Cargando…

Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance

Within the scope of the Theory of Demands and Labor Resources, the Healthy & Resilient Organizations (HERO) Model, and the Leader–Member Exchange (LMX) Theory, this research contrasts a mediation model in which evidence on the factors that affect work performance is integrated, thus establishing...

Descripción completa

Detalles Bibliográficos
Autores principales: Santalla-Banderali, Zuleima, Alvarado, Jesús M.
Formato: Online Artículo Texto
Lenguaje:English
Publicado: MDPI 2022
Materias:
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9319500/
https://www.ncbi.nlm.nih.gov/pubmed/35886613
http://dx.doi.org/10.3390/ijerph19148761
_version_ 1784755564394315776
author Santalla-Banderali, Zuleima
Alvarado, Jesús M.
author_facet Santalla-Banderali, Zuleima
Alvarado, Jesús M.
author_sort Santalla-Banderali, Zuleima
collection PubMed
description Within the scope of the Theory of Demands and Labor Resources, the Healthy & Resilient Organizations (HERO) Model, and the Leader–Member Exchange (LMX) Theory, this research contrasts a mediation model in which evidence on the factors that affect work performance is integrated, thus establishing the direct and indirect relationships between LMX quality, communication satisfaction, employee work engagement, and self-rated work performance. A total of 488 workers participated in this research. Adequate goodness of fit was found in the model (χ2 = 3876.996, df = 3715, p = 0.031; χ2/df = 1.044; CFI = 0.999; TLI = 0.999; SRMR = 0.056; RMSEA = 0.010): the LMX–work performance relationship is mediated by communication satisfaction and work engagement, whereas the LMX–work engagement relationship is mediated by communication satisfaction. This has led to the conclusion that, as employees consider the relationship with their superiors to be of higher quality, the satisfaction they experience in terms of organizational communication increases, and as organizational communication satisfaction increases, the extent to which employees feel more vigorous, involved and concentrated, and absorbed by work also increases, which, in turn, leads them to perceive their work performance to be higher.
format Online
Article
Text
id pubmed-9319500
institution National Center for Biotechnology Information
language English
publishDate 2022
publisher MDPI
record_format MEDLINE/PubMed
spelling pubmed-93195002022-07-27 Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance Santalla-Banderali, Zuleima Alvarado, Jesús M. Int J Environ Res Public Health Article Within the scope of the Theory of Demands and Labor Resources, the Healthy & Resilient Organizations (HERO) Model, and the Leader–Member Exchange (LMX) Theory, this research contrasts a mediation model in which evidence on the factors that affect work performance is integrated, thus establishing the direct and indirect relationships between LMX quality, communication satisfaction, employee work engagement, and self-rated work performance. A total of 488 workers participated in this research. Adequate goodness of fit was found in the model (χ2 = 3876.996, df = 3715, p = 0.031; χ2/df = 1.044; CFI = 0.999; TLI = 0.999; SRMR = 0.056; RMSEA = 0.010): the LMX–work performance relationship is mediated by communication satisfaction and work engagement, whereas the LMX–work engagement relationship is mediated by communication satisfaction. This has led to the conclusion that, as employees consider the relationship with their superiors to be of higher quality, the satisfaction they experience in terms of organizational communication increases, and as organizational communication satisfaction increases, the extent to which employees feel more vigorous, involved and concentrated, and absorbed by work also increases, which, in turn, leads them to perceive their work performance to be higher. MDPI 2022-07-19 /pmc/articles/PMC9319500/ /pubmed/35886613 http://dx.doi.org/10.3390/ijerph19148761 Text en © 2022 by the authors. https://creativecommons.org/licenses/by/4.0/Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https://creativecommons.org/licenses/by/4.0/).
spellingShingle Article
Santalla-Banderali, Zuleima
Alvarado, Jesús M.
Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance
title Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance
title_full Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance
title_fullStr Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance
title_full_unstemmed Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance
title_short Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance
title_sort incidence of leader–member exchange quality, communication satisfaction, and employee work engagement on self-evaluated work performance
topic Article
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9319500/
https://www.ncbi.nlm.nih.gov/pubmed/35886613
http://dx.doi.org/10.3390/ijerph19148761
work_keys_str_mv AT santallabanderalizuleima incidenceofleadermemberexchangequalitycommunicationsatisfactionandemployeeworkengagementonselfevaluatedworkperformance
AT alvaradojesusm incidenceofleadermemberexchangequalitycommunicationsatisfactionandemployeeworkengagementonselfevaluatedworkperformance