Een onderzoek naar de invloed van Leader-Member-Exchange relatie op HR-praktijken, affectieve betrokkenheid en innovatief gedrag

Demir, Maria (2008) Een onderzoek naar de invloed van Leader-Member-Exchange relatie op HR-praktijken, affectieve betrokkenheid en innovatief gedrag.

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Abstract:This study aims to identify the impact of Leader-Member-Exchange (LMX)- relation on the satisfaction with the HR- practices, affective commitment and innovative behavior. An important determinant of success for the most organizations is related to the responsibility for their employees’ development . Therefore not only human resource manager play a role but also the leader of the organization. The focus lays on the management and the development of the employees. Next to the leaders’ competences, more application and commitment is necessary. The improvement of the relationships between employees and leaders and the satisfaction with the HR- practices can lead to more affective commitment of the employees to the organization. Committed employees are important for an organization’s performance. Furthermore innovative behavior of the employees can lead to organizational success. West, Dawson, Birdi and Patterson (2006) describe innovation as the generation of creative ideas and the implementation of them. One important factor next to the employee is Human Resource (HR) - policy in an organization. It investigates the impact of an organization’s HR- practices on innovative behavior of the employees. HR- policy has to be provided so that it can contribute to innovative behavior of the employees. This study aims to identify the possible impact of LMX- relation on affective commitment and innovative behavior of the employees. Thereby the added value of the satisfaction with HR- practices is said to have an expected moderating effect on the relation between LMX and affective commitment as well as on the relation between LMX and employees’ innovative behavior. The data consists of 151 person; 105 male (69.5%) and 46 female (30.5%) employees, of three organizations. The results show that the assumed relationships between LMX- relation and affective commitment and innovative behavior exist. However, the results do not show a significant moderating effect of satisfaction with HR- practices on the relationships between LMX- relation and affectieve commitment and innovative behavior
Item Type:Essay (Bachelor)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:77 psychology
Programme:Psychology BSc (56604)
Link to this item:http://purl.utwente.nl/essays/58745
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