The Influence of Boss Phubbing on Employee Performance Mediated by Leader-member Exchange (LMX) and Trust in the Head Office of PT. Bank Aceh Syariah

*Ridwan J, Ridwan, & Sofyan
Department of Management, Universitas Syiah Kuala, Indonesia
DOI- http://doi.org/10.37502/IJSMR.2022.5615

Abstract

This study was find out how the boss phubbing role in employee performance is mediated by the leader-member exchange (LMX) and trust in the head office of PT. Bank Aceh Syariah (BAS). The total population was 228 people, and the research respondents were taken as much as the population and analyzed through SEM-AMOS. The results found that boss phubbing negatively affects employee performance, trust, and LMX, meanwhile, LMX positively affects employee performance and partially mediates the boss phubbing effect on employee performance, and trust also positively affects employee performance and partially mediates the boss phubbing effect on employee performance. This means that the BAS employee performance improvement model is a function of lowering the phubbing boss and increasing LMX and trust.

Keywords: Boss Phubbing, Employee Performance, Leader-Member Exchange (LMX), Trust.

References

  • Abeele, M. M. P. Vanden. (2020). The Social Consequences of Phubbing: A Framework and Research Agenda. In Rich Ling, G. Goggin, L. Fortunati, S. S. Lim, & Y. Li (Eds.), Handbook of Mobile Communication, Culture, and Information (pp. 158–174). Oxford, Britania Raya.
  • Bauer, T. N., & Green, S. G. (1996). Development of leader-member exchange: A longitudinal test. The Academy of Management Journal, 39(6), 1538–1567. https://doi.org/10.2307/257068
  • Ellena, F. (2011). Analisis pengaruh kepercayaan, komitmen, komunikasi, dan penanganan keluhan terhadap loyalitas nasabah (Studi pada nasabah PT. BRI (Persero) Tbk Cabang Pemalang. Universitas Dipenogoro.
  • Gonzales, A. L., & Wu, Y. (2016). Public cellphones use does not activate negative responses in others unless they hate cell phones. Journal of Computer-Mediated Communication, 21(5), 384–398. https://doi.org/https://doi.org/10.1111/jcc4.12174
  • Li, A. N., & Tan, H. H. (2013). What happens when you trust your supervisor? Mediators of individual performance in trust relationships. Journal of Organizational Behavior, 34(3), 407–425. https://doi.org/https://doi.org/10.1002/job.1812
  • Ling, Richard. (2012). Taken for grantedness: The embedding of mobile communication into society. Cambridge, Massachusetts, Amerika: The MIT Press.
  • Lunenburg, F. C. (2011). Organizational Culture-Performance Relationships: Views of Excellence and Theory Z. National Forum of Educational Administration and Supervision Journal, 29(4), 1–10.
  • Mukri, I., Indrawati, M., & Hidayat. (2019). Pengaruh Gaya Kepemimpinan Dan Trust Terhadap Kinerja Karyawan Pada Koperasi Karyawan Redrying (KAREB) Kabupaten Bojonegoro. MAP (Jurnal Manajemen Dan Administrasi Publik), 2(2), 178–190.
  • Roberts, J. A., & David, M. E. (2017). Put down your phone and listen to me: How boss phubbing undermines the psychological conditions necessary for employee engagement. Computers in Human Behavior, 75, 206–217. https://doi.org/https://doi.org/10.1016/j.chb.2017.05.021
  • Schriesheim, C. A., Scandura, T. A., Eisenbach, R. J., & Neider, L. L. (1992). Validation of a New Leader-Member Exchange Scale (Lmx-6) Using Hierarchically-Nested Maximum Likelihood Confirmatory Factor Analysis. Educational and Psychological Measurement, 52(4), 983–992. https://doi.org/https://doi.org/10.1177/0013164492052004023
  • Wang, C.-J. (2016). Does leader-member exchange enhance performance in the hospitality industry? The mediating roles of task motivation and creativity. International Journal of Contemporary Hospitality Management, 28(5), 969–987. https://doi.org/https://doi.org/10.1108/IJCHM-10-2014-0513