Leader-Member Exchange (Lmx), Organizational Justice (Oj), Mento Ring And Organizational Commitment (Oc): The Moderating Effect Of Sex

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dc.contributor.authorKah Loong, Leow
dc.date.accessioned2022-11-07T02:10:44Z
dc.date.available2022-11-07T02:10:44Z
dc.date.issued2006
dc.description.abstractThe 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.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/16533
dc.language.isoenen_US
dc.publisherUniversiti Sains Malaysiaen_US
dc.subjectManagementen_US
dc.titleLeader-Member Exchange (Lmx), Organizational Justice (Oj), Mento Ring And Organizational Commitment (Oc): The Moderating Effect Of Sexen_US
dc.typeThesisen_US
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