THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND WORK ENGAGEMENT ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND JOB SATISFACTION

Abstract

This research aims to comprehend the the mediating roles of perceived organizational support and work engagement in the effect of leader-member exchange on employees’ job satisfaction. Namely, the main purpose is to contribute to this gap in the current knowledge. Structural equation modelling method (SEM) method has been used to analyse multiple variable complex models including direct and indirect relationships. Five-point Likert scale quantitative data was collected. Confirmatory factor analyses have been conducted to verify the convergent validity. Composite reliability has been used to testify reliability and AVE values indicated discriminant validity of the scales. The hypotheses have been tested by means of SEM. Consequently, it has been empirically proven that leader-member exchange has a positive impact on job satisfaction. Furthermore, both perceived organizational support and work engagement play mediating role in the relationship between leader-member exchange and job satisfaction. These findings are in accordance with the extant literature. This study attempts clarify the mechanism behind the relationship between leader-member exchange and job satisfaction by examining the role of perceived organizational support and work engagement concurrently.

Keywords

• Perceived Organizational Support
• Leader-Member Exchange
• Work Engagement
• Job Satisfaction

LİDER-ÜYE ETKİLEŞİMİ VE İŞ TATMİNİ ARASINDAKİ İLİŞKİDE ALGILANAN ÖRGÜTSEL DESTEK VE İŞE BAĞLILIĞIN ROLÜ

Abstract

Bu araştırmada, algılanan örgütsel destek ve işe bağlılığın aracı rolleri aracılığıyla lider-üye etkileşiminin çalışanların iş tatmini üzerindeki doğrudan ve dolaylı etkilerinin incelenmesi amaçlanmıştır. Çalışma mevcut literatürdeki bu boşluğu kapatmayı amaçlamaktadır. Yapısal eşitlik modeli yöntemi, son derece çok değişkenli karmaşık modellerin analizinde kullanılır. Doğrudan ve dolaylı ilişkileri açıklamayı sağlar. Bu nedenlerden dolayı seçilmiştir. Yakınsama geçerliliği için doğrulayıcı faktör analizi uygulanmıştır. Ölçek güvenilirliği ise bileşik güvenilirlik katsayısı ile anlaşılmıştır. Ayrışma geçerliliği belirlenirken AVE değerleri kullanılmıştır. Hipotezler yapısal eşitlik modeli yöntemi kullanılarak test edilmiştir. Sonuç olarak lider-üye etkileşiminin iş tatmini üzerinde olumlu etkisi olduğu ampirik olarak kanıtlanmıştır. Ayrıca hem algılanan örgütsel destek hem de işe bağlılık, lider-üye etkileşimi ve iş tatmini arasındaki ilişkiye aracılık etmektedir. Bu sonuçlar mevcut literatür ile uyumludur. Bu çalışma, algılanan örgütsel destek ve işe bağlılığın eş zamanlı rolünü inceleyerek Lider-Üye Etkileşimi ve İş Tatmini arasındaki ilişkinin arkasındaki mekanizmayı anlamaya çalışmaktadır.

Keywords

• Algılanan Örgütsel Destek
• İşe Bağlılık
• Lider-Üye Etkileşimi
• İş Tatmini

References

1. Agarwal, U. A., Datta, S., Blake-Beard, S., and Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208–230.
2. Aggarwal, A., Chand, P. K., Jhamb, D. and Mittal, A. (2020). Leader–member exchange, work engagement, and psychological withdrawal behavior: the mediating role of psychological empowerment. Frontiers in Psychology, 11(March), 1–17.
3. Ahmed, I., Nawaz, M. M., Ali, G., and Islam, T. (2015). Perceived organizational support and its outcomes. Management Research Review, 38(6), 627–39.
4. Aldabbas, H., Pinnington, A.H., & Lahrech, A. (2021). The influence of perceived organizational support on employee creativity: The mediating role of work engagement. Current Psychology, 42, 6501-6515.
5. Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: a review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423.
6. Aydogmus, C., Metin Camgoz, S., Ergeneli, A., and Tayfur Ekmekci, O. (2018). Perceptions of transformational leadership and job satisfaction: the roles of personality traits and psychological empowerment. Journal of Management and Organization, 24(1), 81–107.
7. Bakker, A. B. (2017). Strategic and proactive approaches to work engagement. Organizational Dynamics, 46(2), 67–75.
8. Bakker, A. B., and Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223.

9. Bailey, C., Madden, A., Alfes, K., Fletcher, L., Robinson, D., Holmes, J., Buzzeo, J., Currie, G. (2015). Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature. Health Services and Delivery Research, 3(26).
10. Bao, Y., Li, C., and Zhao, H. (2018). Servant leadership and engagement: a dual mediation model. Journal of Managerial Psychology, 33(6), 406-417.
11. Bao, Y., and Ge, L. (2019). Linking transformational leadership and value congruence among chinese police force: the mediating role of goal clarity and the moderating role of public service motivation. Australian Journal of Public Administration, 78(3), 373–95.
12. Baron, R., and Kenny, D. (1986). The moderator - mediator variable distinction in social phychological research: conceptual, strategic and statistical consideration. Journal of Personality and Social Phychology, 51(6), 1173-1182.
13. Bashir, B., and Gani, A. (2020). Testing the effects of job satisfaction on organizational commitment. Journal of Management Development, 39(4), 525–42.
14. Bellou, V., and Dimou, M. (2022). The impact of destructive leadership on public servants’ performance: the mediating role of leader-member exchange, Perceived Organizational Support and Job Satisfaction. International Journal of Public Administration, 45(9), 697–707.
15. Blau, P. M. (1964). Exchange and power in sociai life. New York, NY: Wiley.
16. Blegen, M. A. (1993). Nurses' job satisfaction: A meta-analysis of related variables. Nursing Research, 42(1), 36–41.
17. Brayfield, A. H., and. Rothe, H. F. (1951). An Index of Job Satisfaction. Journal of Applied Psychology, 35(5), 307–11.
18. Breevaart, K., Bakker, A. B., Demerouti, E. and Van Den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754–70.
19. Brown, S. P., and Peterson, R. A. (1993). antecedents and consequences of salesperson job satisfaction: meta-analysis and assessment of causal effects. Journal of Marketing Research, 30(1), 63–77.
20. Brown, M. E., and Treviño, L. K. (2006). Ethical leadership: a review and future directions. Leadership Quarterly, 17(6),595–616.
21. Byrne, B. M. (2010). Structural Equation Modeling with AMOS. New York: Routledge Taylor & Francis Group. Cantarelli, P., Belardinelli, P. and Belle, N. (2016). A meta-analysis of job satisfaction correlates in the public administration literature. Review of Public Personnel Administration, 36(2), 115–44.
22. Chao, M. C., Jou, R. C., Liao, C. C. and Kuo, C. W. (2015). Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia-Pacific Journal of Public Health, 27(2), NP1827–36.
23. Christian, M. S., Garza, A. S., Jerel, S. (2011) Work engagement: a quantitative review and test of its relations with task and contextual performance, Personnel Psychology, 64(1), 89-136.
24. Civelek, M. (2018). Yapısal Eşitlik Modellemesi Metodolojisi. İstanbul: Beta.
25. Cote, K., Lauzier, M. and Stinglhamber, F. (2021). The relationship between presenteeism and job satisfaction: a mediated moderation model using work engagement and perceived organizational support. European Management Journal, 39(2), 270–78.
26. Cropanzano, R., Anthony, E. L., Daniels, S. R. and Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516.
27. Cropanzano, R., and Mitchell, M. S. (2005). Social exchange theory: an interdisciplinary review. Journal of Management, 31(6), 874–900.
28. Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L and, Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: integrating the past with an eye toward the future. Journal of Management, 38(6), 1715–59.
29. Eisenberger, R., Cummings, J., Armeli, S., and Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812–20.
30. Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
31. Epitropaki, O., Kapoutsis, I., Ellen, B. P., Ferris, G. R., Drivas, K. and, Ntotsis, A. (2016). Navigating uneven terrain: the roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes. Journal of Organizational Behavior, 37(7), 1078–1103.
32. Erdogan, B., Liden, R. C., & Kraimer, M. L. (2006). Justice and leader-member exchange: the moderating role of organizational culture. Academy of Management Journal, 49(2), 395–406.
33. Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
34. Graen, G. B., and Uhl-Bien, M. (1995). Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219–47.
35. Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844.
36. Islam, T., and Ahmed, I. (2018). Mechanism between perceived organizational support and transfer of training: explanatory role of self-efficacy and job satisfaction. Management Research Review, 41(3), 296–313.
37. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724.
38. Kim, W. G., and Brymer, R. A. (2011). The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. International Journal of Hospitality Management, 30(4), 1020–26.
39. Kinnunen, U., Feldt, T. and Mäkikangas, A. (2008). Testing the effort-reward imbalance model among finnish managers: the role of perceived organizational support. Journal of Occupational Health Psychology, 13(2), 114–27.
40. Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A. and Adis, C. S. (2017). Perceived organizational support: meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–84.
41. Lan, T., Chen, M., Zeng, X. and Liu, T. (2020). The influence of job and individual resources on work engagement among chinese police officers: a moderated mediation model. Frontiers in Psychology, 11(April),1–14.
42. Lebron, M., Tabak, F., Shkoler, O., and Rabenu, E. (2018). Counterproductive work behaviors toward organization and leader-member exchange: the mediating roles of emotional exhaustion and work engagement. Organization Management Journal, 15(4), 159–73.
43. Li, L., Zhu, Y. and Park, C. (2018). Leader–member exchange, sales performance, job satisfaction, and organizational commitment affect turnover intention. Social Behavior and Personality, 46(11), 1909–22. Liden, R. C., and Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: an empirical assessment through scale development. Journal of Management, 24(1), 43–72.
44. Lin, W. Q., Yuan, L. X., Kuang, S. Y., Zhang, X. X., Lu, C. J., Lin, T. T., Ying Lin, W., Cen, H. H., Zhou, Y. and Wang, P. X. (2020). Work engagement as a mediator between organizational commitment and job satisfaction among community health-care workers in China: a cross-sectional study. Psychology, Health and Medicine, 25(6), 666–74.
45. Locke, E. A. (1976). The nature and causes of job satisfaction. Ed. by M. D. Dunnette, in Handbook of industrial and organizational psychology (1297–1349, pp). Chicago; IL: Rand McNally.
46. Masterson, S. S., Lewis, K., Goldman, B. M., and Taylor, M. S. (2000). Integrating justice and social exchange: the differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4), 738–48.
47. Meydan, C. H., & Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Ankara: Detay Yayıncılık. Mwesigwa, R., Tusiime, I. and Ssekiziyivu, B. (2020). Leadership styles, job satisfaction and organizational commitment among academic staff in public universities. Journal of Management Development, 39(2), 253–68.
48. Ozturk, A., Karatepe, O. M. and Okumus, F. (2021). The effect of servant leadership on hotel employees’ behavioral consequences: work engagement versus job satisfaction. International Journal of Hospitality Management, 97(June), 102994.
49. Patrick, A., and Laschinger, H. K. S. (2006). The effect of structural empowerment and perceived organizational support on middle level nurse managers’ role satisfaction. Journal of Nursing Management, 14, 13–22.
50. Pellegrini, E. K., and. Scandura, T. A. (2006). Leader-member exchange (LMX), paternalism, and delegation in the turkish business culture: an empirical investigation. Journal of International Business Studies, 37(2), 264–79.
51. Qureshi, F. A., Zaman, Q., and Butt, M. (2020). Mediating effect of perceived organizational support on the relationship between leader-member exchange and the innovation work behavior of nursing employees: a social exchange perspective. Business Innovation and Entrepreneurship Journal, 2(1), 67–76.
52. Rainey, H. G. (2009). Understanding and Managing Public Organizations. (4th ed.) San Francisco, CA: Jossey-Bass.
53. Rhoades, L., and Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
54. Rokhim, R., Devina, M. (2019). Contact employees’ prosocial behaviors: The role of leader-member exchange and perceived organizational support. S. Sendjaya (Eds), in Leading for High Performance in Asia. Singapore: Springer.
55. Schaufeli, W. B., and. Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
56. Schaufeli, W. B., Bakker, A. B., and Salanova, M. (2006). The measurement of work engagement with a short questionnaire: a cross-national study. Educational and Psychological Measurement, 66(4), 701–16.
57. Schaufeli, W. B., Salanova, M. and González-romá, A. B., and Bakker, V. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92.
58. Spector, P. (1997). Job satisfaction: Application, assessment, causes, and onsequences. Thousand Oaks, CA: Sage.
59. Tella, A., and Ibinaiye, O. A. (2020). Correlates of staff motivation, satisfaction, and job performance of library staff in selected Nigerian university libraries. International Information and Library Review, 52(1), 32–49.
60. Vermeeren, B., Kuipers, B., and Steijn, B. (2014). Does leadership style make a difference? linking HRM, job satisfaction, and organizational performance. Review of Public Personnel Administration, 34(2), 174–95.
61. Wayne, S. J., Shore, L. M., Bommer, W. H., and Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87(3), 590–98.
62. Wayne, S. J., Shore, L. M. and Liden, R. C. (1997). Perceived organizational support and leader-member exchange: a social exchange perspective. Academy of Management Journal, 40(1), 82–111.
63. Yukl, G. (2012). Effective leadership behavior: What we know and what questions need more attention. Academy of Management Perspectives, 26(4), 66–85.
64. Yukl, G. (2013). Leadership in organizations. (8th ed.). Upper Saddle River, NJ: Prentice Hall.
65. Zumrah, A. R., and Boyle, S. (2015). The effects of perceived organizational support and job satisfaction on transfer of training. Personnel Psychology, 44(2), 236–54.