Research Article
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THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE

Year 2022, Volume: 9 Issue: 2, 92 - 104, 30.06.2022
https://doi.org/10.17261/Pressacademia.2022.1564

Abstract

Purpose- It is known that research assistants are in constant interaction with their advisors on various issues related to their thesis processes
and other academic studies as well as their administrative work during their academic development. The literature has some studies on the
factors that increase the performance of research assistants in these processes, as well as on the factors that adversely affect their
performance. At this point, the quality of the research assistants' relationships with their advisors and their level of identification with the
university they work for can affect their academic and administrative performances. Accordingly, the study aims to investigate the mediating
role of organizational identification in the effect of the quality of the relationship between research assistants and their advisors on their
performance.
Methodology- Research data were collected from research assistants working for public universities in Turkey. With 201 completed
questionnaires, the model with mediation analysis was tested by the researchers, based on the partial least squares structural equation
modeling (PLS-SEM) through SmartPLS 4 software. Also, descriptive data were analyzed by SPSS 25 software.
Findings- The results of the research reveal that LMX influences research assistants’ job performance via their advisors. In addition,
organizational identification has a partial mediating role in the effect of research assistants' relationship with their advisors on their job
performance.
Conclusions- It is considered that research assistants' quality relations with their advisors, as well as identification with the universities they
work for, can be significantly beneficial to their job performance. The study is expected to contribute performance determinants of research
assistants. Future studies can be carried out on mediation effects by adding different variables to the model.

References

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  • Çankır, B., & Palalar Alkan, D., (2018). Lider-üye etkileşiminin örgütsel özdeşleşme üzerindeki etkisinde dağıtım adaletinin aracılık rolü - the mediating role of distributive justice in the relationship between leader member exchange and organizational ıdentification. Journal of Business Research - Turk, 10(3), 929-949. https://doi.org/10.20491/isarder.2018.507
  • Carmeli, A., Gilat, G., & Waldman, D. A., (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44(6), 972–992. https://doi.org/10.1111/j.1467-6486.2007.00691.x
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  • Graen, G., Novak, M. A., & Sommerkamp, P. (1982). The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 6(2), 219–247. https://doi.org/10.1016/0030- 5073(82)90236-7
  • Graen, George B., & 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. The Leadership Quarterly, 30(1), 109–131. https://doi.org/10.1016/1048-9843(95)90036-5
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  • Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M., (2016). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Second Edition. In California: Sage, ISBN: 9781483377445
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  • Hameed, A., & Waheed, A., (2011). Employee development and ıts affect on employee performance: A conceptual framework. International Journal of Business and Social Sciences, 2(13), 224–229.
  • Henseler, J., Ringle, C. M., & Sarstedt, M., (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
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  • Howell, J. M., & Hall-Merenda, K. E., (1999). The ties that bind: The impact of leader-member exchange, transformational and transactional leadership, and distance on predicting follower performance. Journal of Applied Psychology, 84(5), 680–694. https://doi.org/10.1037/0021- 9010.84.5.680
  • Janssen, O., & Van Yperen, N. W., (2004). Employees’ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47(3), 368–384. https://doi.org/10.2307/20159587
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  • Katrinli, A., Atabay, G., Gunay, G., & Guneri, B., (2008). Leader-member exchange, organizational identification and the mediating role of job involvement for nurses. Journal of Advanced Nursing, 64(4), 354–362.. https://doi.org/10.1111/j.1365-2648.2008.04809.x
  • Kesen, M., (2015). Örgütsel demokrasinin çalışan performansı üzerine etkileri: Örgütsel özdeşleşmenin aracılık rolü. Journal of Institute of Social Sciences, 6(2), 535–562.
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Year 2022, Volume: 9 Issue: 2, 92 - 104, 30.06.2022
https://doi.org/10.17261/Pressacademia.2022.1564

Abstract

References

  • Ali, F., Rasoolimanesh, S. M., Sarstedt, M., Ringle, C. M., & Ryu, K. (2018). An assessment of the use of partial least squares structural equation modeling (PLS-SEM) in hospitality research. International Journal of Contemporary Hospitality Management, 30(1). 514–538. https://doi.org/10.1108/IJCHM-10-2016-0568
  • Atwater, L., & Carmeli, A., (2009). Leader-member exchange, feelings of energy, and involvement in creative work. Leadership Quarterly, 20(3). 264–275. https://doi.org/10.1016/j.leaqua.2007.07.009
  • Azar, M., & Shafighi, A. A., (2013). The effect of work motivation on employees’ job performance. International Journal of Academic Research in Business and Social Sciences, 63(1). 6895-6907.
  • Brayfield, A. H., & Crockett, W. H., (1955). Employee attitudes and employee performance. Psychological Bulletin, 52(5). 396– 424.https://doi.org/10.1037/h0045899
  • Brower, H. H., Schoorman, F. D., & Tan, H. H., (2000). A model of relational leadership: The integration of trust and leader-member exchange. Leadership Quarterly, 11(2), 227–250. https://doi.org/10.1016/s1048-9843(00)00040-0
  • Çankır, B., & Palalar Alkan, D., (2018). Lider-üye etkileşiminin örgütsel özdeşleşme üzerindeki etkisinde dağıtım adaletinin aracılık rolü - the mediating role of distributive justice in the relationship between leader member exchange and organizational ıdentification. Journal of Business Research - Turk, 10(3), 929-949. https://doi.org/10.20491/isarder.2018.507
  • Carmeli, A., Gilat, G., & Waldman, D. A., (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44(6), 972–992. https://doi.org/10.1111/j.1467-6486.2007.00691.x
  • Charlotte R., G., & David V., D., (1997). Meta-analytic review of leader-member exchange theory: correlates and construct issues, 82(6), 827- 844. Journal of Applied Psychology.
  • Cohen, J., (1992). Statistical power analysis. Current directions in psychological science, 1(3), 98–101. https://doi.org/10.1111/1467- 8721.ep10768783
  • Dansereau, F., Graen, G., & Haga, W. J., (1975). A vertical dyad linkage approach to leadership within formal organizations. A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), 46–78. https://doi.org/10.1016/0030- 5073(75)90005-7
  • Deconinck, J. B., (2011). The effects of leader-member exchange and organizational identification on performance and turnover among salespeople. Journal of Personal Selling and Sales Management, 31(1), 21–34. https://doi.org/10.2753/PSS0885-3134310102
  • Diamantidis, A. D., & Chatzoglou, P., (2019). Factors affecting employee performance: an empirical approach. International Journal of Productivity and Performance Management, 68(1), 171–193. https://doi.org/10.1108/IJPPM-01-2018-0012
  • Dick, R. Van., (2005). My job is my castle: ıdentification in organizational contexts. In International Review of Industrial and Organizational Psychology, 2004. (Vol. 19, pp. 171–203). https://doi.org/10.1002/0470013311.ch6
  • Dutton, J. E., Dukerich, J. M., & Harquail, C. V., (1994). Organizational ımages and member identification. Administrative Science Quarterly, 39(2), 239-263. https://doi.org/10.2307/2393235
  • Efraty, D., & Wolfe, D. M., (1988). The effect of organizational identification on employee affective and performance responses. Journal of Business and Psychology, 3(1), 105–112. https://doi.org/10.1007/BF01016752
  • Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L., (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021- 9010.87.3.565
  • Fuller, C. M., Simmering, M. J., Atinc, G., Atinc, Y., & Babin, B. J., (2016). Common methods variance detection in business research. Journal of Business Research, 69(8), 3192–3198. https://doi.org/10.1016/J.JBUSRES.2015.12.008
  • Gefen, D., & Straub, D. (2005). A practical guide to factorial validity using pls-graph: Tutorial and annotated example. Communications of the Association for Information Systems, 16(1), 91–109. https://doi.org/10.17705/1cais.01605
  • 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. https://doi.org/10.1037/0021-9010.82.6.827
  • Graen, G. B., & Scandura, T. A., (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175–208.
  • Graen, G., Novak, M. A., & Sommerkamp, P. (1982). The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 6(2), 219–247. https://doi.org/10.1016/0030- 5073(82)90236-7
  • Graen, George B., & 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. The Leadership Quarterly, 30(1), 109–131. https://doi.org/10.1016/1048-9843(95)90036-5
  • Griffin, R. W., (1981). A longitudinal ınvestigation of task characteristics relationships. Academy of Management Journal, 24(1), 99–113. https://doi.org/10.2307/255826
  • Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M., (2016). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Second Edition. In California: Sage, ISBN: 9781483377445
  • Hair, Joseph F., Risher, J. J., Sarstedt, M., & Ringle, C. M., (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
  • Hameed, A., & Waheed, A., (2011). Employee development and ıts affect on employee performance: A conceptual framework. International Journal of Business and Social Sciences, 2(13), 224–229.
  • Henseler, J., Ringle, C. M., & Sarstedt, M., (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
  • Hogg, M. A., & Reid, S. A., (2006). Social identity, self-categorization, and the communication of group norms. Communication Theory, 16(1), 7–30. https://doi.org/10.1111/j.1468-2885.2006.00003.x
  • Howell, J. M., & Hall-Merenda, K. E., (1999). The ties that bind: The impact of leader-member exchange, transformational and transactional leadership, and distance on predicting follower performance. Journal of Applied Psychology, 84(5), 680–694. https://doi.org/10.1037/0021- 9010.84.5.680
  • Janssen, O., & Van Yperen, N. W., (2004). Employees’ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47(3), 368–384. https://doi.org/10.2307/20159587
  • Kandemir, H., & Özdaşlı, K., (2019). Olumlu informel iletişimin personel güçlendirme aracılığı ile iş yeri mutluluğuna etkisi: araştırma görevlileri üzerine bir araştırma. Avrasya Uluslararası Araştırmalar Dergisi, 7(18), 242–258. https://doi.org/10.33692/avrasyad.695376
  • Kasalak, G., & Aksu, M. B., (2014). Araştırma Görevlilerinin Algıladıkları örgütsel desteğin örgütsel sinizm ile ilişkisi. Educational Sciences: Theory & Practice, 14(1), 115–133.
  • Katrinli, A., Atabay, G., Gunay, G., & Guneri, B., (2008). Leader-member exchange, organizational identification and the mediating role of job involvement for nurses. Journal of Advanced Nursing, 64(4), 354–362.. https://doi.org/10.1111/j.1365-2648.2008.04809.x
  • Kesen, M., (2015). Örgütsel demokrasinin çalışan performansı üzerine etkileri: Örgütsel özdeşleşmenin aracılık rolü. Journal of Institute of Social Sciences, 6(2), 535–562.
  • Kirkman, B. L., & Rosen, B., (1999). Beyond self-management: Antecedents and consequences of team empowerment. Academy of Management Journal, 42(1), 58–74. https://doi.org/10.2307/256874
  • Kock, F., Berbekova, A., & Assaf, A. G., (2021). Understanding and managing the threat of common method bias: Detection, prevention and control. Tourism Management, 86, 104330. https://doi.org/10.1016/J.TOURMAN.2021.104330
  • Kock, N., (2017). Common method bias: A full collinearity assessmentmethod for PLS-SEM. In Partial Least Squares Path Modeling: Basic Concepts, Methodological Issues and Applications (pp. 245–257). https://doi.org/10.1007/978-3-319-64069-3_11
  • Kock, N., & Lynn, G. S., (2012). Lateral collinearity and misleading results in variance-based SEM: An illustration and recommendations. Journal of the Association for Information Systems, 13(7), 546–580. https://doi.org/10.17705/1jais.00302
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There are 64 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Articles
Authors

Gokhan Tanrıverdı 0000-0001-9863-3620

Basil Okoth 0000-0003-0836-1014

Umit Dogan This is me 0000-0001-5866-8394

Publication Date June 30, 2022
Published in Issue Year 2022 Volume: 9 Issue: 2

Cite

APA Tanrıverdı, G., Okoth, B., & Dogan, U. (2022). THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE. Research Journal of Business and Management, 9(2), 92-104. https://doi.org/10.17261/Pressacademia.2022.1564
AMA Tanrıverdı G, Okoth B, Dogan U. THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE. RJBM. June 2022;9(2):92-104. doi:10.17261/Pressacademia.2022.1564
Chicago Tanrıverdı, Gokhan, Basil Okoth, and Umit Dogan. “THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE”. Research Journal of Business and Management 9, no. 2 (June 2022): 92-104. https://doi.org/10.17261/Pressacademia.2022.1564.
EndNote Tanrıverdı G, Okoth B, Dogan U (June 1, 2022) THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE. Research Journal of Business and Management 9 2 92–104.
IEEE G. Tanrıverdı, B. Okoth, and U. Dogan, “THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE”, RJBM, vol. 9, no. 2, pp. 92–104, 2022, doi: 10.17261/Pressacademia.2022.1564.
ISNAD Tanrıverdı, Gokhan et al. “THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE”. Research Journal of Business and Management 9/2 (June 2022), 92-104. https://doi.org/10.17261/Pressacademia.2022.1564.
JAMA Tanrıverdı G, Okoth B, Dogan U. THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE. RJBM. 2022;9:92–104.
MLA Tanrıverdı, Gokhan et al. “THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE”. Research Journal of Business and Management, vol. 9, no. 2, 2022, pp. 92-104, doi:10.17261/Pressacademia.2022.1564.
Vancouver Tanrıverdı G, Okoth B, Dogan U. THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION IN THE EFFECT OF LEADER-MEMBER EXCHANGE ON PERFORMANCE. RJBM. 2022;9(2):92-104.

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