[논문]The Effect of Leader-Member Exchange on Task Performance: Evidence from Knowledge Workers in China

CHE, Xiaoli; FAKHRORAZI, A.; HARIANI, Swarmilah; WEI-KIT, Loke; FOO-WAH, Lim

doi:10.13106/jafeb.2021.vol8.no6.0505

The Effect of Leader-Member Exchange on Task Performance: Evidence from Knowledge Workers in China 원문보기

Journal of asian finance, economics and business, v.8 no.6, 2021년, pp.505 - 514

CHE, Xiaoli (Ghazali Shafie Graduate School of Government (GSGSG), Universiti Utara Malaysia) , FAKHRORAZI, A. (Ghazali Shafie Graduate School of Government (GSGSG), COLGIS, Universiti Utara Malaysia) , HARIANI, Swarmilah (Ghazali Shafie Graduate School of Government (GSGSG), Universiti Utara Malaysia, Faculty of Economic and Business. Universitas Mercu Buana) , WEI-KIT, Loke (School of Tourism Management Studies, Reliance College Penang) , FOO-WAH, Lim (School of Business and Hospitality, Disted College Penang, Malaysia)

Abstract ▼ AI-Helper

This study examines the effect of leader-member exchange (LMX) on knowledge workers (k-workers)'s task performance and the mediating effect of affective commitment on the relationship between LMX and task performance; the analysis of such relationship, informed by the Social Exchange Theory, will make a theoretical contribution to k-workers' working behavior in China. The technique of data collection in this study involved 280 k-workers respondents from China to whom a self-administered questionnaire was distributed. Data were analyzed using Partial Least Square (PLS) with Structural Equation Modeling (SEM) tools. The results show that LMX has a positive relationship with affective commitment and task performance. The result also confirmed the mediating effect of affective commitment on the relationship between LMX and task performance. This research provides some guidance to manage, motivate, and inspire the k-workers, and finally promote the organizational performance. The main point of the results is that it is essential for managers to keep a good and harmonious relationship with their subordinates. When the level of LMX between leaders and k-workers is high, they are more willing to stay in their organization, which is helpful to promote their task performance and brings benefit to the organizational performance.

주제어

표/그림 (7)

그림 Figure 1: Theoretical Framework
표 Table 1: Composite Reliability
표 Table 2: Convergent Validity
표 Table 3: Discriminant Validity of Constructs
그림 Figure 2: The Structural Model for Individual Latent Variable Note: Where 'LMX' refers to leader-member exchange, AC refers to affective commitment and 'TP' refers to task performance.
그림 Figure 3: Hypothesis Testing Note: Where 'LMX' refers to leader-member exchange, AC refers to affective commitment and 'TP' refers to task performance.
표 Table 4: Hypothesis Testing

AI 본문요약
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가설 설정

H1: There is a positive relationship between LMX and affective commitment.
H2: There is a positive relationship between affective commitment and task performance.
H3: There is a positive relationship between LMX and task performance.
H4: Affective commitment mediates the relationship between LMX and task performance.

제안 방법

Since the relationship between supervisor and subordinate can be tested by leader-member exchange (LMX), therefore, the relationship between k-workers’ LMX and task performance will be tested in this study
This study investigated the relationship between k-worker’s LMX, affective commitment, and task performance

성능/효과

According to the results of the analysis, the proposed framework had provided an insight and understanding into the relationship between each variable that influences the k-worker’s task performance
K-workers are eager to realize their self-worth by relying on their own knowledge and can be respected or recognized by others. Besides, k-workers have distinct personalities and are independent. They are not willing to be disciplined by others, nor are they willing to advocate authority.
It also revealed the mediating effect of affective commitment on the relationship between k-worker’s LMX and task performance
Results of this study provide some significant guidance in management practice for enterprise managers. K-workers are eager to realize their self-worth by relying on their own knowledge and can be respected or recognized by others.
This study investigated the relationship between k-worker’s LMX, affective commitment and task performance, and such a relationship will reveal some theoretical contributions of k-worker’s working behaviour. This study also provided some empirical underpinnings on how to stimulate, manage, and motivate k-workers.
This study investigated the relationship between k-worker’s LMX, affective commitment and task performance, and such a relationship will reveal some theoretical contributions of k-worker’s working behaviour
This study suggests that managers should discover more ways to enhance and promote k-workers’ LMX and their willingness to stay on with their organization because it benefits their task performance.

후속연구

They are not willing to be disciplined by others, nor are they willing to advocate authority. Hence, due to the unique characteristics of k-workers and their changes in working style, the relationship between k-workers and their leaders need to be further explored. This study investigated the relationship between k-worker’s LMX, affective commitment and task performance, and such a relationship will reveal some theoretical contributions of k-worker’s working behaviour.

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