Leader-member Exchange (LMX) and Performance: A Meta-Analytic Review

By Robin Martin, Yves R. F. Guillaume, G. Thomas, Allan Lee, O. Epitropaki. 2016

748 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/20bf58363cd91bb483296bc7ed9850ecc73fcb56

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. O. Epitropaki
2. Robin Martin
3. A. Legood
4. B. P. Ellen
5. Allan Lee
6. G. Thomas
7. Alexander Newman
8. Gerald R. Ferris

In Social Psychology

1. Rebecca J. Jones
2. H. Zacher
3. Gil Bozer
4. Robin Martin
5. G. Thomas
6. O. Epitropaki
7. Allan Lee
8. B. P. Ellen

Citations in the corpus

• Understanding the factors that determine workplace coaching effectiveness: a systematic literature review (2018, methodology): “Following the recommendations provided by Martin et al. (2016) for future investigation of LMX, we suggest that cross-lagged panel designs would be a suitable research methodology in order to help detect changes in both LMX quality across the duration of the coaching intervention and beyond.”
• Antecedents and outcomes of authentic leadership across culture: A meta-analytic review (2021, methodology): “In line with previous meta-analysis (e.g., Eatough et al., 2011; Martin et al., 2016; Paustian-Underdahl et al., 2014; Pletzer et al., 2019), we tested for the moderating effect of two methodological choices related to research design, including the time lag and rating source, using subgroup…”
• A Meta-Analysis of Transactional Leadership and Follower Performance: Double-Edged Effects of LMX and Empowerment (2021, methodology): “Additionally, we searched reference lists of past meta-analyses related to our focal constructs (e.g., Judge & Piccolo, 2004; Martin et al., 2016; Podsakoff, Bommer, Podsakoff, & MacKenzie, 2006; Seibert et al., 2011) and added relevant studies to our database.”
• Navigating uneven terrain : the roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes. (2016, positive): “However, this relationship has been established in prior research and meta-analyses (e.g., Dulebohn et al., 2012; Martin et al., 2016).”
• Leader–member exchange (LMX) differentiation and work outcomes: conceptual clarification and critical review (2018, background): “A range of potential mediating variables have been proposed that reflect different theoretical orientations such as role clarity, trust, job satisfaction, organizational commitment, motivation, and empowerment (see Martin et al., 2016).”