Understanding The Curvilinear Relationships between LMX Differentiation and Team Coordination and Performance

By Yang Sui, Hui Wang, Bradley L Kirkman, Ning Li. 2016

102 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1bcc90b76251b893f8cb9f85fbd5802f9e1e21eb

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. G. Thomas
2. A. Legood
3. Silvia Russo
4. Robin Martin
5. François Courcy
6. Anis Khedhaouria
7. Christian Vandenberghe
8. Francesco Montani

In Social Psychology

1. G. Thomas
2. Robin Martin
3. François Courcy
4. Anis Khedhaouria
5. Christian Vandenberghe
6. Francesco Montani
7. Silvia Russo
8. A. Legood

Citations in the corpus

• Examining the inverted U-shaped relationship between workload and innovative work behavior: The role of work engagement and mindfulness (2020, methodology): “Consistent with common practice in examining moderating effects in the context of curvilinear relationships (e.g. Sui et al., 2015), predictors were entered into the regression equation for work engagement in the following order: (a) control variables, (b) workload, (c) the quadratic term of…”
• Leader–member exchange (LMX) differentiation and work outcomes: conceptual clarification and critical review (2018, background): “Relatedly, Sui et al. (2015) in an extension of social identity theory to LMX differentiation posit that team performance is best served by an inverted U shaped configuration of LMX variation (see Figure 1, D bell shape-symmetrical), because”