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dc.contributor.authorTse, Hermanen_US
dc.contributor.authorM. Ashkanasy, Nealen_US
dc.contributor.authorT. Dasborough, Marieen_US
dc.date.accessioned2017-05-03T15:23:32Z
dc.date.available2017-05-03T15:23:32Z
dc.date.issued2012en_US
dc.date.modified2014-06-11T01:14:36Z
dc.identifier.issn10489843en_US
dc.identifier.doi10.1016/j.leaqua.2011.08.009en_US
dc.identifier.urihttp://hdl.handle.net/10072/43604
dc.description.abstractWe argue that leader-member exchange (LMX) standing relative to the LMX relationships of other coworkers (RLMX) in workgroups may influence employees' job performance. Based on social comparison and social identity theories, we develop a moderated-mediation model of the psychological processes linking RLMX and job performance, and test it on a sample of 252 employees and 42 managers working in two large banks. Results of hierarchical regression analyses provide support for the model. We found that RLMX was positively related to social identification after controlling for perceptions of LMX; and also that social identification mediated the relationship between RLMX and job performance. We found further that negative affectivity moderated the relationship between RLMX and social identification which, in turn,also mediated the interactive effect on job performance.en_US
dc.description.peerreviewedYesen_US
dc.description.publicationstatusYesen_US
dc.format.extent165407 bytes
dc.format.mimetypeapplication/pdf
dc.languageEnglishen_US
dc.language.isoen_US
dc.publisherElsevieren_US
dc.publisher.placeNetherlandsen_US
dc.relation.ispartofstudentpublicationNen_US
dc.relation.ispartofpagefrom354en_US
dc.relation.ispartofpageto366en_US
dc.relation.ispartofissue3en_US
dc.relation.ispartofjournalThe Leadership Quarterlyen_US
dc.relation.ispartofvolume23en_US
dc.rights.retentionYen_US
dc.subject.fieldofresearchOrganisational Behaviouren_US
dc.subject.fieldofresearchcode150311en_US
dc.titleRelative leader-member exchange, negative affectivity and social identification: A moderated-mediation examinationen_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.rights.copyrightCopyright 2011 Elsevier. This is the author-manuscript version of this paper. Reproduced in accordance with the copyright policy of the publisher. Please refer to the journal's website for access to the definitive, published version.en_US
gro.date.issued2012
gro.hasfulltextFull Text


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