Schyns, B. (2006) 'Are group consensus in Leader-Member Exchange (LMX) and shared work values related to organizational outcomes ?', Small group research., 37 (1). pp. 20-35.
Leader-member exchange (LMX) refers to the relationship quality between leader and follower. Mostly, LMX is rated individually and related to outcomes. In this study, the focus is on consensus of LMX within a team. However, a high consensus in followers’ perception of their leader does not necessarily mean that performance is in line with company expectations. Consequently, it is proposed that high work values moderate the relationship between consensus and performance. The hypotheses were tested using a sample of employees in German banks and insurance companies. Results indicate some support for the proposed relationship between consensus in contribution and job satisfaction as well as the relationship between consensus in contribution and commitment. In addition, moderating effects of work values emerged. This indicates that consensus with respect to LMX is influential in organizations and suggests that leaders should strive toward having a similar relationship with all followers.
|Keywords:||Leadership, LMX, Commitment, Job satisfaction, Performance, Occupational self-efficacy, Consensus.|
|Full text:||(AM) Accepted Manuscript|
Download PDF (312Kb)
|Publisher Web site:||http://dx.doi.org/10.1177/1046496405281770|
|Publisher statement:||The final definitive version of this article has been published in the Journal Small group research 37/1, 2006 © SAGE Publications Ltd at the Small group research page: http://sgr.sagepub.com/ on SAGE Journals Online: http://online.sagepub.com/|
|Date accepted:||No date available|
|Date deposited:||25 January 2011|
|Date of first online publication:||February 2006|
|Date first made open access:||No date available|
Save or Share this output
|Look up in GoogleScholar|