Differentiation in leader-member exchange: A hierarchical linear modeling approach

By Li Ma, Q. Qu. 2010

91 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/5c685e64f35fb9562fb1c07bb5ddefd08cde41dd

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. Janaki Gooty
4. B. P. Ellen
5. G. Thomas
6. Francis J. Yammarino
7. A. Legood
8. Gerald R. Ferris

In Social Psychology

1. Robin Martin
2. G. Thomas
3. O. Epitropaki
4. B. P. Ellen
5. Janaki Gooty
6. Anastasia Ntotsi
7. Konstantinos Drivas
8. L. Weng

Citations in the corpus

• What Is Wrong With Treating Followers Differently? The Basis of Leader–Member Exchange Differentiation Matters (2018, methodology): “Following prior studies (e.g., Y. Chen et al., 2014; Ma & Qu, 2010), we calculated the within-group standard deviation in individual assessed LMX scores to measure LMX differentiation.”
• Navigating uneven terrain : the roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes. (2016, background): “However, researchers have also argued that variability is not necessarily a bad thing and found support for the positive role of differentiation (e.g., Erdogan & Bauer, 2010; Henderson et al., 2008; LeBlanc & González-Romá, 2012; Ma & Qu, 2010).”
• The Leader–Member Exchange Relationship (2016, background): “Furthermore, we go beyond Ma and Qu (2010), who suggested that high LMX differentiation inflates leniency bias, by testing the LMX differentiation hypothesis for three different types of performance ratings: multisource, supervisory, and self-ratings.”
• Understanding the Disparate Behavioral Consequences of LMX Differentiation: The Role of Social Comparison Emotions (2018, background): “…suggests that LMX differentiation strengthens the positive effects of LMX and relative LMX on desired behavioral outcomes (Henderson et al., 2008; Ma & Qu, 2010), whereas other research suggests that LMX differentiation weakens the positive links between LMX and desired behavioral outcomes…”
• Leader–member exchange (LMX) differentiation and work outcomes: conceptual clarification and critical review (2018, background): “Having the opposite effect, the more variation present within a team was found to strengthen the positive relationship between LMX quality and employee subjective performance (Ma & Qu, 2010).”