The Influence Of The Leader Member Exchange And Organizational Justice On The Organizational Commitment Of The Medan Daily Employee Employees

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The Influence of Leader-Member Exchange and Organizational Justice on Organizational Commitment of Medan Orbit Daily Employees

In today's fast-paced media world, the rise of new newspapers has given people more choices to access information. However, in this competitive landscape, a good relationship between employers and employees is the key to presenting quality services to readers. The harmonious relationship between leaders and team members, known as Leader-Member Exchange (LMX), as well as organizational justice, plays an important role in increasing employee organizational commitment. This article discusses how these two factors affect the organizational commitment in the Medan Orbit Daily, a newspaper publisher that serves community information needs.

Leader-Member Exchange (LMX) and Organizational Justice

Leader-Member Exchange is a theory that emphasizes the importance of the quality of the relationship between leaders and team members. In the daily context of Medan Orbit, a good LMX can be reflected through open communication, mutual trust, and support between leaders and employees. When employees feel valued and considered, they tend to have a higher commitment to the organization. This is because a positive LMX fosters a sense of belonging and identity among employees, which in turn increases their motivation and job satisfaction.

On the other hand, organizational justice refers to employee perceptions of how they are treated in the work environment. This justice can be distributed (the relationship between the results and contributions of employees), procedural (how the decision is made), and interaction (how employees are treated personally). High organizational justice increases employee trust and loyalty, which further strengthens their commitment to the organization. When employees feel that they are being treated fairly and justly, they are more likely to be motivated and committed to their work.

Research and Methodology

This study aims to analyze the influence of the leader-Member exchange and organizational justice on the organizational commitment of employees in the Medan Orbit Daily. The population in this study was all daily employees of the Medan Orbit, with a sample taken using the sampling census method, which involved all members of the population because the number was less than 100 respondents. To test the hypothesis, multiple regression methods are used as analytical tools. The study used a survey research design, where a questionnaire was administered to a sample of employees to collect data on their perceptions of LMX, organizational justice, and organizational commitment.

Research Results

The results showed that both the Leader-Member Exchange and Organizational Justice had a positive and significant influence on the organizational commitment of employees in the Medan Orbit Daily. That is, the better the relationship between leaders and employees and the more fair treatment received by employees, the higher their commitment to the organization. The study found that LMX and organizational justice were positively correlated with organizational commitment, indicating that employees who experienced a positive LMX and perceived high organizational justice were more likely to be committed to their work.

Conclusion

The development of good relations between leaders and team members, as well as the application of the principles of organizational justice, is very important to increase employee commitment in the Medan Orbit Daily. Management should continue to strive for practices that support LMX and organizational justice, so that employees feel motivated and loyal to their workplaces. Thus, the Medan Orbit Daily can continue to provide quality information services and meet readers' expectations.

In the future, further research can also be carried out to explore other factors that affect employee organizational commitment, as well as the long-term impact of LMX and organizational justice on the company's performance. Additionally, the study can be replicated in other organizations to see if the findings are generalizable to other contexts.

Implications for Practice

The study has several implications for practice. Firstly, it highlights the importance of developing a positive LMX between leaders and employees. This can be achieved through open communication, mutual trust, and support. Secondly, it emphasizes the need for organizational justice, which can be achieved through fair treatment, transparency, and accountability. By implementing these practices, organizations can increase employee commitment and motivation, leading to improved performance and productivity.

Limitations of the Study

The study has several limitations. Firstly, the sample size was small, which may limit the generalizability of the findings. Secondly, the study used a survey research design, which may be subject to biases and limitations. Finally, the study only examined the influence of LMX and organizational justice on organizational commitment, and did not explore other factors that may affect employee commitment.

Future Research Directions

The study has several future research directions. Firstly, it can be replicated in other organizations to see if the findings are generalizable to other contexts. Secondly, it can be extended to explore other factors that affect employee organizational commitment, such as job satisfaction, motivation, and engagement. Finally, it can be used to develop interventions to improve LMX and organizational justice in organizations.

Conclusion

In conclusion, the study found that both the Leader-Member Exchange and Organizational Justice had a positive and significant influence on the organizational commitment of employees in the Medan Orbit Daily. The study highlights the importance of developing a positive LMX and implementing organizational justice in organizations to increase employee commitment and motivation. The study has several implications for practice and future research directions, and can be used to develop interventions to improve LMX and organizational justice in organizations.
Frequently Asked Questions (FAQs) about the Influence of Leader-Member Exchange and Organizational Justice on Organizational Commitment

In our previous article, we discussed the importance of Leader-Member Exchange (LMX) and Organizational Justice in increasing employee organizational commitment. However, we understand that you may have some questions about the topic. Here are some frequently asked questions (FAQs) and their answers:

Q: What is Leader-Member Exchange (LMX)?

A: Leader-Member Exchange is a theory that emphasizes the importance of the quality of the relationship between leaders and team members. It refers to the mutual influence and exchange of resources, support, and trust between leaders and employees.

Q: What is Organizational Justice?

A: Organizational Justice refers to employee perceptions of how they are treated in the work environment. It includes three dimensions: distributive justice (the relationship between the results and contributions of employees), procedural justice (how the decision is made), and interactional justice (how employees are treated personally).

Q: How does LMX affect organizational commitment?

A: LMX has a positive and significant influence on organizational commitment. When employees experience a positive LMX, they tend to feel valued, supported, and trusted by their leaders, which increases their commitment to the organization.

Q: How does Organizational Justice affect organizational commitment?

A: Organizational Justice also has a positive and significant influence on organizational commitment. When employees perceive high organizational justice, they tend to feel that they are being treated fairly and justly, which increases their trust and loyalty to the organization.

Q: What are the benefits of a positive LMX?

A: A positive LMX has several benefits, including:

  • Increased employee motivation and job satisfaction
  • Improved communication and collaboration between leaders and employees
  • Increased employee trust and loyalty
  • Improved organizational performance and productivity

Q: What are the benefits of Organizational Justice?

A: Organizational Justice has several benefits, including:

  • Increased employee trust and loyalty
  • Improved employee motivation and job satisfaction
  • Reduced employee turnover and absenteeism
  • Improved organizational performance and productivity

Q: How can leaders develop a positive LMX?

A: Leaders can develop a positive LMX by:

  • Building trust and rapport with employees
  • Providing open and transparent communication
  • Showing appreciation and recognition for employee contributions
  • Providing opportunities for employee growth and development

Q: How can organizations implement Organizational Justice?

A: Organizations can implement Organizational Justice by:

  • Ensuring fair and transparent decision-making processes
  • Providing clear and consistent communication
  • Treating employees with respect and dignity
  • Providing opportunities for employee feedback and input

Q: What are the implications of this study for practice?

A: The study has several implications for practice, including:

  • The importance of developing a positive LMX between leaders and employees
  • The need for Organizational Justice in the workplace
  • The importance of providing opportunities for employee growth and development
  • The need for leaders to build trust and rapport with employees

Q: What are the limitations of this study?

A: The study has several limitations, including:

  • The small sample size
  • The use of a survey research design
  • The limited generalizability of the findings

Q: What are the future research directions for this study?

A: The study has several future research directions, including:

  • Replicating the study in other organizations
  • Exploring other factors that affect employee organizational commitment
  • Developing interventions to improve LMX and Organizational Justice in organizations.