The causal factors of leader-member exchange, in-role job performance and innovative job performance that affecting job satisfaction of employees


  • Wanlee Putsom Faculty of Business Administration, Asia-Pacific International University
  • Jirapa Junbua Faculty of Management Science, Pibulsongkram Rajabhat University



Leader-member exchange, In-role job performance, Innovative job performance, Job satisfaction


The purposes of this research are 1) to study the model of causal influence of leader-member exchange (LMX), in-role job performance, innovative job performance and job satisfaction of employees, and 2) to study factors affecting job satisfaction of employees. There were 113 respondents. The statistics used in this study are frequency, percentage, Correlation Coefficient, and Path Analysis using Structural Equation Modeling (SEM). The results showed that all variables are statistically significant related. The model fit indies and the theoretical validity of the model was consistent with all criteria. Hypothesis testing found that leader-member exchange has a positive influence on in-role job performance, innovative job performance and job satisfaction. Innovative job performance has a positive influence on job satisfaction. In addition, in-role job performance has a positive influence on innovative job performance but has no influence on job satisfaction.


Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.

Asia-Pacific International University (2018). Number of employees of Asia-Pacific International University. Retrieved from (In Thai)

Bacharach, S. B., Bamberger, P., & Conley, S. (1991). Work home conflict among nurses and engineers: Mediating the impact of role stress on burnout and satisfaction at work. Journal of Organizational Behavior, 12(1), 39-53.

Belkic, K., & Savic, C. (2013). Job stressors and mental health: A proactive clinical perspective. London: World Scientific Publishers.

Behrman, D. N., & Perreault Jr, W. D. (1984). A role stress model of the performance and satisfaction of industrial salespersons. Journal of Marketing, 48(4), 9-21.

Chen, I. H., Brown, R., Bowers, B. J., & Chang, W. Y. (2015). Work to family conflict as a mediator of the relationship between job satisfaction and turnover intention. Journal of Advanced Nursing, 71(10), 2350-2363.

Clark, A. (2005). What makes a good job? Evidence from OECD countries. In Job quality and employer behavior (pp. 11-30). Palgrave Macmillan, London.

De Jong, J., & Den Hartog, D. (2010). Measuring innovative work behavior. Creativity and Innovation Management, 19(1), 23-36.

Ding, L., Velicer, W. F., & Harlow, L. L. (1995). Effects of estimation methods, number of indicators per factor, and improper solutions on structural equation modeling fit indices. Structural Equation Modeling: A Multidisciplinary Journal, 2(2), 119-143.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.

Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of applied psychology, 82(6), 827-844.

Gibbons, R. (1998). Incentives in organizations. Journal of Economic Perspectives, 12(4), 115-132.

Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219–247.

Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in organizational behavior, 9, 175-208.

Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332–1356.

Janssen, O. (2001). Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction. Academy of Management Journal, 44(5), 1039-1050.

Janssen, O., & Van Yperen, N. W. (2004). Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47(3), 368-384.

Kanter, R. M. (1988). When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations: Knowledge Management and Organizational Design. Boston, Mass: Butterworth-Heinemann.

Krishnan, V. R. (2005). Leader-member exchange, transformational leadership, and value system. Electronic Journal of Business Ethics and Organization Studies, 10(1), 14-21.

Locke, E. A. (1976). The nature and causes of job satisfaction. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297–1349). Chicago: Rand-McNally.

Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied psychology, 79(4), 475-480.

Pagan, R., & Malo, M. (2009). Job satisfaction and disability: Lower expectations about jobs or a matter of health? Spanish Economic Review, 11(1), 51–74.

Park, Y., Seo, D. G., Park, J., Bettini, E., & Smith, J. (2016). Predictors of job satisfaction among individuals with disabilities: An analysis of South Korea's National Survey of employment for the disabled. Research in Developmental Disabilities, 53, 198-212.

Podsakoff, P. M., & MacKenzie, S. B. (1989). A second generation measure of organizational citizenship behavior. Unpublished manuscript, Indiana University, Bloomington.

Rhoades, L., Eisenberger, R. & Armeli, S. (2001). Affective commitment to the organization: the contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.

Robbins, S. P., Judge, T. A., & Millett, B. (2015). OB: the essentials. Pearson Higher Education: AU.

Royal Society of Thailand. (2010). International. Retrieved from (In Thai)

Schnake, M. E. (1983). An Empirical Assessment of the Effects of Affective Response in the Measurement of Organizational Climate. Personnel Psychology, 36(4), 791-807.

Scandura, T. A., Graen, B., & Novak, M. A. (1986). When manager decide not to decide autocratically “An investigation of leader member exchange decision influence. Journal of Applied Psychology,71(4), 579-584

Schriesheim, C. A., Castro, S. L., & Cogliser, C. C. (1999). Leader-member exchange (LMX) research: A comprehensive review of theory, measurement, and data-analytic practices. The Leadership Quarterly, 10(1), 63-113.

Skalli, A., Theodossiou, I., & Vasileiou, E. (2008). Jobs as Lancaster goods: Facets of job satisfaction and overall job satisfaction. The Journal of Socio-Economics, 37(5), 1906-1920.

Songsrirote, N. (2014). Application in regression analysis. (3rd ed.). Bangkok: Charunsanitwong Printing Co., Ltd. (In Thai)

Tabachnick, B., & Fidell, L. (2011). Multivariate Analysis of Variance (MANOVA). International Encyclopedia of Statistical Science. Springer: Berlin Heidelberg.

Tinsley, H. E., & Tinsley, D. J. (1987). Uses of factor analysis in counseling psychology research. Journal of Counseling Psychology, 34(4), 414-424.

Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood, J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29(2), 187-206.

Uhl-Bien, M. (2006). Relational leadership theory: Exploring the social processes of leadership and organizing. The Leadership Quarterly, 17(6), 654-676.

Wanichbancha, K. (2014). Structural equation analysis (SEM) with AMOS. Bangkok: Chulalongkorn Univeristy Printing House. (In Thai)

Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111.

Wiratchai, N. (1999). Lisrail Model: Analytical statistics for research. (3rd ed.). Bangkok: Chulalongkorn Univeristy Printing House. (In Thai)

Wu, C. H., & Griffin, M. A. (2012). Longitudinal relationships between core self-evaluations and job satisfaction. Journal of Applied Psychology, 97(2), 331-342.

Yamane, T. (1973). Statistics: An introduction analysis. Harper and Row.




How to Cite

Putsom, W., & Junbua, J. (2020). The causal factors of leader-member exchange, in-role job performance and innovative job performance that affecting job satisfaction of employees . Community and Social Development Journal, 21(3), 174–192.



บทความวิจัย (RESEARCH ARTICLE)