Leader-Member Exchange (Lmx), Organizational Justice (Oj), Mento Ring And Organizational Commitment (Oc): The Moderating Effect Of Sex
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Date
2006
Authors
Kah Loong, Leow
Journal Title
Journal ISSN
Volume Title
Publisher
Universiti Sains Malaysia
Abstract
The purpose of this study was to (a) examine the relationship of leader-member
exchange (LMX), mentoring, and organizational justice on organizational
commitment; (b) investigate whether sex moderates the above relationships and
(c) test the interaction effects of LMX, mentoring, and organizational justice on
organizational commitment. Specifically, the present study examines the
relationship of four dimensions of LMX. namely- affect, contribution, professional
respect, and loyalty; two dimensions of mentoring, namely- psychosocial and
career: and three dimensions of organizational justice, namely - distributive,
procedural, and interactional on each type of organizational commitment. Nine
broadly hypothesized relationships were tested in a field study with a sample of
266 auditors serving in audit firms across Malaysia that are registered with the
Malaysian Institute of Accountant (MIA). A total of 1100 questionnaires were
posted out to MIA's firms located in the state of Penang. Selangor, and Wilayah
Persekutuan. From the total of 318 completed questionnaires that were returned
within a month (29% response rate), only 266 were usable (24.2% usable rate).
The study setting was the work environment in the respective audit firms and
participation was voluntary. The unit of analysis are the individual auditors who
responded to the questionnaire. By and large. the results from hierarchical
regression provided moderate support for the hypotheses. Auditors regardless of
their sex experienced higher organizational commitment with the presence of
mentoring. LMX and organizational justice. The findings on direct effects revealed that all predictor variables have a positive relationship with affectivenonnative
conunitment and only partial support for continuance commitment.
Psychosocial of mentoring, reciprocity and contribution of LMX and, distributive
and procedural justice of organizational justice were found to be positively related
to affective-normative commitment. Continuance commitment was significantly
predicted by contribution of LMX and procedural dimension of organizational
justice. Results of moderated effect showed that sex is not a moderator in the
present study. However, in some of the moderated effect of sex relationship, it was
found that only the dimensions of career guidance of mentoring and contribution
of LMX to be positively related to organizational commitment. While for the
interaction effects, results provided partial support for the hypotheses for both
affective-normative and continuance commitment. However, the hypothesis
between the interaction effect of LMX and organizational justice on continuance
commitment was rejected. The findings of the research study collectively facilitate
useful information for existing practitioners in the country. For organizations that
desire its employees to manifest high levels of commitment, their respective
human resource personnel must enhance the practice of mentoring, LMX and
organizational justice when implementing human resource policies.
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Keywords
Management