Measuring humane orientation of organizations through social exchange and organizational identification facilitation and control of burnout and intent to quit
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Citations
Investigating the impact of knowledge sharing system on workplace deviance: a moderated mediated process model in Indian IT sector
The Effect of Burnout and Work Attitudes on Turnover Intention: A Meta-Analytical Comparison between Asia, Oceania, and Africa
Linking employee perceptions and employee attitudes through their levels of organizational identification: a field investigation in India
The predictors of intent to leave in the accounting and finance sector in Asia-Pacific countries: a cross-industrial meta-analysis study
A Decade of Trend in the Employee Turnover Intention Study in India: A Systematic Rºeview and Recommendation
References
Common method biases in behavioral research: a critical review of the literature and recommended remedies.
Applied multiple regression/correlation analysis for the behavioral sciences
Social Identity Theory and the Organization
The job demands-resources model of burnout
Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study
Related Papers (5)
Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice
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Frequently Asked Questions (9)
Q2. What are the variables considered as control variables for the purpose of this study?
Demographic variables of gender, marital status, educationlevel, and tenure have been considered as control variables for the purpose of this study.
Q3. What is the effect of a high-quality relationship with a leader?
a high-quality relationship with one’s leader can have a positive effect on performance and affective outcomes (Gerstner & Day, 1997).
Q4. What is the effect of LMX on the subordinate?
In relationships marked by high LMX quality, the increased support by the supervisor may help reduce uncertainty and ambiguity of the subordinate (Harris & Kacmar, 2006).
Q5. Why did the original scale have a high internal reliability?
Because the original scale is unidimensional and has high internal reliability, the use of shorter versions does not appear problematic (Rhoades & Eisenberger, 2002).
Q6. What is the importance of LMX in organizational outcomes?
social exchange research hasestablished importance of quality of leader-member exchange (LMX) for organizational outcomes but research on ‘how’ aspects of the association are still lacking (Ilies, Nahrgang, & Morgeson, 2007).
Q7. What is the effect of the person-organization fit on employees?
As the person-organization fit affects one’s experience of the job, it is therefore likely to affect burnout (Siegall & McDonald, 2004).
Q8. What is the significance of mediation analysis for LMX quality?
Statistics confirmed the significance of mediation analysis for OID mediating relation of LMX quality (z = -2.74, p=.006 for LMX as independent variable) and burnout.
Q9. What is the importance of turnover in the workplace?
Activities like induction and training of new personnel involve high costs thereby increasing the relevance of turnover (Siong, Mellor, Moore & Firth, 2006).