Version 1
: Received: 13 November 2023 / Approved: 14 November 2023 / Online: 14 November 2023 (09:43:30 CET)
How to cite:
Petrilli, S.; Giunchi, M.; Vonthron, A. Leader-Member Exchange (LMX) and Work Adjustment As Protective Factors in Reducing Job Exhaustion and Turnover Intention: A Double-Mediation Model. Preprints2023, 2023110899. https://doi.org/10.20944/preprints202311.0899.v1
Petrilli, S.; Giunchi, M.; Vonthron, A. Leader-Member Exchange (LMX) and Work Adjustment As Protective Factors in Reducing Job Exhaustion and Turnover Intention: A Double-Mediation Model. Preprints 2023, 2023110899. https://doi.org/10.20944/preprints202311.0899.v1
Petrilli, S.; Giunchi, M.; Vonthron, A. Leader-Member Exchange (LMX) and Work Adjustment As Protective Factors in Reducing Job Exhaustion and Turnover Intention: A Double-Mediation Model. Preprints2023, 2023110899. https://doi.org/10.20944/preprints202311.0899.v1
APA Style
Petrilli, S., Giunchi, M., & Vonthron, A. (2023). Leader-Member Exchange (LMX) and Work Adjustment As Protective Factors in Reducing Job Exhaustion and Turnover Intention: A Double-Mediation Model. Preprints. https://doi.org/10.20944/preprints202311.0899.v1
Chicago/Turabian Style
Petrilli, S., Marianna Giunchi and Anne-Marie Vonthron. 2023 "Leader-Member Exchange (LMX) and Work Adjustment As Protective Factors in Reducing Job Exhaustion and Turnover Intention: A Double-Mediation Model" Preprints. https://doi.org/10.20944/preprints202311.0899.v1
Abstract
Combining the Job Demands-Resourses model and the Work Adjustment theory, this research aims to create a theoretical model that considers Leader-Member Exchange (LMX) and Work Adjustment as protective factors, capable of reducing job exhaustion and turnover intention. A convenience sample of 257 Italian employees filled an online self-report questionnaire. A sequential mediation model was tested, which showed that the relationship between LMX and turnover intention is mediated by Work Adjustment and Job Exhaustion. The results show that the higher the LMX, the higher the work adjustment of the workers and the less they will perceive job exhaustion and, consequently, intent to leave the organisation. With a view to primary prevention, the aim was to investigate possible protective factors at work and the risk factors to look out for in order to move in the direction of preventing a malaise phenomenon before it develops with the aim of promoting wellbeing in organisations.
Copyright:
This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
