The effect of LMX on performance: Cyberloafing and commitment as serial mediators

Abstract

Purpose: This study aims to explore the serial mediation effects of cyberloafing (CY) and organisational commitment (OC) on the relationship between leader–member exchange (LMX) and employee performance.
Design/methodology/approach: In the study, data were collected through a survey method from two different samples selected using the convenience sampling method. In this context, analyses were conducted using data collected from 358 bank professionals and 437 private sector employees in a city in southern Türkiye. The first study examined construct validity by using exploratory factor analysis and confirmatory factor analysis. In the second study, structural equation modelling was utilised to test the hypotheses.
Findings/results: The analysis results of the current study revealed that the impact of LMX on CY, OC and employee performance was significant. It was also found that CY and OC played a mediating role in the predictive relationship between LMX and employee performance. Furthermore, these two variables together had a serial mediation effect on employee performance.
Practical implications: The findings highlight the importance of managers avoiding behaviours that could lead to perceptions of discrimination among employees in order to achieve the desired performance. Additionally, it is crucial for managers to foster relationships based on trust and fairness with all employees.
Originality/value: This study contributes to the existing literature by investigating the serial mediation effect of CY and OC in the relationship between LMX and employee performance. These findings are valuable for organisations seeking to improve performance, reduce cyberloafing and increase OC by fostering high-quality LMX relationships.