Date of Degree

12-2025

Document Type

Dissertation

Degree Name

Doctor of Business Administration (DBA)

Program

Business Administration

Advisor

Annette E. Craven, Ph.D., CPA, ACC. - Committee Chair

Advisor

Dawn R. Liguez, Ph.D. - Committee Member

Advisor

Pamelyn Witteman, Ph.D. - Committee Member

Abstract

This study examined the significance of the relationship between leader-member exchange (LMX) and psychological contracts in United States-based research organizations. When the organization-manager-employee relationship deteriorates, psychological contract breaches can occur, negatively affecting employee outcomes and the organization's financial success and stability. Existing knowledge highlights several factors that influence relationships, including reciprocated treatment, work behaviors and reactions, trust, professional respect, affect, mutual interaction, work autonomy, communication, job satisfaction, and fulfillment. The study sought to determine to what extent is there a predictive relationship between LMX and psychological contracts (employee obligations, employer obligations, fulfillment, and contract transitions) of highly qualified United States-based researchers who work in research or higher education organizations. The study used quantitative research methods, including a non-experimental correlational design, an online survey approach, and inferential statistical analysis. The population consisted of researchers employed at research and development organizations and higher education institutions in the United States who held at least a master's degree. A random sample of 85 participants was selected. The sample was predominantly male, aged between 31 and 60, with master’s degrees, and employed at research and development organizations. Online survey methods were used for data collection. Multiple regression analyses were performed to assess the significance of the relationship between LMX and psychological contracts, and Pearson's correlation was used to measure the strength of the relationship between LMX and psychological contracts (employee obligation, employer obligation, fulfillment, and contract transitions). The data analysis results showed that there is no statistically significant predictive relationship between LMX and psychological contracts among highly qualified United States-based researchers working in research and higher education organizations. The results revealed a statistically significant relationship between LMX and fulfillment, as well as between LMX and contract transition, at a 95% significance level. Conversely, no statistically significant relationship was found between LMX and employee obligations, nor between LMX and employer obligations.

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