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dc.contributor.authorJordan, Peteren_US
dc.contributor.authorTroth, Ashleaen_US
dc.date.accessioned2017-04-24T08:31:39Z
dc.date.available2017-04-24T08:31:39Z
dc.date.issued2011en_US
dc.date.modified2011-08-24T07:14:53Z
dc.identifier.issn01437739en_US
dc.identifier.doi10.1108/01437731111123915en_AU
dc.identifier.urihttp://hdl.handle.net/10072/40287
dc.description.abstractPurpose - The purpose of this paper is to examine the mediating effect of leader member exchange (LMX) on the relationship between followers' emotional intelligence and the outcomes of turnover intention and job satisfaction. Design/methodology/approach - Using a longitudinal design, survey data were collected from 579 employees within a private pathology company. Measures of emotional intelligence and LMX were collected at Time 1 and employee turnover intentions and job satisfaction were collected at Time 2. Findings - The results show the quality ofLMXmediates the relationship between follower emotional intelligence and both turnover intention and job satisfaction. Research limitations/implications - A limitation is the use of a self-report measure of emotional intelligence. While this published measure has been shown to be valid and reliable, there are debates over the validity of self-report measures of emotional intelligence. Practical implications - The authors contend that encouraging more emotionally intelligent responses in employees may enhance the quality of LMXs and improve employee attitudes. Originality/value - Although the relationship between emotional intelligence and LMX has been theorized, the study described in the paper is the first to use a workplace sample to empirically test the relationship between emotional intelligence and measures of turnover intention and job satisfaction with LMX from a follower's perspective as a mediating variable. As such, this study enables us to explore the tension between an organization's interest in the efficient use of time to focus on core activities and the followers' desire to maintain high-quality relationships with their leaders (a time consuming process).en_US
dc.description.peerreviewedYesen_US
dc.description.publicationstatusYesen_AU
dc.languageEnglishen_US
dc.language.isoen_AU
dc.publisherEmerald Group Publishing Limiteden_US
dc.publisher.placeUnited Kingdomen_US
dc.relation.ispartofstudentpublicationNen_AU
dc.relation.ispartofpagefrom260en_US
dc.relation.ispartofpageto280en_US
dc.relation.ispartofissue3en_US
dc.relation.ispartofjournalLeadership & Organization Development Journalen_US
dc.relation.ispartofvolume32en_US
dc.rights.retentionYen_AU
dc.subject.fieldofresearchOrganisational Behaviouren_US
dc.subject.fieldofresearchcode150311en_US
dc.titleEmotional intelligence and leader member exchange: The relationship with employee turnover intentions and job satisfactionen_US
dc.typeJournal articleen_US
dc.type.descriptionC1 - Peer Reviewed (HERDC)en_US
dc.type.codeC - Journal Articlesen_US
gro.facultyGriffith Business School, Dept of Employment Relations and Human Resourcesen_US
gro.date.issued2011
gro.hasfulltextNo Full Text


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