How and When Relative Leader–Member Exchange (RLMX) Invigorates Attendance at Work Within a Context of LMX Differentiation

IF 5 3区 管理学 Q1 MANAGEMENT Journal of Leadership & Organizational Studies Pub Date : 2021-01-16 DOI:10.1177/1548051821989289
Michel Tremblay, Marie‐Claude Gaudet, Xavier Parent-Rocheleau
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引用次数: 8

Abstract

This study examines how, why and when relative leader–member exchange (RLMX) influences absenteeism through the mediating effect of feelings of vigor, and the moderating role of unit-level leader–member exchange differentiation (LMX differentiation). Data collected from a Swiss retailer sample of 486 employees within 52 stores shows that RLMX is positively related to feelings of vigor, whereas feelings of vigor are negatively related to absenteeism. Also, RLMX has a stronger positive effect on vigor when LMX differentiation in the unit is high, and on absenteeism when differentiation in the unit is low. However, we found no evidence that the indirect influence of RLMX on absenteeism through feelings of vigor is moderated by unit-level LMX differentiation. The implications of these findings for research on LMX are discussed.
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在LMX差异化的背景下,相对领导-成员交换(RLMX)如何以及何时增强工作出勤率
本研究考察了相对领导-成员交换(RLMX)如何、为什么以及何时通过活力感的中介作用影响缺勤,以及单位级领导-成员交流分化(LMX分化)的调节作用。从瑞士零售商52家商店的486名员工样本中收集的数据显示,RLMX与活力感呈正相关,而活力感与缺勤呈负相关。此外,当单位中LMX分化高时,RLMX对活力具有更强的积极作用,而当单位中分化低时,RLMX则对旷工具有更强的正面作用。然而,我们没有发现任何证据表明RLMX通过活力感对旷工的间接影响受到单位水平LMX分化的调节。讨论了这些发现对LMX研究的启示。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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CiteScore
9.70
自引率
2.10%
发文量
23
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