Reviewers for the OB division , 2008

Proceedings of the annual conference of the Administrative Sciences Association of Canada Finance Division Actes de congrès annuel de la section finance de l'association des sciences administratives du Canada Halifax, Nova Scotia ACKNOWLEDGEMENTS/REMERCIEMENTS The conference proceedings of the Organizational Behavior division is the product of many individuals, and I would like to sincerely thank the various contributors for their efforts. This includes authors who submitted interesting work, and reviewers who evaluated it. The role of reviewers is critical to the process of developing an excellent array of high caliber papers, but also to assist researchers to hone their craft. The effort of each reviewer is greatly appreciated. Special thanks go to the two highly acclaimed academics who served as judges for the Awards. Appreciation is also extended to those who agreed to serve as session chairs. Finally, I would like to thank Tom Stone and Louise Tourigny for their assistance and guidance while I served as academic reviewer. We tested whether LMX quality relates to followers' reported level of affective commitment, mediated by the role of experienced meaningfulness of work, experienced responsibility for work, and knowledge of results. We found that job characteristics mediated the relationship between LMX quality and affective commitment, providing support for the social exchange view of the LMX model of leadership (Blau, 1964). Employees with stronger affective organizational commitment have greater intrinsic motivation, more autonomous forms of external regulation and a stronger promotion focus in the pursuit of goals (Meyer, Becker, & Vandenberghe, 2004).Consistent with this contention is evidence that affective commitment is positively related to job performance, extra‐role behaviors, low absenteeism and a reduced likelihood of quitting ones jobs The present study examines potential proximal and distal antecedents of affective commitment. Specifically, the quality of supervisor‐subordinate relationships (Leader‐member exchange; Bauer &Green, 1996), elements of job design (Hackman & Oldman, 1976) and affective organizational commitment (Meyer &Allen, 1991) are examined. This study contributes to the scant empirical literature on the relationships between LMX quality, job enrichment, and affective commitment. Since causation can only be established using strong experimental study designs with high internal validity, as a first step we decided to conduct a nonexperiemental field study where cross‐sectional data was collected. We rely heavily on theory that suggests the causal ordering of variables (Scheines, 2005). In the present study, we do not claim to test 6 causal ordering; however, we believe that there are sufficiently strong …