When affective well-being is empowered : the joint role of leader-member exchange and the employment relationship

HRM and the leader are often assumed to play a joint role in affecting employee reactions. In a multilevel, time-lagged study, we examined the joint role of the employment relationship and leader-member exchange. We tested whether this joint role is essential to when leader-member exchange leads to affective well-being via psychological empowerment. We build on HRM literature to expect that the relationship of leader-member exchange with psychological empowerment is stronger when the employment relationship is consistent with leader-member exchange quality. Results indicated that psychological empowerment mediates the relationship between leader-member exchange and affective well-being. This mediation is stronger for employees in a mutual investment employment relationship. The findings point at the importance of consistency of resources from the employment relationship and leader-member exchange. Nevertheless, the findings also suggest that resources from leader-member exchange compensate for employment relationships with low resources. Our findings contribute to scholars’ understanding of the joint role of HRM systems and leader behaviors

Pengaruh Leader Member Exchange Terhadap Komitmen Organisasi Pada PT Midian Karya Pasuruan

This study aimed to describe and explain the influence of leader member exchange toorganizational commitment of employees at PT Midian Karya Pasuruan. Data Analysis uses RangeScale and Simple Linear Regression. The results reveal that the Leader Member Exchange (LMX)show very strong and high in Organizational Commitment. Based on statistical tests and empiricalconditions in the company is known that the leader member exchange is one of the factors thatdetermine the commitment of the organization and the organizational commitment of employees.Furthermore, the t test support that the leader member exchange have a significant influence onorganizational commitment. Based on this research, the suggestion is that refers to the responses ofrespondents on the quality of LMX is high, thereby managing the proximity relationship between theboss-subordinate can be done in several ways, the boss can do personal identification on eachemployee. It can be more flexible to subordinates so that subordinates can meet with employers tomore easy exchange ideas. Creativity is not only owned by the in group, but also could be developedin every person (out group) through a process of gradual nature

Hubungan antara Leader Member Exchange dan Psychological Capital pada Perawat Rumah Sakit Jiwa

Rumah sakit dapat memberikan pelayanan yang maksimal apabila kondisi psikologis perawat positif. Psychological capital adalah sikap positif dalam diri perawat yang dikarakteristikan dengan hope, self-efficacy, resiliency, dan optimism. Pemimpin yang menerapkan leader member exchange akan memiliki interaksi yang positif dengan anggotanya. Penelitian ini bertujuan untuk mengetahui hubungan antara leader member exchange dengan pychological capital pada perawat rumah sakit jiwa. Populasi penelitian ini adalah perawat RSJD Dr. Amino Gondohutomo. Sampel penelitian sebanyak 70 perawat yang dipilih menggunakan teknik cluster random sampling. Pengumpulan data menggunakan dua buah skala yaitu skala psychological capital (42 aitem valid, α = .960) dan skala leader member exchange (26 aitem valid, α = .919). Hasil penelitian menunjukkan koefisien korelasi (rxy) = .800 dengan nilai p = .000 (p < .001). Hasil tersebut menunjukkan bahwa hipotesis yang diajukan peneliti terbukti, yaitu terdapat hubungan positif yang signifikan antara variabel leader member exchange dengan psychological capital. Semakin positif leader member exchange maka semakin tinggi psychological capital. Sumbangan efektif yang diberikan pada penelitian ini sebesar 64% dan 36% dipengaruhi oleh faktor lain yang tidak diukur dalam penelitian

Pengaruh Leader Member Exchange terhadap Kepuasan Kerja Karyawan

This research aims to determine the influence of leader member exchange to employee job satisfaction in PT Sandy Globalindo. Leader-member exchange is variable (X) and job satisfaction is a variable (Y). The research method that used is the analytic method with cross sectional approach. The sample in this research is 101 employees. Descriptive analysis showed that the leader-member exchange in PT Sandy Globalindo in the category enough with a mean of 2.91 and job satisfaction of employees at PT Sandy Globalindo in the category enough with a mean of 3.04. Simple linear regression test results indicate that the variable leader-member exchange impact of 38.2% on job satisfaction while amounting to 61.8% of job satisfaction influenced by other things that are not explained in this research. Therefore, it can be concluded that there is a significant influence of leader-member exchange to employee job satisfaction in PT Sandy Globalindo

Hubungan Leader-member Exchange Dan Komitmen Organisasional: Studi Pada Karyawan Restoran D'cost Seafood Surabaya

Leader-member Exchange merupakan kualitas hubungan timbal Balik antara pemimpin dan karyawan dalam sebuah organisasi. Dalam penelitian ini menggunakan leader-member exchange sebagai variabel yang memiliki 4 dimensi, yaitu affect, loyalty, contribution, dan professional respect. Penelitian ini bertujuan untuk mengetahui hubungan dari leader-member exchange dan komitmen organisasional karyawan di restoran D'COST Seafood Surabaya. Dengan sampel yang melibatkan 61 karyawan, hasil penelitian menunjukkan bahwa leader-member exchange yaitu dimensi contribution memiliki korelasi yang signifikan terhadap komitmen organisasional karyawan serta dimensi contribution merupakan dimensi yang paling dominan berkorelasi terhadap komitmen organisasional karyawan restoran D'COST Seafood Surabaya

Stock Prices and Exchange Rates in the EU and the United States: Evidence on their Mutual Interactions (in English)

This paper investigates the nature of the causal relationships among stock prices and effective exchange rates in four old EU member countries (Austria, France, Germany, and the UK), four new EU member countries (Czech Republic, Hungary, Poland, and Slovakia), and in the United States. Both the long- and short-term causalities between these variables are explored using monthly data. The paper also endeavors to answer the question of whether the linkages between the analyzed economic variables are of similar intensity and direction in old and new EU member countries, and whether or how relationships have changed. The results show much stronger causality in countries with developed capital and foreign-exchange markets (i.e., old EU member countries and the United States). Evidence also suggests more powerful long- and short-term causal relations during the 1993–2003 period than during 1970–92. Causalities seem to be predominantly unidirectional, with the direction running from stock prices to exchange rates. Finally, we detected strong relations when applying the real effective exchange rate than the nominal effective exchange rate.stock prices, cointegration, vector error-correction, exchange rates, Granger causality

Stock Prices and Exchange Rates in the EU and the USA: Evidence of their Mutual Interactions

This paper investigates the nature of the causal relationships among stock prices and effective exchange rates in four old EU member countries (Austria, France, Germany, and the UK), four new EU member countries (Czech Republic, Hungary, Poland, and Slovakia), and in the United States. Both the long- and short-term causalities between these variables are explored using monthly data. The paper also endeavors to answer the question of whether the linkages between the analyzed economic variables are of similar intensity and direction in old and new EU member countries, and whether or how relationships have changed. The results show much stronger causality in countries with developed capital and foreign-exchange markets (i.e., old EU member countries and the United States). Evidence also suggests more powerful long- and short-term causal relations during the 1993-2003 period than during 1970-92. Causalities seem to be predominantly unidirectional, with the direction running from stock prices to exchange rates. Finally, we detected strong relations when applying the real effective exchange rate than the nominal effective exchange rate.stock prices; exchange rates; cointegration; error correction model; Granger causality

Ability of the New EU Member States to Fulfill the Exchange Rate Stability Convergence Criterion

This paper assesses exchange rate development and volatility in six new EU member states (Cyprus, Czech Republic, Hungary, Poland, Slovakia, and Slovenia) during the period November 1996 - April 2006. The study is motivated by the unavoidable participation of the new member states’ currencies in the Exchange Rate Mechanism II and fulfillment of the exchange rate stability convergence criterion. The development of exchange rates is examined by the calculation of various rates of return and the exchange rate volatility is analyzed using moving average standard deviations of the annualized daily returns of the nominal bilateral exchange rates. The results suggest that the dilemma of “participation or non-participation in ERM II” have been solved properly so far by all countries analyzed. The three ERM II participating currencies (SIT, CYP, SKK) entered into the mechanism at the optimal time of stable exchange rate development and low volatility. On the other hand, the admissible fluctuation band ± 2.25 % seems to be still too narrow for the remaining three currencies (CZK, HUF, PLN), thus the currencies should remain out of ERM II for some time.exchange rates; rate of return; volatility; ERM II; exchange rate stability criterion; new EU Member States