Relative leader-member exchange, negative affectivity and social identification: A moderated-mediation examination

By Herman H. M. Tse, Neal M. Ashkanasy, M. Dasborough. 2012

127 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5c62eaa79771798eff5e84ec373d5154d063714f

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. G. Thomas
5. Allan Lee
6. Silvia Russo
7. Yves R. F. Guillaume
8. Deanne N. den Hartog

In Social Psychology

1. Robin Martin
2. G. Thomas
3. O. Epitropaki
4. Allan Lee
5. Yves R. F. Guillaume
6. Silvia Russo
7. A. Legood
8. R. Lord

In Sociology and Political Science

1. O. Epitropaki
2. G. Thomas
3. A. Legood
4. Silvia Russo
5. Yves R. F. Guillaume
6. Robin Martin
7. Allan Lee

Citations in the corpus

• Leader–member exchange (LMX) differentiation and work outcomes: conceptual clarification and critical review (2018, background): “Tse et al. (2012) tested a moderated mediation model and found that the positive relationship between RLMX and job performance was mediated by social identification, which was higher when negative affectivity was low.”
• Leader-member Exchange (LMX) and Performance: A Meta-Analytic Review (2016, background): “, &Uhl-Bien, M. (2001). Leader-member exchange and its dimensions: Effects of self-effort and other’s effort on relationship quality. Journal of Applied Psychology, 86, 697-708. DOI:org/10.1037/0021-9010.86.4.697 *Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justi”