تبادل رهبر - عضو و توانمندسازی : اثرات مستقیم و تعاملی روی رضایت شغلی، اهداف گردش مالی و عملکرد

This study examined the moderating impact of empowerment on the relationships between leader–member exchange (LMX) quality and the self-rated outcomes of job satisfaction and turnover intentions, as well as the supervisor-rated outcomes of job performance and organizational citizenship behaviors. Two samples, with 244 and 158 employees respectively, were used to test our hypotheses. Our results provided evidence that in general, empowerment moderates the relationships between LMX and job outcomes. These findings are important as previous research has only tested these variables as independent predictors, but our results suggest the relationships these constructs have with important consequences are dependent on both variables. Practical implications and directions for future research are offered.

Our investigation found that for four different job outcomes, including an attitude, behavioral intention, and behaviors, empowerment moderated the relationships between LMX and these consequences. In particular, our findings revealed that LMX becomes especially important when empowerment is lacking. This study extends previous research by examining the joint impact of LMX relationship quality and empowerment, which had not been previously investigated, and showed that this moderating effect was present in two samples with outcomes that were self and supervisor-rated. We feel that these results are interesting and we hope they will encourage future researchers to continue to investigate how these variables work together.