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    Please use this identifier to cite or link to this item: http://asiair.asia.edu.tw/ir/handle/310904400/100551


    Title: Favoritism: Effects of Supervisors’ LMX Favoritism on Subordinate Perceived Justice and Job Satisfaction
    Authors: LIU, YEN-FENG
    Contributors: 休閒與遊憩管理學系
    Keywords: Leader-member exchange;justice perception;job satisfaction
    Date: 2016
    Issue Date: 2016-08-11 13:47:50 (UTC+8)
    Publisher: 亞洲大學
    Abstract: Leader-Member Exchange (LMX) theory posits that a superior forms various relationships with different subordinates. Based on the superior-subordinate relationship, the superior offers resources and emotional supports to subordinates. Social comparison theory indicates that people tend to compare themselves with similar others for making better judgments when they lack specific and objective criterion or face uncertainty. According to LMX and social comparison theories, individuals evaluate whether their superiors favor a specific employee by comparing themselves with coworkers. This evaluation further influences individuals’ behaviors and attitudes. This study attempts to assess a superior’s LMX ratings on all subordinates and to compute the superior’s favoritism index. By doing so, we can examine the influences of the superior’s LMX favoritism on subordinate justice perception and job satisfaction. The current study confined the research scope to hotels and invited the managers and employees working in departments of customer service and restaurants to participate in the survey. Eventually, 161 superior-subordinate pair data was collected (including 41 superiors and 161 subordinates). The findings indicate that the superior’s LMX favoritism positively relates to subordinate justice perception but insignificantly relates to job satisfaction. Both of subordinate-rated interaction justice and distribution justice, instead of procedure justice, have positive impacts on job satisfaction. In addition, the superior’s LMX favoritism indirectly influences job satisfaction through interaction justice and distribution justice. Procedure justice is not a valid mediation in the relationship between favoritism and job satisfaction. This study expects to provide several implications for hotels.
    Appears in Collections:[休閒與遊憩管理學系] 博碩士論文

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