Abstract/Description
Drawing on symbolic interaction theory, present study tests LMX and employee happiness at work with mediation of self-esteem and moderation of organizational embeddedness. Authors collected data from FMCG companies from Pakistan that comprised 124 employees. Findings suggest significant relationship between LMX and happiness at work. Follower self-esteem significantly mediated LMX and happiness at work, and organizational embeddedness moderated between LMX and happiness at work. Findings are instrumental for organizational practitioners. Organizational leaders should consider quality LMX interactions with their employees in prevailing global crises. It will improve relationship with team members and boost their self-esteem resulting in happiness at work. Further, organizations should promote such practices, which enhance organizational embeddedness of their employees because it helps to boost workplace happiness.
Track
Management
Session Number/Theme
Session 2B: Leadership and Workplace
Session Chair
Dr. Waheed Umrani, Institute of Business Administration, Karachi
Start Date/Time
23-6-2022 3:50 PM
End Date/Time
23-6-2022 4:10 PM
Location
Training Room 1, Marriott Hotel, Karachi
Recommended Citation
Qamar, F., Muhammad, S. M., Ahmed, S., & Kundi, Y. M. (2022). Linking Leader Member Exchange (LMX) and happiness at work through symbolic interaction theory. 3rd IBA SBS International Conference 2024. Retrieved from https://ir.iba.edu.pk/sbsic/2022/program/26
Included in
Industrial and Organizational Psychology Commons, Leadership Studies Commons, Organizational Behavior and Theory Commons
Linking Leader Member Exchange (LMX) and happiness at work through symbolic interaction theory
Training Room 1, Marriott Hotel, Karachi
Drawing on symbolic interaction theory, present study tests LMX and employee happiness at work with mediation of self-esteem and moderation of organizational embeddedness. Authors collected data from FMCG companies from Pakistan that comprised 124 employees. Findings suggest significant relationship between LMX and happiness at work. Follower self-esteem significantly mediated LMX and happiness at work, and organizational embeddedness moderated between LMX and happiness at work. Findings are instrumental for organizational practitioners. Organizational leaders should consider quality LMX interactions with their employees in prevailing global crises. It will improve relationship with team members and boost their self-esteem resulting in happiness at work. Further, organizations should promote such practices, which enhance organizational embeddedness of their employees because it helps to boost workplace happiness.
