View/Open

From the results presented in Table 28 through to Table 34, it is evident that
subordinates’ organisational commitment is moderately correlated to the LMX
difference among all the sub-groups. The LMX difference variable is highly correlated
with organisation commitment when the supervisors have lesser tenure with the
organisation (-.429) and in sub-groups were the supervisors have vast industry
experience (-.475). Furthermore, the direction of correlation remains unchanged and is
similar to the overall correlation results established in Table 25. As a result there are
no statistically significant differences in the correlation between LMX agreement and
subordinates’ organisation commitment among the sub-groups.
It is further observed that, when bivariate correlation is performed individually among
the sub-groups, the correlation significance level of subordinates’ turnover intent with
the LMX difference variable is drastically reduced. The analyses show that the
correlation among the LMX difference variable and the turnover intent variable is
comparatively high in the sub-groups of older managers (.254) and those managers
who have less position experience (.211). Nevertheless, though level of correlation
between the LMX difference and the turnover intent was low, it was predominantly
similar to the overall correlation level of LMX difference and turnover intent. As a
result there are only marginal statistical significant differences in the correlation
between LMX agreement and subordinates’ turnover intent among the sub-groups.
Finally, bivariate correlation analyses were conducted individually with the responses
from the lodging group and the dining group. Table 35 indicate the bivariate
correlation among the lodging group and the dining group respectively.
92