Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator

The quality of the leader–member exchange relationship is conceptualized in the leader-member exchange (LMX) theory as a determinant of employees’ attitude and behavior. Likewise, organizational justice, which includes distributive and procedural justice, is recognized as an important determinant of...

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Main Authors:	Hassan, Arif, Chandaran, Suresh
Format:	Article
Language:	English
Published:	KENMS-IIUM Press 2005
Subjects:	HF5001 Business. Business Administration
Online Access:	http://irep.iium.edu.my/25127/ http://irep.iium.edu.my/25127/ http://irep.iium.edu.my/25127/1/Hassan_%26_Chandaran.pdf

id	iium-25127
recordtype	eprints
spelling	iium-251272012-09-18T05:40:23Z http://irep.iium.edu.my/25127/ Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator Hassan, Arif Chandaran, Suresh HF5001 Business. Business Administration The quality of the leader–member exchange relationship is conceptualized in the leader-member exchange (LMX) theory as a determinant of employees’ attitude and behavior. Likewise, organizational justice, which includes distributive and procedural justice, is recognized as an important determinant of employees’ commitment, atisfaction and other outcome variables. Although the LMX-work/organizational outcome relationship has attracted considerable research interest, the role of mediating variables such as organizational justice perception has not been well examined. This paper reports the findings of a study which investigates how the quality of supervisor-subordinate relationship determines employees’ distributive and procedural justice perception which in turn determines employees’ job satisfaction, organizational commitment and turnover intentions. It is expected that in a relationship oriented society like Malaysia, the quality of the dyadic relationship would strongly influence employees’ attitude and behavioral tendencies. Data are collected from one food processing, one pharmaceutical, and two manufacturing companies located in Malaysia. The sample consists of 154 executives, supervisors and middle-level managers who volunteer to participate in this study. The results support the hypothesis that distributive and procedural justice mediates the relationship of LMX with employees’ job satisfaction, organizational commitment and turnover intentions. Procedural justice is found to have full mediation effect in the LMX-outcome variables relationships. It was partial mediation in the case of distributive justice. The results suggest the importance of leader behavior and organizational justice in promoting job satisfaction and organizational commitment, and minimizing the turnover intentions of employees. KENMS-IIUM Press 2005 Article PeerReviewed application/pdf en http://irep.iium.edu.my/25127/1/Hassan_%26_Chandaran.pdf Hassan, Arif and Chandaran, Suresh (2005) Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator. IIUM Journal of Economics and Management, 13 (1). pp. 33-52. ISSN 1394-7680 http://www.iium.edu.my/enmjournal/131art2.pdf
repository_type	Digital Repository
institution_category	Local University
institution	International Islamic University Malaysia
building	IIUM Repository
collection	Online Access
language	English
topic	HF5001 Business. Business Administration
spellingShingle	HF5001 Business. Business Administration Hassan, Arif Chandaran, Suresh Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
description	The quality of the leader–member exchange relationship is conceptualized in the leader-member exchange (LMX) theory as a determinant of employees’ attitude and behavior. Likewise, organizational justice, which includes distributive and procedural justice, is recognized as an important determinant of employees’ commitment, atisfaction and other outcome variables. Although the LMX-work/organizational outcome relationship has attracted considerable research interest, the role of mediating variables such as organizational justice perception has not been well examined. This paper reports the findings of a study which investigates how the quality of supervisor-subordinate relationship determines employees’ distributive and procedural justice perception which in turn determines employees’ job satisfaction, organizational commitment and turnover intentions. It is expected that in a relationship oriented society like Malaysia, the quality of the dyadic relationship would strongly influence employees’ attitude and behavioral tendencies. Data are collected from one food processing, one pharmaceutical, and two manufacturing companies located in Malaysia. The sample consists of 154 executives, supervisors and middle-level managers who volunteer to participate in this study. The results support the hypothesis that distributive and procedural justice mediates the relationship of LMX with employees’ job satisfaction, organizational commitment and turnover intentions. Procedural justice is found to have full mediation effect in the LMX-outcome variables relationships. It was partial mediation in the case of distributive justice. The results suggest the importance of leader behavior and organizational justice in promoting job satisfaction and organizational commitment, and minimizing the turnover intentions of employees.
format	Article
author	Hassan, Arif Chandaran, Suresh
author_facet	Hassan, Arif Chandaran, Suresh
author_sort	Hassan, Arif
title	Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
title_short	Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
title_full	Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
title_fullStr	Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
title_full_unstemmed	Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
title_sort	quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator
publisher	KENMS-IIUM Press
publishDate	2005
url	http://irep.iium.edu.my/25127/ http://irep.iium.edu.my/25127/ http://irep.iium.edu.my/25127/1/Hassan_%26_Chandaran.pdf
first_indexed	2023-09-18T20:37:33Z
last_indexed	2023-09-18T20:37:33Z
_version_	1777409147196669952

Quality of supervisor-subordinate relationship and work outcome: organizational justice as mediator

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