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conducted in a different demographic and cultural setting. A comparative study
between different cultures could also be administered.
The current research was conducted on LMX agreement, organisation commitment and
turnover intention theories and the relationship between these theories was established.
Future research could be conducted by considering other organisational outcomes such
as subordinate work performance, job satisfaction, empowerment and job flexibility.
Their relationship with LMX agreement could be used to understand managers’
understanding of employees.
The research used difference score techniques to generate the LMX agreement. Values
were calculated by computing the absolute difference between the supervisor and
subordinate LMX scores. Though difference score techniques are widely used in
research involving agreement theories, future research could be conducted by using
other techniques such as multivariate multiple regression analysis. The results could be
compared with the current research to reveal similarities and differences between these
two analytical methods.
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