A descriptive analysis on leader-member exchange and its impact on organizational citizenship behaviour readiness on local government employees in southern region of malaysia
Local Government being the third-tier in Malaysian government has been identified as one of the government agencies mandated to drive economic growth and development of a district and its residents. Being one of the main service providers for the public, local governments have been plagued with p...
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| Main Authors: | , , , , |
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| Format: | Conference or Workshop Item |
| Language: | English |
| Published: |
2015
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| Subjects: | |
| Online Access: | http://eprints.unisza.edu.my/721/1/FH03-FESP-15-03272.pdf http://eprints.unisza.edu.my/721/ |
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| Summary: | Local Government being the third-tier in Malaysian government has been identified as one of the
government agencies mandated to drive economic growth and development of a district and its
residents. Being one of the main service providers for the public, local governments have been plagued
with public complaints as the issues of inefficiency of service quality and delivery has yet to meet the
expectations of the public. Statistics from Public Complaint Bureau (PCB) showed that high number of
complaints have been addressed by the public towards local governments’ operational issues. Thus, in
responding to PCB statistics and lack in-depth research on local government, the objectives of this
study are (i) to analyse on the items comprising leader-member exchange (LMX) scale and (ii) to
investigate the relationship between LMX and employees’ readiness in exhibiting organizational
citizenship behaviors (OCB). Data from 222 respondents working in Johor, Melaka and Negri Sembilan
were collected through a structured questionnaire using disproportioned stratified sampling procedure.
Results indicated that majority of the respondents agreed on statements under LMX dimensions of
affect, loyalty, contribution and respect with recorded means of between 3.55 to 4.05. Correlations
showed that LMX and its dimensions have positive significant impact towards OCB readiness. In order
to accomplish the mandated objectives and to gain public trust and confidence towards local
governments’ efficiency and competency, nurturing quality dyadic relationship between leaders and
subordinates should be given priority as results have proved to be significant in elevating OCB among
local governments’ employees. |
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