Having Two Bosses; Considering the Relationships between LMX, Satisfaction with HR Practices, and Organizational Commitment

Amna Yousaf; Nicole Torka; Karin Sanders; Joost Ardts

Having Two Bosses; Considering the Relationships between LMX, Satisfaction with HR Practices, and Organizational Commitment

Amna Yousaf, Nicole Torka, Karin Sanders, Joost Ardts

Faculty of Behavioural, Management and Social Sciences

Research output: Contribution to conference › Paper

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Abstract

The current study went beyond previous research on leader-member exchange (LMX) by examining employees who are supervised by more than one boss. Using data from 122 PhDs from a Dutch university, the current study had three research objectives. First, to examine the effects of PhDs' LMX with both their promoter and their assistant promoter on affective organizational commitment (AOC). Second, to examine the mediating role of satisfaction with HR practices in the two LMX - AOC relationships. Since the promoter as the higher level boss has more influence on different HR practices the third objective was to examine whether the LMX - AOC relationship is stronger for the promoter than for the assistant promoter. The results showed that both promoter LMX and LMX assistant promoter were positively related to PhDs’ AOC, and both relationships were fully mediated by PhDs’ satisfaction with HR practices. As expected, these effects were significantly stronger for the promoter than for the assistant promoter.

Original language	Undefined
Number of pages	28
Publication status	Published - 2009
Event	6th International Conference of the Dutch HRM Network: Capitalizing on Diversity in HRM Research - Vrije Universiteit Amsterdam, Amsterdam, Netherlands Duration: 13 Nov 2009 → 14 Nov 2009

Conference

Conference	6th International Conference of the Dutch HRM Network
Country	Netherlands
City	Amsterdam
Period	13/11/09 → 14/11/09

Keywords

IR-73663

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Cite this

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title = "Having Two Bosses; Considering the Relationships between LMX, Satisfaction with HR Practices, and Organizational Commitment",

abstract = "The current study went beyond previous research on leader-member exchange (LMX) by examining employees who are supervised by more than one boss. Using data from 122 PhDs from a Dutch university, the current study had three research objectives. First, to examine the effects of PhDs' LMX with both their promoter and their assistant promoter on affective organizational commitment (AOC). Second, to examine the mediating role of satisfaction with HR practices in the two LMX - AOC relationships. Since the promoter as the higher level boss has more influence on different HR practices the third objective was to examine whether the LMX - AOC relationship is stronger for the promoter than for the assistant promoter. The results showed that both promoter LMX and LMX assistant promoter were positively related to PhDs’ AOC, and both relationships were fully mediated by PhDs’ satisfaction with HR practices. As expected, these effects were significantly stronger for the promoter than for the assistant promoter.",

keywords = "IR-73663",

author = "Amna Yousaf and Nicole Torka and Karin Sanders and Joost Ardts",

year = "2009",

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note = "null ; Conference date: 13-11-2009 Through 14-11-2009",

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TY - CONF

T1 - Having Two Bosses; Considering the Relationships between LMX, Satisfaction with HR Practices, and Organizational Commitment

AU - Yousaf, Amna

AU - Torka, Nicole

AU - Sanders, Karin

AU - Ardts, Joost

PY - 2009

Y1 - 2009

N2 - The current study went beyond previous research on leader-member exchange (LMX) by examining employees who are supervised by more than one boss. Using data from 122 PhDs from a Dutch university, the current study had three research objectives. First, to examine the effects of PhDs' LMX with both their promoter and their assistant promoter on affective organizational commitment (AOC). Second, to examine the mediating role of satisfaction with HR practices in the two LMX - AOC relationships. Since the promoter as the higher level boss has more influence on different HR practices the third objective was to examine whether the LMX - AOC relationship is stronger for the promoter than for the assistant promoter. The results showed that both promoter LMX and LMX assistant promoter were positively related to PhDs’ AOC, and both relationships were fully mediated by PhDs’ satisfaction with HR practices. As expected, these effects were significantly stronger for the promoter than for the assistant promoter.

AB - The current study went beyond previous research on leader-member exchange (LMX) by examining employees who are supervised by more than one boss. Using data from 122 PhDs from a Dutch university, the current study had three research objectives. First, to examine the effects of PhDs' LMX with both their promoter and their assistant promoter on affective organizational commitment (AOC). Second, to examine the mediating role of satisfaction with HR practices in the two LMX - AOC relationships. Since the promoter as the higher level boss has more influence on different HR practices the third objective was to examine whether the LMX - AOC relationship is stronger for the promoter than for the assistant promoter. The results showed that both promoter LMX and LMX assistant promoter were positively related to PhDs’ AOC, and both relationships were fully mediated by PhDs’ satisfaction with HR practices. As expected, these effects were significantly stronger for the promoter than for the assistant promoter.

KW - IR-73663

M3 - Paper

ER -