Exploring work unit context and leader–member exchange: a multi-level perspective

By Claudia Cogliser, C. Schriesheim. 2000

288 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7fa59da29b56387d246d61d07df4156110d895de

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Participative Decision Making in Schools: A Mediating-Moderating Analytical Framework for Understanding School and Teacher Outcomes (2010, background): “The literature identified two main designs: the bureaucratic and the organic (e.g., Cogliser & Schriesheim, 2000; Lee & Loeb, 2000).”
The Dark Side of Leadership: A Three-Level Investigation of the Cascading Effect of Abusive Supervision on Employee Creativity (2012, background): “…relationship length, team size, number of teams, and department size may affect the quality of the social exchanges between leaders and followers (Cogliser & Schriesheim, 2000; Erdogan & Liden, 2002; Maslyn & Uhl-Bien, 2001) and thus the extent to which an employee is exposed to abusive…”
Leader-member exchange in a Chinese context: Antecedents, the mediating role of psychological empowerment and outcomes (2006, background): “In spite of their observation that the relationship between climate and LMX quality is unclear in the literature, Cogliser and Schriesheim (2000) reported the dimensions of work group climate (role stress and lack of harmony, job challenge and autonomy, and work group orientation and friendliness)…”
Understanding the Impact of Opinion Leaders’ Characteristics on Online Group Knowledge-Sharing Engagement from In-Group and Out-Group Perspectives: Evidence from a Chinese Online Knowledge-Sharing Community (2019, unknown): “In line with leader–member exchange theory, it has also been shown that those leaders who develop higher-quality links with their members produce greater resources than those who develop lower-quality links [102].”
Effects of ethical leadership on emotional exhaustion in high moral intensity situations (2015, unknown): “With respect to team cohesion, it may be conceived as being both a between-and within-group phenomenon (Cogliser & Schriesheim, 2000).”
The moderator effect of psychological climate on the relationship between leader – member exchange (LMX) quality and role overload (2008, background): “This aspect has also been stressed in the LMX theory (Cogliser & Schriesheim, 2000 ).”
A multilevel analysis of team climate and interpersonal exchange relationships at work (2008, unknown): “Finally, our study contributes to the growing body of research on multi-level models of leader-member exchange (e.g. Cogliser & Schriesheim, 2000); integrating individual and team levels of analysis by investigating cross-level interaction effects.”
Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. (2009, background): “In support of this idea, research has shown that high overall LMX is associated with lower group conflict (Boies & Howell, 2006) and greater cooperation, satisfaction, and perceptual agreement with coworkers (Cogliser & Schriesheim, 2000; Kozlowski & Doherty, 1989; McClane, 1991).”