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Table 26: Correlation Results when Subordinates rate higher than Supervisors<br />
LMX<br />
Difference AOC TI LMX SLMX<br />
LMX Difference 1<br />
AOC -.243 ** 1<br />
TI .167 * -.423 ** 1<br />
LMX -.342 ** .638 ** -.299 ** 1<br />
SLMX .711 ** .243 ** -.063 .417 ** 1<br />
Note: ** Correlation is significant at the 0.01 level (2-tailed),<br />
* Correlation is significant at the 0.05 level (2-tailed), n = 208<br />
Table 27: Correlation Results when Supervisors rate higher than Subordinates<br />
LMX<br />
Difference AOC TI LMX SLMX<br />
LMX Difference 1<br />
AOC -.237 ** 1<br />
TI .211 * -.223 * 1<br />
LMX -.702 ** .479 ** -.258 ** 1<br />
SLMX .105 .412 ** -.132 .635 ** 1<br />
Note: ** Correlation is significant at the 0.01 level (2-tailed),<br />
* Correlation is significant at the 0.05 level (2-tailed), n = 126<br />
Further analyses in terms of the demographic sub-groups were undertaken to examine<br />
whether there were any statistically significant differences. Table 28 through to Table<br />
35 presents the data revealing the bivariate correlations among the LMX difference,<br />
the organisation commitment and the turnover intent in the different sub-groups.<br />
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