430
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    • 2015
  • This paper investigates the relationships between leader-member exchange(LMX), perceived team efficacy, and organizational citizenship behavior(OCBI, OCBO) in the Korea Post. Also the study investigates the moderator effect of leader integrity and the mediator effect of perceived team efficacy in the relationships between LMX and OCB(OCBI, OCBO). The multiple regression analysis were employed to test the hypotheses. The main finding of this study was as follows: First, LMX had a positive effect on the perceived team efficacy. Second, the perceived team efficacy had a positive impact on OCB(OCBI, OCBO). Third, the perceived team efficacy completely mediated effect on the relationship between LMX and OCBI. Also the perceived team efficacy partially mediated effect on the relationship between LMX and OCBO. Fourth, the positive relationships between LMX and OCB(OCBI, OCBO) were stronger when leader integrity was high rather than low. In particular, this review concludes with implications for future research, limitations of this study, and practical application.

A Study on the Effects of LMX and Affiliation/Challenge-oriented OCB and Moderated-mediating Effects of Toxic Leadership (LMX와 관계/도전 지향적 조직시민행동의 영향 및 독성리더십의 조절된 매개효과 연구)

  • Sung-Su Ahn;Hyeon-Suk Park
    • Industry Promotion Research
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    • v.8 no.2
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    • pp.67-80
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    • 2023
  • This study analysis the effects of the relationship between LMX and affiliation-OCB, challenge-OCB which is voluntary behavior of organizational members. For this study, the effect of LMX on AOCB and COCB, as well as the mediating effect of AOCB behavior, the moderating role of toxic leadership, were analyzed. The results of studies are as follows. First, LMX had a positive effect on AOCB and COCB, respectively. Second, AOCB has a mediating-effect between LMX and COCB. and Third, toxic leadership confirmed the moderating-effect between LMX and AOCB, and finally the moderated-mediating-effect through AOCB in the relationship between LMX and COCB. Therefore, it was analyzed that the quality of the relationship between leader and member in the organization is an important factor in expanding the positive and voluntary behavior of members in the organization. In addition, since toxic leadership weakens positive and voluntary civic behavior for organizational members, it suggests the need for strategy to overcome toxic leadership for an efficient organization management.

The Effects of LMX on Creativity: The Serial Multiple Mediating Effects of Relational Energy and Creative Process Engagement (LMX가 창의성에 미치는 영향: 관계에너지와 창의과정몰입의 연속다중매개효과를 중심으로)

  • Li, Wei;Tian, Zhi-Rong;Park, Ho-Hwan
    • The Journal of the Korea Contents Association
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    • v.22 no.10
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    • pp.309-319
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    • 2022
  • As a study on the mechanisms by which creativity is improved in an organization, this study tried to verify the serial multiple mediating effects of relational energy and creative process engagement in the effect of leader-member exchange(LMX) on creativity. To test the hypothesis, a survey was conducted on 200 workers in China, and 154 of them were analyzed. The analysis used model 6 of the PROCESS macro. As a result, first, LMX has positive effects on creativity. Second, relational energy mediated the relationship between LMX and creativity. Third, creative process engagement mediated the relationship between LMX and creativity. Forth, relational energy and creative process engagement continuously mediated the relationship between LMX and creativity. Based on these research results, the implications and limitations of this study were presented, and methods to improve creativity in the organization were discussed.

A Study on Mediating Effect of LMX on the Relationship between Ethical Leadership and Job Satisfaction (윤리적 리더십과 직무만족과의 관계에서 리더-구성원 교환관계(LMX)의 매개효과에 관한 연구)

  • Lee, Kyu-Yong;Song, Jung-Su
    • Journal of the Korea Safety Management & Science
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    • v.13 no.4
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    • pp.43-52
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    • 2011
  • This study investigates the effect of the relationships among ethical leadership, LMX(leader-member exchange) and job satisfaction, and the mediating effect of LMX on the relationship between ethical leadership and job satisfaction. In order to verify the relationships and the mediating effect, the data obtained from convenient sample of 256 nurses in a city were analyzed by using SPSS 12.0. The findings were as follows: First, ethical leadership were positively related to LMX and job satisfaction. Second, LMX was positively related to job satisfaction. Finally, LMX played as a partial mediator on the relationship between ethical leadership and job satisfaction. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

Mediation Effect of LMX Quality on the Relationship between Job Stress and Job Satisfaction (직무 스트레스와 직무만족의 관계에서 LMX 질의 매개효과)

  • Kim, Jin-Kang
    • The Journal of the Korea Contents Association
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    • v.10 no.11
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    • pp.424-434
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    • 2010
  • Job stress of Korean workers is 87.8% which is the highest level among OECD countries(average 80%), and job satisfaction is 69% which is the lowest satisfaction much lower than the average(81) of OECD. This study aims to analyze the effect of LMX; Leader-Member Exchange regarding job stress and job satisfaction empirically. According to the result of the study of employees in special hotels in capital areas and Jeolla province, the difference between job stress and intensity showed partial differences in marital status. In addition, the mediating roles of the LMX quality showed that the only organization-related stress consisting of role conflicts and role ambiguity factors was found to be mediated by the quality of LMX in terms of the effect on job satisfaction. Also, the effect of job authority-related stress and job environment stress on job satisfaction showed that the quality of LMX didn't have an influence.

Effects of the Personality Traits of Hotel Chefs and LMX on Innovative Behavior (호텔조리사의 성격특성과 LMX가 개인혁신행동에 미치는 영향)

  • Lee, Chan-Ok;Cho, Eun-Hye;Cho, Yong-Bum
    • Culinary science and hospitality research
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    • v.19 no.5
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    • pp.59-75
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    • 2013
  • This paper investigated the effects of hotel chefs' personality and leader-member exchange(LMX) on innovative behavior. The sample for the study is 300 chefs extracted from four five-star hotels in Busan metropolitan area. Self-administrated questionnaires are distributed and 267 usable ones are collected and used for the analyses. The findings of the research are as follows, First, hotel chefs' personality consists of neuroticism, openness, friendliness, conscientiousness and extroversion. Second, hotel chefs' LMX consists of attachment, loyalty, a sense of contribution and respect. Third, hotel chefs' openness, considerateness, and leadership positively affect hotel chefs' LMX and hotel chefs' introversion negatively affect hotel chefs' LMX. Fourth, hotel chef's innovative behavior is affected by hotel chef's attachment, loyalty and respect.

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