A study on the Effects of LMX in team context The moderating effects of LMX differentiation and TMS

Main Article Content

WonKyung Oh
MinSoo Kim

Abstract

The previous LMX literatures have studied that leader’s differential role influenced member’s attitude in leader and member dyadic relationship. But after the study of Sparrowe & Liden(1997), the recent literature emphasize the necessity of multilevel approach, focusing on the team context that belongs leader and members beyond independent dyadic relationship. So we explored ‘LMX differentiation’ and ‘TMS’ as team context factor that influenced employee in team. These factors extend LMX research in that team context could be consider as boundary condition in relationship. To test multilevel hypothesis, we collected the survey data from 277 members and 37 teams and analyzed Hierarchical Linear Modeling. In result, We found that employee’s LMX quality increases team commitment and TMS quality moderate that relationship.

Metrics

Metrics Loading ...
 

Article Details

Section
Empirical Articles

Funding data

References

강영순, 백기복, 김정훈 (2001). LMX의 질과 조직몰입 및 조직시민행동간 리더행동의 조절효과. 조직과 인사관리 연구, 25(2), 349-374.
김상호, 이진규, 최인옥 (2008). 조직후원인식과 상사-구성원 교환관계가 직무만족에 미치는 영향과 신뢰의 조절효과 - 군 조직을 대상으로. 인사관리연구, 32(3), 39- 68.
김은정, 유태용 (2004). 외식 서비스업 종사자의 직무관련변인과 성격특성이 이직의도에 미치는 영향. 한국심리학회지: 산업 및 조직, 17(3), 355-373.
박경규, 이규만 (2001). 개인특성, 리더-구성원 교환관계 및 조직구성원의 태도와의 관계에 관한 연구. 경상논집, 23, 53-76.
손은율, 최명옥, 박동건 (2011). LMXSC가 조직몰입 및 일탈행동에 미치는 영향: 지각된 상사 지위의 조절효과 검증. 한국심리학회지: 산업 및 조직, 24(4), 719-738.
오인수, 한지현, 김영록, 유태용 (2006). 정서역량이 상사-부하간 관계를 통해서 상사관련 스트레스와 이직의도에 미치는 간접효과 모형의 검증. 한국심리학회지: 산업 및 조직, 19(1), 9-58.
이기현, 오홍석, 정명호 (2008). 관계적 리더십과 팀 구성원의 성과: 리더-구성원 교환관계(LMX)와 사회적 네트워크 관점의 통합. 한국심리학회지: 산업 및 조직, 21(4), 545- 573.
이기현, 정명호 (2010). 리더-구성원 교환관계 차별화의 선행요인. 한국심리학회지: 산업 및 조직, 23(1), 105-130.
Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 35, 970-988.
Blau, P. (1964). Exchange and power in social life. New York: Wiley.
Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. K. Klein, & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations (pp. 349-381). San Francisco: Jossey-Bass.
Boies, K., & Howell, J. M. (2006). Leader-member exchange in teams: An examination of the interaction between relationship differentiation and mean LMX in explaining team-level outcomes. Leadership Quarterly, 17, 246-257.
Brandon, D. P., & Hollingshead, A. B. (2004). Transactive memory systems in organizations: Matching tasks, expertise, and people. Organization Science, 15(6), 633-644.
Brickman, P., & Bulman, R. J. (1977). Pleasure and pain in social comparison. In J. M. Suls & R. L. Miller (Eds.), Social comparison processes: Theoretical and empirical perspectives (pp.259-278). Washington, DC: Hemisphere.
Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort and performance. Journal of Applied Psychology, 81, 358-368.
Chan, D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83: 234-246.
Dansereau, F., Graen, G. B., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role-making process. Organizational Behavior and Human Performance, 13, 46-8.
Dienesch, R. M., & Liden, R. C. (1986). Leader- member exchange model of leadership: A critique and further development. Academy of Management Review, 11,618-34.
Duchon, D., Green, S. G., & Taber, T. D. (1986). Vertical dyad linkage: A longitudinal assessment of antecedents, measures, and consequences. Journal of Applied Psychology, 71, 56-60.
Erdogan, B., & Liden, R. C. (2002). Social exchanges in the workplace: A review of recent developments and future research directions in leader-member exchange theory. In L. L. Neider, & C. A. Schriesheim (Eds.), Leadership (pp.65-114). Greenwich, CT: Information Age Publishing.
Ford, L. R., & Seers, A. (2006). Relational leadership and team climates: Pitting differentiation versus agreement. Leadership Quarterly, 17, 258-270.
George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75, 107-116.
Gerstner, C. R., & Day, D. V. (1997). Meta- analytic review of leader-member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82, 827-44
Graen, G. (1976). Role-making processes within complex organizations. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.1201-1245). Chicago: Rand McNally.
Graen, G., & Cashman, J. F. (1975). A role- making model of leadership in formal organizations: A developmental approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership frontiers (pp.143-165). Kent, OH: Kent State University Press.
Graen, G., Liden, R. C., & Hotel, W. (1982). Role of leadership in the employee withdrawal process. Journal of Applied Psychology, 67, 868-872.
Graen, G. B., & Uhl-Bien, M. (1995). Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6, 219-247.
Green, S. G., Anderson, S. E., & Shivers, S. L. (1996). Demographic and organizational influences on leader-member exchange and related work attitudes. Organizational Behavior and Human Decision Processes, 66, 203-214.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Grablowsky, B. J. (1984). Multivariate data analysis with reading, New York: Macmillan.
Harris. K. J., & Kacmar. K. M. (2006). Too much of a good thing: The curvilinear effect of leader-member exchange on stress. The Journal of Social Psychology, 146, 65-84.
Henderson, D. J., Wayne, S, J., Shore, L. M., Bommer, W. H., & Terrick, L. E. (2008). Leader-member exchange, differentiation, and psychological contract fulfillment: A multilevel examination. Journal of Applied Psychology, 93, 1208-1219.
Hinsz, V. B., Tindale, R. S., & Vollrath, D. A. 1997. The emerging conceptualization of groups as information processors. Psycho logical Bulletin, 121, 43-64.
Hofmann, D. A., & Gavin, M. B. (1998). Centering decisions in hierarchical linear models: Implications for research in organizations. Journal of Management, 23, 723- 744.
Hollingshead, A. B. (1998b). Retrieval processes in transactive memory systems. Journal of Personality and Social Psychology, 74(3), 659-671.
House, R., Rousseau, D. M., & Thomas-Hunt, M. (1995). The meso paradigm: A framework for the integration of micro and macro organizational behavior. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior: vol. 17: 71-114. Greenwich, CT: JAI Press.
Hyman, H. H. (1968). The psychology of status. In H. H. Hyman & E. Singer (Eds.), Readings in reference group theory and research (pp.147- 165). New York, NY: Free Press.
Ilies, R., Nahrgang, J. D., & Morgeson, F. P. (2007). Leader-member exchange and citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 92, 269-277.
James, L., Demaree, R., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69, 85-98.
Klein, K. J., & Kozlowski, S. W. J. (Eds.). (2000). Multi-level theory, research, and methods in organizations: Foundations, extensions, and new directions. San Francisco: Jossey-Bass.
Kozlowski, S. W. J., & Ilgen, D. R. 2006. Enhancing the effectiveness of work groups and teams. Psychological Science in the Public Interest, 7: 77-124.
Lewis, K. (2003). Measuring transactive memory systems in the field: Scale development and validation. Journal of Applied Psychology, 88, 587-604.
Lewis, K., Belliveau, M., Herndon, B., & Keller, J. (2007). Group cognition, membership change, and performance: Investigating the benefits and detriments of collective knowledge. Organizational Behavior and Human Decision Processes, 103, 159-178.
Liden, R. C., Erdogan, B., Wayne, S. J., & Sparrowe, R. T. (2006). Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, 27, 723-746.
Liden, R. C., & Graen, G. B. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23, 451-465.
Liao, H., Liu, D., & Loi,R. (2010). Looking at both sides of the social exchange coin: A social cognitive perspective on the joint effects of relationship quality and differentiation on creativity. Academy of Management Journal, 53, 1090-1109.
Liden, R. C., & Maslyn, J. (1998). Multi- dimensionality ofleader-member exchange: An empirical assessment through scale development. Journal of Management, 24, 43-72.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. In G. R. Ferris (Ed), Research in personnel and human resources management (Vol. 15, pp.47-119). Stamford, CT: JAI Press.
Mesmer-Magnus, J. R., & DeChurch, L. A. (2009). Information sharing and team performance: A meta-analysis. Journal of Applied Psychology, 94, 535-546.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551.
Molm, L. D. (1994). Dependence and risk: Transforming the structure of social exchange. Social Psychology Quarterly, 57(3), 163-176.
Moreland, R. L. (1999). Transactive memory: Learning who knows what in work groups and organizations. In L. Thompson, D. Messick, & J. Levine (eds.). Shared cognition in organizations: The management of knowledge(pp.3- 31). Hillsdale, NJ: Erlbaum.
Mowday, R. F., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Reichers, A. E., (1985). A review and re- conceptualization of organizational commitment. Academy of management review, 10, 465-476.
Rousseau, D. M., & House, R. J. (1994). Meso organizational behavior: Avoiding three fundamental biases. In C. L. Cooper & D. M. Rousseau (Eds.), Trends in organizational behavior (Vol. 1, pp.13-30). London: Wiley.
Salancik, G. R., & pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224-253.
Schriesheim, C. A., Castro, S. L., Zhou, X., & Yammarino, F. J. (2001). The folly of theorizing “A” but testing “B”: A selective level of analysis review of the field and a detailed leader-member exchange (LMX) illustration. The Leadership Quarterly, 12, 515- 51.
Sias, P. M. (1996). Constructing perceptions of differential treatment: An analysis of coworkers discourse. Communication Monographs, 63, 171- 187.
Sias, P. M., & Jablin, F. M. (1995). Differential superior-subordinate relations, perceptions of fairness, and coworker communication. Human Communication Research, 22, 5-38.
Sparrowe, R. T., & Liden, R. C. (1997). Process and structure in leader-member exchange. Academy of Management Review, 22, 522-552.
Tesluk, P. E., & Mathieu, J. E. (1999). Overcoming roadblocks to effectiveness: Incorporating management of performance barriers into models of work group effectiveness. Journal of Applied Psychology, 84, 200-217.
Uhl-Bien, M., & Maslyn, J. M. (2003). Reciprocity in manager-subordinate relationships: Components, configurations, and outcomes. Journal of Management, 29, 511-532.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20, 577-595.
Zhang, Z. X., Hempel, P. S., Han, Y. L., & Tjosvold, D. (2007). Transactive memory system links work team characteristics and performance. Journal of Applied Psychology, 92, 1722-1730.