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With Whom You Compare Yourself €“ Relationship Of Social Comparison & Employee Work Outcomes - Leader Member Exchange (Lmx) As Mediator

Author

Listed:
  • Naveed Anwar

    (Assistant Professor, IQRA University Main Campus Karachi)

  • Dr.Niaz Ahmed Bhutto2

    (Head of Business Administration Dept., Sukkur IBA, Sukkur.)

  • Dr.Irfan Hameed

    (Assistant Professor, IQRA University)

  • Badar Zaman Quersh

    (PhD Scholar IQRA University Karachi)

Abstract

Purpose This research contributes further into investigating the impact of Social Comparison i.e.Negative Social Comparison NSC and Positive Social Comparison PSC and work attitudes i.e.Overall Job Satisfaction OJS and Affective Commitment – AC using Leader Member Exchange LMX as a potential mediator among the relationship of Social Comparison and work attitudes.Design / Methodology / Approach This research is causal, descriptive and cross sectional in nature.Following positivist research paradigm data was collected from 232 employees of First tier commercial banks using a selfadministrative survey.Factor Analysis, Multiple Regression Analysis, ANOVA, Pearson Correlation and Descriptive statistics were used to test the hypothesis of the study and provide conclusion about hypothesis.The mediation effects of Leader member exchange was also tested using the steps of Baron and Kenny 1986.Findings The results exhibited that the Positive Social Comparison has positive association with Affective Commitment AC and overall job satisfaction OJS.Further, NSC relationship was negatively significant with Affective Commitment and also it was found to have a significant negative relationship with Overall Job Satisfaction.LMX, Leader Member Exchange mediates the relationship among Social Comparison Negative and Positive Social Comparison.Originality/Value These significant results have shown the importance of quality of Leader Member Exchange and its impact in yielding the positive organizational outcomes.As long as the managers pay a good attention towards the quality of relationship among them and their workers, the chances are that any type of comparison Negative or Positive will have less chance to affect the organizational outcomes, such as affective commitment and overall job satisfaction.These results are vital for HR practitioners and will assist in designing quality HPWPs in organizations.

Suggested Citation

  • Naveed Anwar & Dr.Niaz Ahmed Bhutto2 & Dr.Irfan Hameed & Badar Zaman Quersh, 2016. "With Whom You Compare Yourself €“ Relationship Of Social Comparison & Employee Work Outcomes - Leader Member Exchange (Lmx) As Mediator," IBT Journal of Business Studies (JBS), Ilma University, Faculty of Management Science, vol. 12(2), pages 55-67.
    • Handle: RePEc:aib:ibtjbs:v:12:y:2016:i:2:p:55-67
    DOI: https://doi.org/10.46745/ilma.ibtjbs.2016.122.4
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    References listed on IDEAS

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    1. Moore, Don A., 2007. "Not so above average after all: When people believe they are worse than average and its implications for theories of bias in social comparison," Organizational Behavior and Human Decision Processes, Elsevier, vol. 102(1), pages 42-58, January.
    2. Leronardo Stringer, 2006. "The Link Between the Quality of the Supervisor–Employee Relationship and the Level of the Employee's Job Satisfaction," Public Organization Review, Springer, vol. 6(2), pages 125-142, June.
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