||The effect of LMX on Employee’s Job Performance through Self Efficient: The mediating role of Stressors
||The effect of LMX on Employee’s Job Performance through Self Efficient: The mediating role of Stressors
||Institute of International Management (IIMBA--Master)(on the job class)
在每個組織中，領導者必須為成員提供指導和指導以及必要的資源，以便他們能夠很好地完成工作。另一方面，成員必須展示自己的專業, 並向領導者證明自己的能力。這種關係被稱為領導者 - 成員交換。在之前，已經有很多論文研究了LMX與工作績效之間的關係。然而，沒有多少研究將自我效能視為LMX與員工績效之間的中介。因此，本論文中將介紹自我效能作為LMX與一個人工作表現之間的中介。此外，本研究還考察了壓力因素對員工績效的影響。
In every organization, leaders have to provide direction and guidance as well as necessary resources for member in order to perform their jobs well. On the other hand members have to show their discipline and prove their abilities to their leaders. This relationship is so called Leader-member exchange. In the pass, there are many papers have investigated the relationships between LMX and job performance. However, there are not many studies examine self-efficacy as a mediator between LMX and employee’s performance. This study therefore will introduce self-efficacy as mediator between LMX and one’s job performance. Moreover, this study also examines the roles of stressors on employee’s performance.
In this thesis we would like to examine how Leader member exchange (LMX) effect employee’s job performance through enhancing one’s self efficacy. We also will separate job stress into two distinguished sources: hindrance and challenge stressor by finding their difference effect on one’s job performance. Furthermore, we also investigate the effect of LMX and self-efficacy on worker’s stressor. Finally we will test the mediate role of self-efficacy between LMX and two stressors.
TABLE OF CONTENTS
LIST OF TABLES
LIST OF FIGURES
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 Research Procedure and Objectives 6
1.3 Research Structure 7
CHAPTER TWO LITERATURE REVIEW 9
2.1 Leader-member Exchange (LMX) 9
2.2 Self efficacy 11
2.3 Relationship between LMX and Self-efficacy 11
2.4 Self-efficacy and individual job performance12
2.5 Self- efficacy mediates the relationship between LMX and individual job performance 13
2.6Challenge Stressor and Hindrance Stressor 14
2.7 Challenge stressors and Hindrance stressors as mediators 18
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 20
3.1 Research model and Hypothesis 20
3.2 Research Sample. 21
3.3 Construct Measurement. 21
3.3.1Leader Member Exchange (LMX) 21
3.3.2 Self-Efficacy 22
3.3.3 Challenge Stressor and Hindrance Stressor 22
3.3.4 Job Performance 25
3.4 Statistical analysis method. 25
3.4.1 Descriptive statistics analysis 25
3.4.2 Reliability tests 25
3.4.3Validity tests 26
3.4.4 T-test 26
3.4.5 CMV 26
3.4.6Hierarchical Regressions 26
3.5Control Variables. 27
CHAPTER FOUR RESEARCH RESULTS 28
4.1 Descriptive Analysis 28
4.1.1 Sample and Data Collection 28
4.1.2 Characteristics of Respondents: 28
4.2Cronbach’s alpha tests 30
4.2.1 Cronbach’s alpha of LMX 30
4.2.2 Cronbach’s alpha of Self Efficacy 30
4.2.3 Cronbach’s alpha of Challenge Stressor 31
4.2.4 Cronbach’s alpha of Hindrance Stressor 32
4.2.5Cronbach’s alpha of Performance 32
4.3 Confirmatory Factor Analysis ( CFA) 33
4.3.1 Result of CFA1-LMX 34
4.3.2 Result of CFA1-self efficacy 34
4.3.3 Result of CFA1-Challenge Stressor 35
4.3.4 Result of CFA1-Hindrance Stressor 35
4.3.5 Result of CFA1-Job Performance 36
4.Result of CMV 37
4.5 Result of CFA2 38
4.6Result of T-test 38
4.7 Result of Pearson’s correlation coefficient 39
4.8 Hypothesis analyze 40
4.8.1 Self-efficacy’s mediation effect 40
4.8.2 Challenge stressor’s mediation effect 41
4.8.3 Hindrance stressor’s mediation effect 42
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 44
5.1 Discussion on Research Finding and Conclusion44
5.2 Limitation and future study; 46
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