The relationship between paternalistic leadership leader–member exchange (LMX) and job stress

As its goal, this research intends to examine the impact of Paternalistic Leadership (Benevolent, Moral and Authoritarian Leadership styles) on Leader Member Exchange. This is conducted in accordance with four dimensions of LMX – namely, Affect, Loyalty, Contribution and Professional Respect, employed by members of both in- and out-groups in assessment LMX relationship quality with their manager or supervisor. The study also investigates the impact of Paternalistic Leadership on Job Stress using key Role Stressors - Role Ambiguity, Role Conflict and Role Overload. A final objective of this research is to investigate how Leader Member Exchange may specifically impact Job Stress (role stressors). 155 workers (blue and white collar) participated to the study from a public institution and a family owned company. Data were collected by a questionnaire that was composed of Paternalistic Leadership (PL), Leader Member Exchange (LMX) and Job Stress (JS) scales including 55 questions. Results of data analysis show that there is a positive and significant relationship between two dimensions of paternalistic leadership (Benevolent and Moral Leadership) and Leader Member Exchange, and there is a negative and significant relationship between Authoritarian Leadership and Leader Member Exchange. Furthermore, there is a negative and significant relationship between two dimensions of paternalistic leadership (Benevolent and Moral Leadership) and job stress of workers. In contrast, there is a positive and significant relationship between authoritarian leadership and role conflict factor of job stress. Also, there is a negative and significant relationship between leader member exchange and job stress. At the same time in these organizations, benevolent and moral dimensions of paternalistic leadership and high quality leader member exchanges make a positive contribution and authoritarian aspect of paternalistic leadership and job stress make a negative contribution to work conditions. Concerning the difference between demographic factors in terms of BL, AL, LMX and RA only significant difference was found between men and women. Moreover it was found that, there is a significant difference between gender of supervisor in terms of AL and LMX. However, there is no significant difference between the other demographic factors with regard to all variables.