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Understanding the relationships betw...

Collins, Michael Dwain.

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Understanding the relationships between leader-member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited-service restaurant environment.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Understanding the relationships between leader-member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited-service restaurant environment./
Author:	Collins, Michael Dwain.
Description:	182 p.
Notes:	Adviser: R. Thomas George.
Contained By:	Dissertation Abstracts International68-04B.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3260704

Understanding the relationships between leader-member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited-service restaurant environment.
Collins, Michael Dwain.

Understanding the relationships between leader-member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited-service restaurant environment. - 182 p.

Adviser: R. Thomas George.

Thesis (Ph.D.)--The Ohio State University, 2007.

The present research studies the relationship between Leader-Member Exchange (LMX), psychological empowerment, job satisfaction, and turnover intention within the context of an upscale, limited-service restaurant environment. Participants responded to an online survey in which these constructs were measured utilizing the LMX-7 to measure the quality of the LMX relationship, twelve (12) items to measure the perceived level of psychological empowerment, the Minnesota Satisfaction Questionnaire (short-form) to assess job satisfaction, and four (4) items to determine turnover intentions. Principle component analysis was conducted in order to determine the factor structure of the constructs. Structural equation modeling was utilized to test the six (6) proposed hypotheses. The findings reveal that the quality of the LMX relationship and the level of psychological empowerment have significant, direct linear relationships with job satisfaction. Surprisingly, job satisfaction is not found to have a statistically significant relationship with turnover intention for the sample group as a whole while psychological empowerment proves to be the most reliable predictor of turnover intention. Discussion highlights the relationships between the variables with different sub-sets of the sample based upon demographic information. Implications for practitioners and future research are also discussed.Subjects--Topical Terms:

626628
Business Administration, Management.

Understanding the relationships between leader-member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited-service restaurant environment.
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005 20110518
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035 $a (UMI)AAI3260704
035 $a AAI3260704
040 $a UMI $c UMI
100 1 $a Collins, Michael Dwain. $3 1264786
245 1 0 $a Understanding the relationships between leader-member exchange (LMX), psychological empowerment, job satisfaction, and turnover intent in a limited-service restaurant environment.
300 $a 182 p.
500 $a Adviser: R. Thomas George.
500 $a Source: Dissertation Abstracts International, Volume: 68-04, Section: B, page: 2631.
502 $a Thesis (Ph.D.)--The Ohio State University, 2007.
520 $a The present research studies the relationship between Leader-Member Exchange (LMX), psychological empowerment, job satisfaction, and turnover intention within the context of an upscale, limited-service restaurant environment. Participants responded to an online survey in which these constructs were measured utilizing the LMX-7 to measure the quality of the LMX relationship, twelve (12) items to measure the perceived level of psychological empowerment, the Minnesota Satisfaction Questionnaire (short-form) to assess job satisfaction, and four (4) items to determine turnover intentions. Principle component analysis was conducted in order to determine the factor structure of the constructs. Structural equation modeling was utilized to test the six (6) proposed hypotheses. The findings reveal that the quality of the LMX relationship and the level of psychological empowerment have significant, direct linear relationships with job satisfaction. Surprisingly, job satisfaction is not found to have a statistically significant relationship with turnover intention for the sample group as a whole while psychological empowerment proves to be the most reliable predictor of turnover intention. Discussion highlights the relationships between the variables with different sub-sets of the sample based upon demographic information. Implications for practitioners and future research are also discussed.
590 $a School code: 0168.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Psychology, Behavioral. $3 1017677
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Psychology, Psychometrics. $3 1017742
690 $a 0384
690 $a 0454
690 $a 0624
690 $a 0632
710 2 $a The Ohio State University. $3 718944
773 0 $t Dissertation Abstracts International $g 68-04B.
790 $a 0168
790 1 0 $a George, R. Thomas, $e advisor
791 $a Ph.D.
792 $a 2007
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3260704