文章基本信息

标题：The role of leadership between the employees and the organization: a bridge or a ravine? -an empirical study from China１１１１
本地全文：下载
作者：Pan Jing-zhou ; Qufu Normal University ; Zhou Xiao-xue 等
期刊名称：Journal of Management and Marketing Research
印刷版ISSN：1941-3408
电子版ISSN：1941-3408
出版年度：2010
卷号：5
期号：1
出版社：Academic and Business Research
摘要：The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. The relationship between the leaders and members, not only affects employee performance, but also can affect the relationship between employees and organizations. To explore the impact of LMX on affective commitment, we introduced psychological empowerment as a mediate variable. The result showed a significant mediate role. Psychological empowerment can partially mediate the relationship between LMX and affective commitment. The introduction of POS for the moderate variable was conducted. The results showed that moderate role is not significant. POS can not moderate the relationship between LMX and affective commitment. LMX is very important for the employees - organizational relationships. vvv
关键词：leader-member relationship, perceived organizational support, psychological empowerment, affective commitment