We examine the relationship between leader–member exchange (LMX) quality and advice network centrality using multisource data from a sample of 250 retail employees and their respective managers in Turkey to test our hypothesized model of value and costs of being sought out for advice. Drawing upon the tenets of network generation theory (Nebus, 2006), we predict that the tendency of focal actor...

The focus of this research is on the relationships between leader-member exchange (LMX), supportive supervisor communication (SSC), and subordinate job performance. It was predicted that the relationship between subordinate ratings of LMX quality and supervisor ratings of subordinate performance would be mediated by subordinate ratings of SSC. Specifically, it was hypothesized that LMX would di...

Previous research indicated that leader moral identity (MI; i.e., leaders' self-definition in terms of moral attributes) predicts to what extent followers perceive their leader as ethical (i.e., demonstrating and promoting ethical conduct in the organization). Leadership, however, is a relational process that involves leaders and followers. Building on this understanding, we hypothesized that f...

Leader-Member Exchange (LMX) theory and Team-Member Exchange (TMX) theory provide the foundation for development of a model of the interpersonal relationships among work groups. The model extends the findings of a quarter-century of LMX research to all dyadic relationships within a work group. This cluster of dyadic member-member relationships (MxiMyjX), as well as the Leader-Member relationshi...

This work proposed a theoretical model for investigating the process of job performance (JP) and organizational commitment (OC) using career stage as a moderator. In the proposed model, OC and leader-member exchange (LMX) directly influence JP, while LMX and job satisfaction (JS) indirectly influence JP via the mediation of OC. The causal relationships are moderated by a career stage moderator,...

This paper seeks to advance research on interpersonal exchange relationships between supervisors, subordinates, and coworkers at work by integrating social exchange, workplace friendship, and climate research to develop a multi-level model. We tested the model using hierarchical linear modeling (HLM) with data obtained from a sample of 215 manager-employee dyads working in 36 teams. At the indi...

To date, leader-member exchange (LMX) research has primarily examined member outcomes, such as member attitudes and performance. However, little research exists regarding outcomes specific to the leader. Focusing on the leader-member dyad, we develop a framework of leader outcomes resulting from resource exchanges with members. We propose specific resource substitutes and discuss the impact of ...

We compared the improved Abbott lMx cancer antigen (CA) 125 assay (cat. no. 7A89) with the Abbott CA 125 RIA. Serum specimens were from healthy perimenopausal women (n = 124) and from patients with benign gynecologic and nongynecologic diseases (n = 124), ovarian carcinoma (n = 104), or other malignancies (n = 193). The lMx assay detected as little as 0.193 kAU/L CA 125 (AU = arbitrary Abbott u...

Although it is an explicitly dyadic approach to leadership, some leader-member exchange (LMX) research has been characterized by relatively low levels of agreement between leader and member judgments of the relationship. Using a combination of meta-analytic methods and primary data collection, the authors sought to explore several theoretically and methodologically meaningful factors that might...

Envy is a universal emotion and often is considered to be socially undesirable. This emotion has been relatively ignored in organizational behavior research. In this study, we focus on the impact of leader member exchange on envy. We also investigate moderating effects of perceived co-worker similarity and equity sensitivity in the relationship between leader member exchange and envy. Building ...