| This research explored the effects of hierarchical displacement of members on Leader-Member Exchange (LMX) and the effects of these new leadership constructs on the member's organizational commitment. Until this study, LMX had not been studied for dyads that "skipped" levels of the organization.;To execute this evaluation, survey research was used resulting in 163 responses from three organizations covering three states. The survey instrument consisted of: (1) LMX-7 (Graen & Uhl-Bien, 1995) to measure three dyads: direct manager to member (LMX), skip-level manager to member (VLMX), and the organizational leader to member (OLMX), (2) ACS, NCS, and CCS (Meyer & Allen, 1993) to measure affective, normative, and continuance organizational commitment respectively, and (3) Unique questions to capture hierarchical displacement (HD), hierarchical placement (HP), "feeling of future" (FUTURE), "promotion opportunity" (PROMO), and control variables (gender, age, time in organization, time with boss, and time in position).;LMX, VLMX, and OLMX were highly reliable and internally consistent measures, marking the first time the VLMX and OLMX relationships have been measured (skip-level managers). Significant correlations were found between LMX-ACS, LMX-NCS, VLMX-ACS, VLMX-NCS, and OLMX-NCS, indicating that the direct manager (LMX) most influenced the member's "identification" with the organization (ACS) whereas skip-level manager (VLMX) influenced the member's sense of "obligation" (NCS) most.;Hierarchical displacement (HD) was found to moderate OLMX-NCS, indicating members furthest from the organizational leader value their interactions with the organizational leader more than members within fewer hierarchical levels. Although moderating effects of hierarchical placement (HP) were not found, HP was significantly and positively correlated to OLMX indicating those members with more complex hierarchies reporting to them rated OLMX more favorably.;FUTURE and PROMO had a mediating effect in LMX-ACS, LMX-NCS, and VLMX-ACS, as did FUTURE in VLMX-NCS, suggesting that leaders influence commitment by enhancing the member's "feeling of future" or "promotion opportunities.";Gender had significant correlations to VLMX and OLMX. Likewise, combinations of control variables containing gender, time with boss, time in organization had significant controlling effects on several relationships (OLMX-NCS; VLMX-ACS; VLMX-ACS & VLMX-NCS as mediated by FUTURE; VLMX-ACS as mediated by PROMO). |
