Relative deprivation among employees in lower-quality leader-member exchange relationships

By M. Bolino, W. H. Turnley. 2009

155 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5191a44f96fa231f3e2726ad7f931635755a4507

How researchers see this paper

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

In Gender Studies

1. Stephen Wood
2. Heather J. Smith
3. T. Pettigrew
4. Silvana Bialosiewicz
5. Jayanth Narayanan
6. B. Schyns
7. Gina M. Pippin
8. M. van Veldhoven

In Organizational Behavior and Human Resource Management

1. Daniel J. McAllister
2. Stephen Wood
3. Heather J. Smith
4. T. Pettigrew
5. Silvana Bialosiewicz
6. Kenneth Tai
7. Jayanth Narayanan
8. B. Schyns

Citations in the corpus

• Relative Deprivation (2012, methodology): “Several IRD models (Bolino & Turnley, 2009; Crosby, 1976; Martin, 1986b) propose that if people feel more efficacious, they are more likely to pursue active responses to RD.”
• Envy As Pain: Rethinking the Nature of Envy and Its Implications for Employees and Organizations (2012, background): “Bolino and Turnley (2009) have suggested that employees with low-quality LMX relationships experience feelings of relative deprivation compared to coworkers with high-quality LMX relationships.”
• Feeling lonely at work: investigating the consequences of unsatisfactory workplace relationships (2012, background): “Researchers on LMX have recently developed a model addressing the issue of low LMX (Bolino and Turnley 2009) and we suggest that researchers need to tease out the causal direction between loneliness and LMX using longitudinal data in the future.”
• Organizational climate, relative psychological climate and job satisfaction: The example of supportive leadership climate (2009, result): “This is consistent with Bolino and Turnley's (2009)”