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Lider-Takipçi Etkileşimi ve İş Performansı: Algılanan Örgütsel Destek Çalışanın Duygusal Tepkisine Çare Olabilir mi?

Year 2020, , 361 - 372, 01.07.2020
https://doi.org/10.17541/optimum.661529

Abstract

Lider-takipçi etkileşiminin örgütsel çıktılar üzerindeki olumlu etkileri literatürde kapsamlı şekilde incelenmiş olmasına karşın, negatif etkilerine yönelik araştırmalar günümüzde hala oldukça azdır. Yüksek kaliteli lider-takipçi etkileşiminin iş ile ilgili önemli kaynaklara erişim imkânı sağlaması, çalışanların bu konuda sosyal karşılaştırmalar yapmalarına ve böylece iş performanslarının azalmasına yol açabilecek bir takım olumsuz tepkiler geliştirmelerine neden olabilmektedir. Bu çalışmada, lider-takipçi etkileşiminin çalışanın iş performansı üzerindeki etkilerinin daha iyi anlaşılması amacıyla göreceli yoksunluk duygusu, bir çeşit negatif duygusal tepki olarak, bu ilişkide aracılık etkisi açısından incelenmiştir. Ayrıca algılanan örgütsel desteğin çalışanın iş performansı üzerindeki negatif etkinin azaltılmasındaki düzenleyici rolü araştırılmıştır. Örneklem grubunu oluşturan 320 çalışan ile direk bağlı oldukları 80 takım liderinden toplanan veriler yapısal eşitlik modeli ile test edilmiştir. Analiz sonuçları, lider-takipçi etkileşimi ile iş performansı arasındaki ilişkide göreceli yoksunluk duygusunun anlamlı aracılık etkisini ortaya koymuştur. Ayrıca iş performansı üzerindeki negatif etkinin azaltılmasında örgütsel desteğin anlamlı düzenleyici etkisi bulunmuştur.

Supporting Institution

Boğaziçi Üniversitesi Bilimsel Araştırma Projeleri

Project Number

6352

References

  • Allen, N.J., & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Bass, B. M. (1985). Leadership and Performance Beyond Expectations. New York: Free Press.
  • Blau, P. M. (1964). Exchange and Power In Social Life. New York, NY:Wiley.
  • Bolino, M. C., & Turnley, W. H. (2009). Relative deprivation among employees in lower-quality leader-member exchange relationships. The Leadership Quarterly, 20, 276-286.
  • Cohen-Charash, Y., & Mueller, J.S. (2007). Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy?. Journal of Applied Psychology, 92 (3), 666–680.
  • Crosby, F. A. (1984). Relative deprivation in organizational settings. In B. M. Staw & L. L. Cummings (Eds.), Research In Organizational Behavior (Vol. 6, pp. 51–93). Greenwich, CT: JAI Press.
  • Crosby, F. A. (1976). A model of egoistical relative deprivation. Psychological Review, 83, 85–113.
  • Dansereau, F., Graen, G., & 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, 46-78.
  • Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: current theoretical trends and changing perspectives. The Leadership Quarterly, 251, 36-62.
  • Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta analysis of antecedents and consequences of leader-member exchange integrating the past with an eye toward the future. Journal of Management, 386, 1715-1759.
  • Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820.
  • Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
  • Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7, 117-140.
  • Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader-member exchange theory: correlates and construct issues. Journal of Applied Psychology, 82, 827-844.
  • Gooty, J., Connelly, S., Griffith, J., & Gupta, A. (2010). Leadership, affect and emotions: A state of the science review. The Leadership Quarterly, 21, 979-1004.
  • Gouldner, A. W. (1960). The norm of reciprocity: a preliminary statement. American Sociological Review, 25, 161–178.
  • Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: development of leader–member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6, 219-247.
  • Greenberg, J., Ashton-James, C. E., & Ashkanasy, N. M. (2007). "Social Comparison Processes In Organizations". Organizational Behavior and Human Decision Processes, 102, 22-41.
  • Hair, J. F., Black, W. C., Babin, B. L., & Anderson. (2010). Multivariate Data Analysis (7th ed.). Englewood Cliffs, NJ: Prentice Hall
  • Hooper, D. T., & Martin, R. (2008). Beyond personal leader–member exchange (LMX) quality: The effects of perceived LMX variability on employee reactions". The Leadership Quarterly, 19, 20−30.
  • Hu, J., & Liden, R. C. (2013). Relative leader-member exchange within team contexts: how and when social comparison impacts individual effectiveness. Personnel Psychology, 66, 127-172.
  • Kacmar, K.M., Zivnuska, S., & White, C.D. (2007). Control and exchange: the impact of work environment on the work effort of low relationship quality employees. The Leadership Quarterly, 18, 69–84.
  • Kerr, S., & Jermier, J. M. (1978). Substitutes for leadership: Their meaning and measurement". Organizational Behavior and Human Performance, 22, 375–403.
  • Lazarus, R. S. (2000). How emotions influence performance in competitive sports. The Sport Psychologist, 14, 229−252
  • Lee, R. T., & Martin, J. E. (1991). Internal and external referents as predictors of pay satisfaction among employees in a two-tier wage setting. Journal of Occupational Psychology, 64, 57–66.
  • 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., 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, 1−24.
  • Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 21, 43-72.
  • Ping, R.A. (1996). Estimating latent variable interactions and quadratics: the state of this art. Journal of Management, 22, 163-83.
  • Podsakoff, P.M., MacKenzie, S.B., Lee,.Y, Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
  • Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36, 717-731.
  • Scandura, T. A. (1999). Rethinking Leader-member exchange: an organizational justice perspective. The Leadership Quarterly, 10, 25−34.
  • Sparrowe, R. T., & Liden, R. C. (2005). Two routes to influence: integrating leader-member exchange and social network perspectives. Administrative Science Quarterly, 50, 505−535.
  • Tougas, F., Lagace, M., Sablonniere, R.D., & Kocum, L. (2004). A new approach to the link between identity and relative deprivation in the perspective of ageism and retirement. International Journal of Aging and Human Development, 59(1), 1-23.
  • Tse, H. M., Ashkanasy, N. M., & Dasborough, M. T. (2012). Relative leader-member exchange, negative affectivity and social identification: a moderated-mediation examination. The Leadership Quarterly, 23, 354-366.
  • Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601–617.
  • Yukl, G. (2002). Leadership In Organizations. Upper Saddle River, NJ: Prentice-Hall.

Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?

Year 2020, , 361 - 372, 01.07.2020
https://doi.org/10.17541/optimum.661529

Abstract

While the positive effects of Leader-Member Exchange (LMX) on employee work outcomes have been broadly examined in the literature, its negative effects are still under-researched. Since high-quality LMX serves as a source of work-related assets, employees make social comparisons based on their LMX qualities; and thus, they may develop negative reactions that diminish their work performance. In this study, in order to further understand the effects of LMX on employee in-role performance, we investigated the mediation effect of relative deprivation feeling as a negative affective reaction among LMX and in-role performance. Moreover, we tested the moderation effect of perceived organizational support (POS) for mitigating this negative effect on in-role performance. The data obtained from 320 employees and their 80 immediate supervisors were analyzed through Structural Equation Modeling. The results validated the proposed mediation effect of relative deprivation as well as the moderation effect of POS.

Project Number

6352

References

  • Allen, N.J., & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Bass, B. M. (1985). Leadership and Performance Beyond Expectations. New York: Free Press.
  • Blau, P. M. (1964). Exchange and Power In Social Life. New York, NY:Wiley.
  • Bolino, M. C., & Turnley, W. H. (2009). Relative deprivation among employees in lower-quality leader-member exchange relationships. The Leadership Quarterly, 20, 276-286.
  • Cohen-Charash, Y., & Mueller, J.S. (2007). Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy?. Journal of Applied Psychology, 92 (3), 666–680.
  • Crosby, F. A. (1984). Relative deprivation in organizational settings. In B. M. Staw & L. L. Cummings (Eds.), Research In Organizational Behavior (Vol. 6, pp. 51–93). Greenwich, CT: JAI Press.
  • Crosby, F. A. (1976). A model of egoistical relative deprivation. Psychological Review, 83, 85–113.
  • Dansereau, F., Graen, G., & 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, 46-78.
  • Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: current theoretical trends and changing perspectives. The Leadership Quarterly, 251, 36-62.
  • Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta analysis of antecedents and consequences of leader-member exchange integrating the past with an eye toward the future. Journal of Management, 386, 1715-1759.
  • Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820.
  • Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
  • Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7, 117-140.
  • Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader-member exchange theory: correlates and construct issues. Journal of Applied Psychology, 82, 827-844.
  • Gooty, J., Connelly, S., Griffith, J., & Gupta, A. (2010). Leadership, affect and emotions: A state of the science review. The Leadership Quarterly, 21, 979-1004.
  • Gouldner, A. W. (1960). The norm of reciprocity: a preliminary statement. American Sociological Review, 25, 161–178.
  • Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: development of leader–member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6, 219-247.
  • Greenberg, J., Ashton-James, C. E., & Ashkanasy, N. M. (2007). "Social Comparison Processes In Organizations". Organizational Behavior and Human Decision Processes, 102, 22-41.
  • Hair, J. F., Black, W. C., Babin, B. L., & Anderson. (2010). Multivariate Data Analysis (7th ed.). Englewood Cliffs, NJ: Prentice Hall
  • Hooper, D. T., & Martin, R. (2008). Beyond personal leader–member exchange (LMX) quality: The effects of perceived LMX variability on employee reactions". The Leadership Quarterly, 19, 20−30.
  • Hu, J., & Liden, R. C. (2013). Relative leader-member exchange within team contexts: how and when social comparison impacts individual effectiveness. Personnel Psychology, 66, 127-172.
  • Kacmar, K.M., Zivnuska, S., & White, C.D. (2007). Control and exchange: the impact of work environment on the work effort of low relationship quality employees. The Leadership Quarterly, 18, 69–84.
  • Kerr, S., & Jermier, J. M. (1978). Substitutes for leadership: Their meaning and measurement". Organizational Behavior and Human Performance, 22, 375–403.
  • Lazarus, R. S. (2000). How emotions influence performance in competitive sports. The Sport Psychologist, 14, 229−252
  • Lee, R. T., & Martin, J. E. (1991). Internal and external referents as predictors of pay satisfaction among employees in a two-tier wage setting. Journal of Occupational Psychology, 64, 57–66.
  • 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., 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, 1−24.
  • Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 21, 43-72.
  • Ping, R.A. (1996). Estimating latent variable interactions and quadratics: the state of this art. Journal of Management, 22, 163-83.
  • Podsakoff, P.M., MacKenzie, S.B., Lee,.Y, Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
  • Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36, 717-731.
  • Scandura, T. A. (1999). Rethinking Leader-member exchange: an organizational justice perspective. The Leadership Quarterly, 10, 25−34.
  • Sparrowe, R. T., & Liden, R. C. (2005). Two routes to influence: integrating leader-member exchange and social network perspectives. Administrative Science Quarterly, 50, 505−535.
  • Tougas, F., Lagace, M., Sablonniere, R.D., & Kocum, L. (2004). A new approach to the link between identity and relative deprivation in the perspective of ageism and retirement. International Journal of Aging and Human Development, 59(1), 1-23.
  • Tse, H. M., Ashkanasy, N. M., & Dasborough, M. T. (2012). Relative leader-member exchange, negative affectivity and social identification: a moderated-mediation examination. The Leadership Quarterly, 23, 354-366.
  • Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601–617.
  • Yukl, G. (2002). Leadership In Organizations. Upper Saddle River, NJ: Prentice-Hall.
There are 37 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Articles
Authors

Gaye Karaçay 0000-0003-2465-0297

Project Number 6352
Publication Date July 1, 2020
Submission Date December 19, 2019
Published in Issue Year 2020

Cite

APA Karaçay, G. (2020). Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?. Optimum Ekonomi Ve Yönetim Bilimleri Dergisi, 7(2), 361-372. https://doi.org/10.17541/optimum.661529
AMA Karaçay G. Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?. OEYBD. July 2020;7(2):361-372. doi:10.17541/optimum.661529
Chicago Karaçay, Gaye. “Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support Be a Remedy for Employee Affective Reaction?”. Optimum Ekonomi Ve Yönetim Bilimleri Dergisi 7, no. 2 (July 2020): 361-72. https://doi.org/10.17541/optimum.661529.
EndNote Karaçay G (July 1, 2020) Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?. Optimum Ekonomi ve Yönetim Bilimleri Dergisi 7 2 361–372.
IEEE G. Karaçay, “Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?”, OEYBD, vol. 7, no. 2, pp. 361–372, 2020, doi: 10.17541/optimum.661529.
ISNAD Karaçay, Gaye. “Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support Be a Remedy for Employee Affective Reaction?”. Optimum Ekonomi ve Yönetim Bilimleri Dergisi 7/2 (July 2020), 361-372. https://doi.org/10.17541/optimum.661529.
JAMA Karaçay G. Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?. OEYBD. 2020;7:361–372.
MLA Karaçay, Gaye. “Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support Be a Remedy for Employee Affective Reaction?”. Optimum Ekonomi Ve Yönetim Bilimleri Dergisi, vol. 7, no. 2, 2020, pp. 361-72, doi:10.17541/optimum.661529.
Vancouver Karaçay G. Leader-Member Exchange and In-Role Performance: Can Perceived Organizational Support be a Remedy for Employee Affective Reaction?. OEYBD. 2020;7(2):361-72.

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