Leader-member Exchange on Affective Commitment: The Mediated Moderation Effect of Organizational Support and Engagement
碩士 === 大葉大學 === 管理學院碩士在職專班 === 106 === How to raise up employee’s engagement and work effectiveness to maintain the competitive advantage under the condition in environment of scarce resources is a challenge for leaders. On the other hand, employee’s engagement and self-efficacy my influence their a...
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| Format: | Others |
| Language: | zh-TW |
| Published: |
2018
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| Online Access: | http://ndltd.ncl.edu.tw/handle/53m42n |
| Summary: | 碩士 === 大葉大學 === 管理學院碩士在職專班 === 106 === How to raise up employee’s engagement and work effectiveness to maintain the competitive advantage under the condition in environment of scarce resources is a challenge for leaders. On the other hand, employee’s engagement and self-efficacy my influence their affective commitment. Therefore, this study aims to investigate an integrated framework that organizational support moderated the indirect effect of leader-member exchange on affective commitment (through job engagement and self-efficacy). A total of 351 participates with the two waves collection to test the moderated mediation model. The results showed that: (1) LMX quality was significantly positive associated with affective commitment; (2) Job engagement had mediating effect of the link between LMX quality and affective commitment; (3) Self-efficacy had mediating effect of the link between LMX quality and affective commitment; (4) Organizational support moderated the indirect effect of LMX on affective commitment (through job engagement); (5) Organizational support did not moderate the indirect effect of LMX on affective commitment (through self-efficacy).
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