Leader-Member Exchange and Employees$ Job Demand, Burnout, and Felt Accountability: the Mediation of Organizational-Based Self-Esteem, Perceived Organizational Support, Organizational Identity

Leadership has been an intriguing research subject among organizationalbehavior scholars and practitioners for years. Based on the social exchange theory,leader-member exchange (LMX) is related to various work-related outcomes such aswork satisfaction, organizational commitment, turnover intention, stress, and burnout,just to name a few. To fill the void of current research, this study aims at investigatingthe psychological processes of organizational-based self-esteem, perceivedorganizational support, and organizational identity involved in the relationshipsbetween LMX and employees’job demand, burnout as well as felt accountability.Employees’organizational-based self-esteem, perceived organizational support, andorganizational identity are discussed and treated as mediators to better explore themechanism they serve on the effect of LMX on behaviors at workplace.Data will be collected by distributing questionnaires to the entry-level employeesworking at the service industry from Taiwan’s Top 100 companies. Confirmativefactor analysis will be taken to test the goodness of fit of the model. Structuralequation modeling (SEM) will be adopted to verify the hypotheses of the study. Theresults of the study are expected to broaden the horizon in understanding the conceptand effect of leader-member exchange in future research and managerial practice.