Product details

This study is an attempt to understand and clarify the moderating role of individual work values on the relationship between leader-member exchange (LMX) and work satisfaction within the American workforce. Data collected from a sample of 122 full-time working employees across various US based organizations is assessed. A multiple regression analysis is used to determine the direct impact of leader-member exchange dimensions on extrinsic and intrinsic job satisfaction, and a hierarchical regression analysis is used to determine the moderating influence of self-enhancement and self-transcendence values. It is found that while LMX has a direct positive relationship with both facets of job satisfaction, LMX has a greater statistically significant influence on extrinsic facets of job satisfaction. The moderating analysis reveals that self-transcendence values significantly moderates the relationship between extrinsic work job satisfaction and LMX dimensions. These findings encourage managers to continue to develop the attributes of LMX, which in return will likely result in high employee extrinsic job satisfaction. The results also note the importance for managers to realize that they represent the organization for their employees, and their level of support and values is concurrent with how their employees view the entire organization.