EXPRESS: Dynamic relationships between LMX and employee role-making behaviours: The moderating role of employee emotional ambivalence

2022 ◽  
pp. 001872672210752
Author(s):  
Hai-jiang Wang ◽  
Lixin Jiang ◽  
Xiaohong Xu ◽  
Kong Zhou ◽  
Talya N. Bauer
Keyword(s):  
College Graduates ◽  
Employee Perceptions ◽  
Job Responsibilities ◽  
Dyadic Relationship ◽  
Emotional Ambivalence ◽  
Challenging Tasks ◽  
Member Exchange ◽  
Employee Relationships ◽  
High Level ◽  
Dynamic Relationships

We set out to understand how role-making works and what roles employees and leaders play in this process. Employees often make changes to their work roles, such as by negotiating their job responsibilities and seeking challenging tasks. In this study, we suggest that role-making behaviours influence and are influenced by the dyadic relationship between leaders and employees, otherwise known as leader–member exchange (LMX). We collected three waves of survey data from a sample of Chinese employees who were recent college graduates (n = 203). The results from cross-lagged panel analyses showed that 1) LMX and job-change negotiation were reciprocally related to each other and 2) initial LMX was associated with increased challenge-seeking behaviours, although these behaviours did not lead to greater LMX later on. In addition, we found evidence that when employees experienced a high level of emotional ambivalence (a conflicting, mixed, and complex emotional state), the direct and reciprocal relationships between LMX and role-making behaviours were weakened. Our findings advance the understanding of the development of leader–employee relationships in the workplace and have implications for strengthening employee perceptions of high-quality relationships with their leaders by making changes to their workplace roles.

Leader-Member Exchange (LMX) Impact on Work-Home Interference in a South African Commuter Transport Engineering Company

2019 ◽  
Vol 43 ◽  
Author(s):  
Jan Christoff Visagie ◽  
Michael M. Jones ◽  
Herman L. Linde
Keyword(s):  
South African ◽  
Structural Equation ◽  
Pearson Correlation ◽  
Correlation Coefficients ◽  
Leader Member Exchange ◽  
Negative Consequences ◽  
Dyadic Relationship ◽  
Cross Sectional ◽  
Engineering Company ◽  
Member Exchange

The South African workplace is confronted with many leadership challenges, specifically those relating to the employment relationship between subordinates and their supervisors. A high-quality relationship is essential, considering the work-family spillovers employees experience. Limited research has been conducted on the potential positive and negative consequences of the leader-member exchange (LMX) dyadic relationship. In this study, we used a cross-sectional research design, and drew an employee sample (N = 120) from a commuter transport engineering company. A five-point Likert scale was employed and statistical analyses were carried out using the SAS statistical program. We calculated Pearson correlation coefficients and used structural equation modelling to test the proposed conceptual model to indicate possible correlations between the different variables. The main finding of the study was that the nature of the LMX relationship quality in the relevant company appeared to be high and positively related to work-home enrichment but negatively related to work-home conflict and role overload. The article concludes by making a number of suggestions to respond to challenges.

The Effectiveness of Family-Supportive Supervisors: The Moderating Role of Employees’ Collectivistic Self-Construal

2020 ◽  
Vol 51 (6) ◽  
pp. 442-455
Author(s):  
Peng Wang ◽  
Zhengxue Luo ◽  
Zhen Wang
Keyword(s):  
Self Determination Theory ◽  
Employee Perceptions ◽  
Future Research ◽  
Research Directions ◽  
Self Construal ◽  
Member Exchange ◽  
Future Research Directions ◽  
Work Family ◽  
Work Family Enrichment

Built upon conservation of resource theory and self-determination theory, this study explores boundary conditions under which family-supportive supervisors (FSSs) influence employee-perceived leader–member exchange (LMX) and work–family enrichment (WFE). Findings from this research reveal that FSSs positively relate to employee perceptions of LMX and WFE. Employees’ collectivistic self-construals moderate the effect of FSSs on LMX but not on WFE. Implications and future research directions are discussed.

scholarly journals To Keep Close or to Let Loose: Recipe for Sustainable Quality Dyad

2021 ◽  
Vol 12 (3) ◽  
pp. 10
Author(s):  
Medina Halako Twalib
Keyword(s):  
Response Rate ◽  
Career Mobility ◽  
Primary Data ◽  
Access To Information ◽  
Policy And Practice ◽  
Dyadic Relationship ◽  
Direct Reports ◽  
Group Members ◽  
High Level ◽  
Descriptive Survey

This study’s objective was to determine factors that that sustain a quality dyad. Leaders are known to consciously and sub consciously form two groups; in-group and outgroup members. Studies have revealed that in-group members work overtime and perform extra duties and in turn, get favours from the leaders including career mobility and access to information, among other favours. Literature is unclear on how these groups are formed and this paper embarked on finding out the recipe of the formation and sustainability of a quality dyad. It was hypothesised that being a male member, trust and competence are not recipes of a high-quality relationship. Descriptive survey was employed; a population of 19 leaders were responding to questions about their 169 employees who report to them directly. Primary data was collected using semi-structured questionnaires.122 pairs of leaders and their direct reports was the response rate (72.2%). Descriptive statistics were used to analyse the data. The hypothesis was tested using logistical regression technique. The results showed that competence and trust are the recipe for an inclusion into the in-group of a leader. Gender, on the other hand, was not a recipe for a sustainable quality dyadic relationship. It is recommended that employees should ensure high level trustworthiness and competence for them to be kept close by the leader. The paper suggests that more variables can be considered as recipes for the quality dyadic relationship. These findings add significant value on both theory, policy and practice.

Leader self-enhancement values: curvilinear and congruence effects

2020 ◽  
Vol 41 (5) ◽  
pp. 687-701
Author(s):  
Scott Dust ◽  
Joseph Rode ◽  
Peng Wang
Keyword(s):  
Polynomial Regression ◽  
Hierarchical Regression ◽  
Interpersonal Justice ◽  
Dyadic Relationship ◽  
Content Type ◽  
Linear Effect ◽  
Plot Analysis ◽  
Joint Influence ◽  
Surface Plot ◽  
Member Exchange

PurposeAssumptions regarding the effect of leader self-enhancement values on leader-follower relationships are oversimplified. To advance this conversation, we test non-linear and congruence effects. We hypothesize that leader self-enhancement values (via prestige) have an inverted U-shaped relationship with employee perceptions of leader-member exchange (LMX) and leader interpersonal justice, and that leader-follower incongruence is negatively related to LMX and interpersonal justice.Design/methodology/approachTo evaluate our hypotheses we use hierarchical regression, polynomial regression, and surface plot analysis. Our sample consists of 193 leader-follower dyads from a variety of organizations.FindingsLMX and interpersonal justice increase as leader self-enhancement increases, but begin to decrease at higher levels of self-enhancement values. Additionally, leader-follower self-enhancement incongruence is negatively related to interpersonal justice. Finally, LMX is lowest when leaders are higher than followers in self-enhancement values compared to when followers are higher than leaders.Practical implicationsIt is critical to evaluate the level of leader self-enhancement values and/or the joint influence of the follower values (self-enhancement) to fully understand the effect of leader values on follower perceptions of the dyadic relationship. Organizations interested in facilitating high-quality leader-follower relationships should focus on the levels of the values and on mechanisms that facilitate leader-follower value alignment.Originality/valueThis work extends prior research assuming a direct, linear effect of leader self-enhancement values on follower outcomes. To fully understand the influence of leader values it is important to consider curvilinear and congruence effects.

scholarly journals A Predictive Model for Manpower Requirements in Georgia Agriculture

1974 ◽  
Vol 6 (1) ◽  
pp. 199-204 ◽  
Author(s):  
H. Evan Drummond ◽  
Fred C. White
Keyword(s):  
Structural Adjustment ◽  
College Graduates ◽  
Aggregate Demand ◽  
Manpower Planning ◽  
Focused Attention ◽  
Level Of Education ◽  
Economic Issues ◽  
Unskilled Workers ◽  
And Shifts ◽  
High Level

Persistently high levels of unemployment among unskilled workers, as well as college graduates, have focused attention on manpower problems. High levels of unemployment may result from a deficiency of aggregate demand or from structural maladjustments in the manpower market. The latter problems generally emanate from changing technological patterns and shifts in the pattern of economic growth. While there are many socio-economic issues involved, it is generally recognized that problems of structural adjustment can be satisfactorily managed, in time, if a sufficiently high level of aggregate demand is maintained. Therefore, an initial concern in manpower planning is to accurately relate manpower requirements by occupation and level of education to anticipated levels of aggregate demand.

Headteacher-teacher relationship and its effect on teacher’s trust in Malaysian high performing schools

2018 ◽  
Vol 32 (3) ◽  
pp. 479-497 ◽  
Author(s):  
Mohammed Borhandden Musah ◽  
Rozanne Emilia Abdul Rahman ◽  
Lokman Mohd Tahir ◽  
Shafeeq Hussain Vazhathodi Al-Hudawi ◽  
Khadijah Daud
Keyword(s):  
School Effectiveness ◽  
Empirical Studies ◽  
Dyadic Relationships ◽  
Role Development ◽  
Dyadic Relationship ◽  
High Performing Schools ◽  
Content Type ◽  
High Performing ◽  
Member Exchange ◽  
Development Processes

PurposeThe purpose of this paper is to examine the relationship between headteachers and teachers and its effects on the role of trust in Malaysian high-performing schools through the dyadic relationship theoretical approach.Design/methodology/approachUsing a survey questionnaire, a total of 199 teachers from five high-performing schools were selected as respondents for data collection. Before proceeding with inferential statistical analysis, teachers were separated into the “in-group” and “out-group”.FindingsThe findings revealed that the teachers from both the groups perceived that their facets of trust are strongly associated with the type of relationship they have with their school leaders. The results also demonstrate that the quality of dyadic relationships between headteachers and teachers moderately influences teachers’ trust.Practical implicationsThe findings suggest that the headteachers should always build good relationships with the teachers to gain teachers’ trust for sustaining school effectiveness. The findings encourage the Ministry of Education, particularly the Teacher Recruitment Division, to require all teachers and headteachers to deepen their knowledge on leader-member exchange (LMX) role-development processes.Originality/valueThe results are of great importance since limited empirical studies have examined LMX role-development processes with reference to teachers and headteachers in the context of Malaysian higher performing schools.

scholarly journals The Effect of Leader-Member Exchange on Innovative Work Behavior in the Saudi Hospitality

2017 ◽  
Vol 12 (6) ◽  
pp. 189 ◽  
Author(s):  
Abdulrahman Alsughayir
Keyword(s):  
Work Behavior ◽  
Leader Member Exchange ◽  
Employee Behavior ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Work ◽  
Hospitality Sector ◽  
Hotel Sector ◽  
High Level

This study investigated whether a relationship exists between leader–Member exchange (LMX) and innovative work behavior (IWB) of hotel sector employees in the territory of Riyadh. LMX’s overall effect on innovative employee work behavior can be seen in the values of R2 = 0.655 and adjusted R2 =0.423. Overall, the results explain 65 percent of the variation in innovative employee behavior, which represents a satisfactory and positive result for the study and supported the study’s hypotheses. One aim of the study was to improve our understanding of the effect that LMX has on IWB among the hospitality sector in Riyadh. LMX was found to be an important antecedent of IWB, and a high level of quality of LMX between employees and supervisors will inspire employees to be increasingly innovative while working.

scholarly journals The characteristic of Leader-member Exchange (LMX) relationship between leader and follower

2020 ◽  
Vol 9 (6) ◽  
pp. 77-90
Author(s):  
Dedy Dewanto Soeprapto
Keyword(s):  
Construction Industry ◽  
Participation Rate ◽  
Project Managers ◽  
Analysis Method ◽  
Dyadic Relationship ◽  
General Managers ◽  
Leaders And Followers ◽  
Member Exchange ◽  
Demographic Similarity ◽  
Descriptive Statistical Analysis

The objective of this research is to understand the characteristic of the LMX relationship between leader and follower in the construction industry (in the context of a project-based organization) with followers as the provider of ideas and knowledge. This research is conducted in a construction state-own enterprise (SOE) in Indonesia, selected due to tight competition and the consequential need for innovation within short timescales. This study involves all 121 projects that existed at the time of data collection, and the unit of analysis is a dyadic relationship between general managers (as leader) and project managers (as a follower). Of these dyads, only 118 dyads can be analyzed (97.52 percent participation rate) and the analysis method used in this study is descriptive statistical analysis. The findings indicate the presence of statistic similarity between leaders and followers in case: the man’s gender 98,3%, regional origin match 42,4%, similarity level of education 39,8%, the similarity of ownership of construction certification 71,2%, the duration of the current working relationship with the leader for 13 to 24 months (49,2%), the duration of knowing current leader in the company for above 5 years (60%). Therefore, the demographic similarity is an important characteristic of high-quality LMX.

scholarly journals Analysis of an Extensible Teaching Mode for Cultivating College Students into Innovative Talents

2021 ◽  
Vol 16 (10) ◽  
pp. 212
Author(s):  
Changliang Li ◽  
Hui Liu
Keyword(s):  
College Students ◽  
Teaching Methods ◽  
Curriculum Design ◽  
Architectural Design ◽  
College Graduates ◽  
Teaching Mode ◽  
Narrow Scope ◽  
Training Quality ◽  
Innovation Ability ◽  
High Level

The competition between countries is essentially the competition of innovative talents. However, China now faces multiple problems in the cultivation of innovative talents: the talents are weak in innovation ability; the high-level innovative talents are not sufficient; neither the quality or level of talents fully meet the demand of social and economic development. As a result, it is urgent for colleges to renovate the cultivation mode of innovative talents. Focusing on the cultivation of innovative talents majoring in architectural design, this paper thoroughly analyzed the extensible teaching mode for cultivating college students into innovative talents. Firstly, a questionnaire survey on relevant issues was carried out among employers and college graduates. The survey results revealed several problems with the innovative talent training in Chinese colleges, namely, the irrational curriculum design, the narrow scope of training objectives, and the lack of diverse teaching methods. Results verified, the employers are not highly satisfied with the innovative talents, especially the newly graduated ones. These problems are attributable to the weak professional development ability, poor teamwork ability, and insufficient innovation ability. To solve these problems, the authors analyzed and expounded the extensible teaching mode for the cultivation of innovative talents from four aspects: teaching content scope, teaching methods, teaching space, and appraisal. The research findings enrich the evidences of innovative talent training in Chinese colleges, providing a reference for improving the training quality of innovative talents.

scholarly journals Pantawid Pamilyang Pilipino Program (4Ps) Beneficiaries: An Analysis of Their Satisfaction Levels

2022 ◽  
Vol 05 (01) ◽  
Author(s):  
Nelly H Parreno ◽  
Keyword(s):  
College Graduates ◽  
Comparative Method ◽  
School Level ◽  
Satisfaction Level ◽  
College Level ◽  
High School Level ◽  
Number Of Children ◽  
Significant Difference ◽  
The Difference ◽  
High Level

This study examined the difference in the satisfaction level of 4Ps beneficiaries in Barangay VI, Victorias City, Negros Occidental, Philippines between the year 2015 and year 2020. The design of the study used a descriptive comparative method of research. The participants were 216 from 2015, 250 from 2020, and were official 4Ps beneficiaries of Barangay VI, Victorias City, Negros Occidental in the specified years. Results were analyzed with frequency, percentage, mean, and T-test. The findings revealed that the majority of them were above 30 years old with 349 (74.89%), female with 425 (91.20%), married with 359 (77.04%), laborers with 268 (57.51%), with 1-3 number of children with 261 (56%), and high school level of educational attainment with 284 (60.95%). Further, it indicated that there was an increasing trend in the 4Ps parent-beneficiaries in 2020 with the following: above 30 years old (41.2%) widow (7.1%), single parent (9.9%), no work (17.4%), laborers (8.8%), college level (4.8%) and college graduates (0.1%). It revealed the decreasing trend in the year 2020 with the following 4Ps parent beneficiaries: 30 years old and above (46.8%) and married (13.5%). The satisfaction level of 4Ps beneficiaries to CCT has significantly increased to a high level of satisfaction by 2020. There was a significant difference in the satisfaction level of 4Ps parent- beneficiaries to the CCT program which revealed that the satisfaction level survey was higher in 2020 than in 2015 especially in terms of health grants and education grants. Lastly, it was recommended to provide sustainable programs that would enhance the living conditions and nutrition grants of locals.

Sign in / Sign up

Export Citation Format

Share Document