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
Leadership and stress: A meta-analytic review
Satisfaction of Learning, Performance and Relatedness needs at Work and Employees' Organizational Identification
A resource-based perspective on leader-member exchange: An updated meta-analysis
Addressing Differences Between Inbound and Outbound Agents for Effective Call Center Management
Salesperson burnout: exploring the link with the manager support
References
Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues
Emotional Labor in Service Roles: The Influence of Identity
The Burnout Companion To Study And Practice: A Critical Analysis
Affective commitment to the organization: the contribution of perceived organizational support.
Identification in Organizations: An Examination of Four Fundamental Questions
Related Papers (5)
Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice
Perceived Organizational Support And Leader-Member Exchange: A Social Exchange Perspective
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).