Goal orientations and organisational outcomes: the impact of leader-member exchange

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dc.contributor.authorLee, Jia-Shean
dc.date.accessioned2014-09-05T02:25:19Z
dc.date.available2014-09-05T02:25:19Z
dc.date.issued2005-05
dc.description.abstractThis research studied the relationship between goal orientations with affective commitment to the organisation and supervisor, as well as with in-role and innovative job performance in organisations. The various dimensions of goal orientations are examined to ascertain their individual influence on these outcomes. The impact of leader-member exchange (LMX) on the relationships between the variables was also examined based on achievement goal and LMX theories. From completed questionnaires, the responses from 300 dyadic pairs of respondents working in the manufacturing sector in Penang revealed partial support for a positive relationship between goal orientations on affective commitment. Similarly, the hypotheses linking goal orientations to job performance received partial support, in that mastery avoidance orientation was significantly related to innovative job performance. Supervisor-rated LMX showed a positive significant relationship with in-role and innovative job performance while subordinate-rated LMX was significantly and positively related affective commitment and job performance. Mediation by subordinate-rated LMX was positively significant between mastery approach and affective commitment; the mediation was partial for organisational commitment and full for supervisory commitment.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/74
dc.language.isoenen_US
dc.subjectBusiness Administrationen_US
dc.subjectGoal Orientationsen_US
dc.subjectOrganisational Outcomesen_US
dc.subjectLeader-Member Exchangeen_US
dc.titleGoal orientations and organisational outcomes: the impact of leader-member exchangeen_US
dc.typeThesisen_US
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