A team-level investigation of the relationship between leader-member-exchange (LMX) differentiation and commitment and performance

By Pascale M. Le Blanc, Vicente González-Romá. 2012

171 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/27f4b31483d2b5575ef42f2d8314d2bcf9759b04

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In Education

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

What Is Wrong With Treating Followers Differently? The Basis of Leader–Member Exchange Differentiation Matters (2018, background): “…amount of research has examined whether LMX differentiation deteriorates the intragroup relational quality (e.g., Boies & Howell, 2006; Le Blanc & González-Romá, 2012) and climate (Ford & Seers, 2006) or lowers group performance (Liden et al., 2006; Stewart & Johnson, 2009), this…”
Linking Managerial Coaching and Leader–Member Exchange on Work Engagement and Performance (2018, background): “The recent meta-analysis by Mazur (2012) shows that LMX is positively related to employees’ individual job performance, and the performance of work groups (Le Blanc and González-Romá 2012).”
The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion, team task performance and service OCB (2017, background): “…on its direct and moderating effects on followers' individual-level outcomes (e.g., Epitropaki et al., 2016; Hooper &Martin, 2008); much less attention has been paid to the direct effects of LMX differentiation on group-level outcomes (e.g., Le Blanc & González-Romá, 2012; Liden et al., 2006).”
Affect and leader-member exchange in the new millennium: A state-of-art review and guiding framework (2017, background): “In another study, Le Blanc and González-Romá (2012) examined within-team differentiation while also acknowledging the median level of LMX within the workgroup (under the assumption that LMX differentiation will have divergent effects under conditions of median highquality and median low-quality…”
The Leader–Member Exchange Relationship (2016, methodology): “In summary, it is unclear if LMX differentiation is functional for individual performance outcomes, even though some studies indicate its functionality for team performance outcomes under certain conditions (e.g., Boies & Howell, 2006; Le Blanc & González-Romá, 2012; Liden et al., 2006).”