PhD coaching

I submitted my rough draft proposal to my supervisor, yesterday. I realize there are still lots of things that needs to be done. However, I feel really happy with my level of productivity this week. How do I keep this up?
So I got up this morning a little later than my usual time, and said I need to work my PhD. I do not want to stop my productivity streak. So I got on the Internet to google what is the expected time I should spend on my PhD a week. For full time student, you need to spend 35 hours a week. For part-time student, I guess you can say about 15 -20 hours a week.
I work full-time. I lecture at UiTM, and working on my PhD. Currently, my schedule is a bit flexible. So, I would like to think that I am working on the PhD full time and working part-time. My goal is to finish within a 2 years time frame.
Based on these expected hours for a 3 years PhD program, you need to spend 5,460 hours. So, you are trying to finish a 3 year program in 2 years you need to spend 52.5 hours a week. There are 24 hours in a day. This can be done, but you will need a system.
I figure I need to spend 8 hours a day for 6 days and 4.5 hours for one day. I will spend 8 hours for the PhD on Sunday till Friday, and spend 4.5 on Saturday. So, this is the formula I got for managing your time for a successful finish. I also found a website on PhD coaching. I thought this was a great website, a must read for everyone. It is called the three month thesis. The website is www.3monththesis.com.

Leader-member exchange model

The work-in-progress theoretical framework was present to my supervisor Prof. Noormala in January, 2013. After the discussion with her, we concluded there is a need to simplify the model. The discussion led to the possibility of dropping the variable supervisor's organizational embodiment (SOE) variable. I am still reserved at taking out SOE. My assumption here is employee's organizational embodiment (EOE) is my contribution to the body of knowledge. I still need to identity the context of Leader-Member Exchange (LMX) and SOE. I have to explain how LMX and SOE affects EOE which leads to the outcome of organizational commitment. The question that arise from the theoretical framework is how organizational identification fit into all these? How to measure EOE? What are the critiques on LMX, Organizational Identification, EOE and Organizational Commitment (OC)? Are there new terms for OC?