Date of Conferral

2020

Degree

Ph.D.

School

Psychology

Advisor

Nancy Bostain

Abstract

Business researchers studying leader-member exchange (LMX) and feedback environment (FE) have extensively examined organizational withdrawal behaviors (OWB) for insight on employee job stability, satisfaction, and performance. Although LMX and FE can each be linked to OWB, there is limited research on the combined effects of these constructs. Additionally, although job complexity has been viewed as a possible moderator between these predictor and criterion variables, its relationship has not been adequately studied. The purpose of this quantitative study was to examine the combined, relative roles of LMX and FE on OWB with job complexity as a moderator. The theoretical foundation consisted of LMX and FE theories. Data were collected from 154 part- and full-time employees of universities and community colleges across the United States using a Linkedin Ad. Participants completed the Multidimensional Measure of Leader-Member Exchange, Feedback Environment Scale, and Organizational Withdrawal Measure and Job Complexity subscale of the Work Design Questionnaire via SurveyMonkey online survey. Results of bivariate linear regression showed that LMX and FE each had a significant negative relationship with OWB; multiple regression analysis also showed a significant negative relationship with OWB when both LMX and FE were combined. The combination of the predictor variables was found to have the same amount of variance as LMX in isolation. Job complexity did not have a moderating effect. The findings provide business leaders with knowledge they can use to improve work environments and job longevity.

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