The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China

Nowadays, Chinese multinational corporations (MNCs) are facing extreme pressures due to increasing costs and stiff competition from global MNCs. In order to maintain the low-cost production capability and high core competitiveness, Chinese MNCs need knowledge workers (k-workers) to support their ope...

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Main Author:	Xiaoli, Che
Format:	Thesis
Language:	eng eng
Published:	2022
Subjects:	HF5001-6182 Business
Online Access:	https://etd.uum.edu.my/10181/1/permission%20to%20deposit-%20grant%20the%20permission-903460.pdf https://etd.uum.edu.my/10181/2/s903460_01.pdf
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id	my-uum-etd.10181
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spelling	my-uum-etd.101812022-12-27T00:52:38Z The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China 2022 Xiaoli, Che Ahmad, Fakhrorazi Loke, Wei Kit Ghazali Shafie Graduate School of Government Ghazali Shafie Graduate School of Government HF5001-6182 Business Nowadays, Chinese multinational corporations (MNCs) are facing extreme pressures due to increasing costs and stiff competition from global MNCs. In order to maintain the low-cost production capability and high core competitiveness, Chinese MNCs need knowledge workers (k-workers) to support their operations. However, the work pressure faced by k-workers’ in their workplace (China), especially concerning the relationship between their supervisors, is alarming and creates a disharmonious relationship and negative attitude, which will eventually lead to a decline in their performance. Hence, in order to improve their task performance, it is necessary to improve the relationship between k-workers and their supervisors. Thus, this study aims to examine the antecedents and outcome of k-workers’ leader-member exchange (LMX) in Chinese MNCs. The study’s framework describes the antecedents (servant leadership, benevolent leadership, distributive justice, psychological empowerment) of LMX and its outcome (task performance). In addition, affective commitment and organizational citizenship behaviour (OCB) act as mediators in the relationship between LMX and task performance in this study. This study applied quantitative study using self-administered survey to collect data for the purpose of answering the research questions. To accommodate this purpose, 1132 questionnaires were distributed among Chinese MNCs and 700 were returned. Of these, 443 were useful and qualify for data analysis. The Partial Least Square Structural Equation Modelling (PLS-SEM) technique was employed for data analysis. Findings show that k-worker’s LMX is positively influenced by servant leadership, distributive justice, and psychological empowerment (only meaning and competence), and has a positive relationship with affective commitment, OCB (OCB-Individual and OCB-Organization), and task performance. Findings also show that benevolent leadership, two dimensions of psychological empowerment (self-determinant and impact) have no significant relationship with k-workers’ LMX. Additionally, the mediation effects of affective commitment, OCB (OCB-Individual and OCB-Organization) were confirmed. Hence, this study has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire Chinese k-workers, promote their task performance, and enhance the organizational performance of Chinese MNCs. 2022 Thesis https://etd.uum.edu.my/10181/ https://etd.uum.edu.my/10181/1/permission%20to%20deposit-%20grant%20the%20permission-903460.pdf text eng staffonly https://etd.uum.edu.my/10181/2/s903460_01.pdf text eng public other doctoral Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Ahmad, Fakhrorazi Loke, Wei Kit
topic	HF5001-6182 Business
spellingShingle	HF5001-6182 Business Xiaoli, Che The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China
description	Nowadays, Chinese multinational corporations (MNCs) are facing extreme pressures due to increasing costs and stiff competition from global MNCs. In order to maintain the low-cost production capability and high core competitiveness, Chinese MNCs need knowledge workers (k-workers) to support their operations. However, the work pressure faced by k-workers’ in their workplace (China), especially concerning the relationship between their supervisors, is alarming and creates a disharmonious relationship and negative attitude, which will eventually lead to a decline in their performance. Hence, in order to improve their task performance, it is necessary to improve the relationship between k-workers and their supervisors. Thus, this study aims to examine the antecedents and outcome of k-workers’ leader-member exchange (LMX) in Chinese MNCs. The study’s framework describes the antecedents (servant leadership, benevolent leadership, distributive justice, psychological empowerment) of LMX and its outcome (task performance). In addition, affective commitment and organizational citizenship behaviour (OCB) act as mediators in the relationship between LMX and task performance in this study. This study applied quantitative study using self-administered survey to collect data for the purpose of answering the research questions. To accommodate this purpose, 1132 questionnaires were distributed among Chinese MNCs and 700 were returned. Of these, 443 were useful and qualify for data analysis. The Partial Least Square Structural Equation Modelling (PLS-SEM) technique was employed for data analysis. Findings show that k-worker’s LMX is positively influenced by servant leadership, distributive justice, and psychological empowerment (only meaning and competence), and has a positive relationship with affective commitment, OCB (OCB-Individual and OCB-Organization), and task performance. Findings also show that benevolent leadership, two dimensions of psychological empowerment (self-determinant and impact) have no significant relationship with k-workers’ LMX. Additionally, the mediation effects of affective commitment, OCB (OCB-Individual and OCB-Organization) were confirmed. Hence, this study has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire Chinese k-workers, promote their task performance, and enhance the organizational performance of Chinese MNCs.
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Xiaoli, Che
author_facet	Xiaoli, Che
author_sort	Xiaoli, Che
title	The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China
title_short	The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China
title_full	The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China
title_fullStr	The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China
title_full_unstemmed	The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China
title_sort	antecedents and outcome of k-workers’ leader-member exchange (lmx): evidences from chinese mncs in china
granting_institution	Universiti Utara Malaysia
granting_department	Ghazali Shafie Graduate School of Government
publishDate	2022
url	https://etd.uum.edu.my/10181/1/permission%20to%20deposit-%20grant%20the%20permission-903460.pdf https://etd.uum.edu.my/10181/2/s903460_01.pdf
_version_	1776103759983673344

The antecedents and outcome of k-workers’ Leader-Member Exchange (LMX): Evidences from Chinese MNCS in China

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