Leader–member exchange in teams: An examination of the interaction between relationship differentiation and mean LMX in explaining team-level outcomes

By Kathleen Boies, Jane M. Howell. 2006

286 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/e8c05c699c8afb19f2b1ab9655273be2f5bb44c4

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Citations in the corpus

Leadership behaviors and follower performance: Deductive and inductive examination of theoretical rationales and underlying mechanisms (2017, unknown): “…a leader and each of the leader’s followers, suggesting that the leader develops relationships of different qualities across followers (e.g., an in-group and an out-group follower), and these differences in quality relationships matter (Boies & Howell, 2006; Dansereau, Cashman, & Graen, 1973).”
The impact of team‐member exchange, differentiation, team commitment, and knowledge sharing on R&D project team performance (2011, unknown): “Boies and Howell, 2006). James et al. (1984) suggested that rWG values should range between 0 and 1; however, one of the problems with the rWG index is that it sometimes generates out-of-bound values.”
LMX Differentiation: A Multilevel Review and Examination of its Antecedents and Outcomes (2009, methodology): “This research has examined differentiation in LMX processes at the group (e.g., Boies & Howell, 2006; Henderson, Wayne, Shore, Bommer, & Tetrick, 2008; Liden et al., 2006, Schyns, 2006) and the individual–within-group (e.g., Henderson et al., 2008; Schriesheim, Castro, & Yammarino, 2000;…”
Leader–member exchange (LMX) differentiation and work outcomes: conceptual clarification and critical review (2018, methodology): “On the other hand, operationalizing LMX variation using a multi-source indirect measure (Rwg index), Boies and Howell (2006) found that LMX variability may even be associated with greater team potency and lower team conflict if the overall team mean LMX is high.”
Impact of spiritual leadership on unit performance (2011, background): “Indeed, leadership is a multilevel phenomenon (e.g., Yammarino et al., 2005), and relationship quality has been conceptualized at the team (Boies & Howell, 2006; Susskind, Behfar, & Borchgrevink, 2006) and social network levels (Mayer & Piccolo, 2006; Sparrowe & Liden, 1997) to describe the…”
Getting Everyone on Board (2015, background): “…among team members represents a distinct leadership style called differentiated leadership or leader differentiation, which generally does not target the team as a whole but may nevertheless affect a wide range of team-level outcomes (Boies & Howell, 2006; Henderson et al., 2009; Wu et al., 2010).”
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).”
What Is Wrong With Treating Followers Differently? The Basis of Leader–Member Exchange Differentiation Matters (2018, background): “…as leaders’ unfair distributions of relational outputs among group members when leaders do not take much into account of followers’ job performance (Boies & Howell, 2006; Ford & Seers, 2006), we predict that proactivity will decrease in groups wherein LMX differentiation is high and task…”
Differentiation in leader-member exchange: A hierarchical linear modeling approach (2010, methodology): “Current studies on LMX differentiation (e.g., Boies & Howell, 2006; Liden et al., 2006) have not considered the possible antecedent of differentiation yet.”
Considering context in psychological leadership research (2009, background): “Recently, we have learned that team conflict is highest in groups having high levels of LMX differentiation combined with a low mean level of LMX in the work group (Boies & Howell, 2006).”