| This study was an investigation of the relationship between subordinates' perceptions of the quality of the leader-member exchange (LMX) relationship and their willingness to engage in organizational citizenship behavior (OCB) and organizational commitment (OC). Differences in subordinates' perceptions of the quality of the LMX with their supervisor according to the gender of the supervisor compared to the employee (same sex vs. different sex) and dyadic duration of the LMX were also investigated. The possible moderation of dyadic duration on the relationship between subordinates' perception of the quality of the LMX and their willingness to engage in OCB and OC were also investigated. Lastly, the possible moderation of gender on the relationship between subordinates' perception of the quality of the LMX and their willingness to engage in OCB and OC were also investigated. This study surveyed direct service subordinate staff currently employed at a large rehabilitation organization in the Midwest. Results of research questions (RQ) one through eight are as follows: No significant correlation, r = .15, p = .35 for RQ1, significant correlation for RQ2, r = .38, p =.01, no significant correlation, r = .14, p = .38, for RQ3, no significant correlation, r = .30, p = .05 for RQ4, RQ5 model one was not significant, R2 = .10, F (2,38) = 2.21, p = .12, model two was significant, R2 = .19, F (3, 37) = 2.86, p = .05, RQ6 model one was significant, R2 = .26, F (2, 38) = 7.59, p = .002, model two was significant, R2 = .34, F (3, 37) = 6.34, p = .001, RQ7 model one was not significant, R2 = .10, F (2, 38) = 2.21, p = .12, model two was not significant, R 2= .16, F (3, 37) = 2.31, p = .09, and RQ8 model one was significant, R2 = .26, F (2, 38) = 7.59, p = .002, model two was significant, R2 = .32, F (3, 37) = 5.98, p = .002. A summary of results and limitations and delimitations of the study are discussed, as well as implications and directions for future research. |
