Abstract
Results of hypotheses testing using the Leader-Member Exchange (LMX) scale and the Minnesota Satisfaction Questionnaire (MSQ) indicate that 7 out of 12 LMX measures (explaining 98% of the variance) and 6 out of 20 MSQ measures (explaining 71%-79% of the variance) were positive and significant. Satisfaction with supervision had a significant impact on job satisfaction, explaining 80.7% of the variance. In the near future, employee job satisfaction is predicted to be lower than satisfaction with supervision, due to absence of strong intrinsic motivation. Testing hypotheses on these scales also helped predict future employee turnover in the banking industry.
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