FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2898989660> ?p ?o ?g. }

• W2898989660 endingPage "617" @default.
• W2898989660 startingPage "593" @default.
• W2898989660 abstract "In the current study, we aimed to extend the understanding of how and when leader–member exchange social comparison ( LMXSC ) influences followers’ work behaviour. Based on social exchange theory, we argue that felt obligation to one's leader is a mediator of the relationship between LMXSC and follower outcomes. Further, we posit that the relationship between LMXSC and felt obligation will occur over and above overall LMX quality. We also investigate whether the effect of LMXSC is not consistent across employees but influenced by their level of psychological entitlement ( PE ). We found evidence that LMXSC was associated with followers’ organizational commitment in Study 1 (using data collected in two phases from 188 employees) and both organizational commitment and job performance in Study 2 (based on data collected in two phases from 300 employees and their 34 supervisors) via felt obligation towards the leader. In both studies, we found this relationship was significant while controlling for LMX quality, suggesting that perceptions of relative LMX standing are more influential than overall LMX quality. Moreover, high levels of PE reduced employees’ feelings of obligation to reciprocate positive treatment and the extent to which they exhibit higher levels of organizational commitment and job performance. Our findings show that individual differences play a significant role in determining the outcomes of exchange relationships. Practitioner points Followers do not evaluate their Leader–member exchange ( LMX ) relationship in isolation from their co‐workers, and social comparisons in this context have powerful effects on followers. If leaders want to motivate their followers, treating each follower in the same way and avoiding differentiation may be ineffective. Followers appear to be more willing to reciprocate when they perceive a better LMX relationship with the leader than their co‐workers’ LMX relationship with the leader. Managers should be cognizant that followers with varying levels of psychological entitlement may respond differently to LMX relationships. As such, managers could decide to invest more heavily in building strong relationships with followers low in psychological entitlement, as these followers are likely to respond more positively to favourable treatment by the leader. Managers should be aware that the norm of reciprocity might not apply to the same extent when employees are high in psychological entitlement; and thus, other influence tactics may be required to get the most out of these employees. Managers should set clear guidelines and expectations on followers early in the employment relationship. When entitled employees are made fully aware of the relationship expectations, they may be more prepared to meet them." @default.
• W2898989660 created "2018-11-09" @default.
• W2898989660 creator A5006706348 @default.
• W2898989660 creator A5026648663 @default.
• W2898989660 creator A5032739474 @default.
• W2898989660 creator A5086577140 @default.
• W2898989660 date "2018-11-21" @default.
• W2898989660 modified "2023-10-02" @default.
• W2898989660 title "Leader–member exchange social comparisons and follower outcomes: The roles of felt obligation and psychological entitlement" @default.
• W2898989660 cites W1828392703 @default.
• W2898989660 cites W1901002073 @default.
• W2898989660 cites W1963777752 @default.
• W2898989660 cites W1973563301 @default.
• W2898989660 cites W1976631396 @default.
• W2898989660 cites W1980233799 @default.
• W2898989660 cites W1983115028 @default.
• W2898989660 cites W1986865620 @default.
• W2898989660 cites W1995874320 @default.
• W2898989660 cites W1997306610 @default.
• W2898989660 cites W1997576714 @default.
• W2898989660 cites W2006432991 @default.
• W2898989660 cites W2008073538 @default.
• W2898989660 cites W2010614347 @default.
• W2898989660 cites W2016293756 @default.
• W2898989660 cites W2024952548 @default.
• W2898989660 cites W2026462871 @default.
• W2898989660 cites W2032427428 @default.
• W2898989660 cites W2032988046 @default.
• W2898989660 cites W2034261869 @default.
• W2898989660 cites W2041090984 @default.
• W2898989660 cites W2057248068 @default.
• W2898989660 cites W2085256012 @default.
• W2898989660 cites W2087749919 @default.
• W2898989660 cites W2096370644 @default.
• W2898989660 cites W2099710759 @default.
• W2898989660 cites W2109277955 @default.
• W2898989660 cites W2112599906 @default.
• W2898989660 cites W2112637454 @default.
• W2898989660 cites W2117278087 @default.
• W2898989660 cites W2118724967 @default.
• W2898989660 cites W2135864510 @default.
• W2898989660 cites W2142614344 @default.
• W2898989660 cites W2145520874 @default.
• W2898989660 cites W2150865814 @default.
• W2898989660 cites W2157300266 @default.
• W2898989660 cites W2158517811 @default.
• W2898989660 cites W2160620075 @default.
• W2898989660 cites W2162090451 @default.
• W2898989660 cites W2162437324 @default.
• W2898989660 cites W2167934668 @default.
• W2898989660 cites W2226972148 @default.
• W2898989660 cites W2334985530 @default.
• W2898989660 cites W2441281274 @default.
• W2898989660 cites W2509308106 @default.
• W2898989660 cites W2510715962 @default.
• W2898989660 cites W2589964020 @default.
• W2898989660 cites W2612952415 @default.
• W2898989660 cites W2769468267 @default.
• W2898989660 cites W4250721986 @default.
• W2898989660 cites W4256336324 @default.
• W2898989660 cites W4292994367 @default.
• W2898989660 doi "https://doi.org/10.1111/joop.12245" @default.
• W2898989660 hasPublicationYear "2018" @default.
• W2898989660 type Work @default.
• W2898989660 sameAs 2898989660 @default.
• W2898989660 citedByCount "27" @default.
• W2898989660 countsByYear W28989896602020 @default.
• W2898989660 countsByYear W28989896602021 @default.
• W2898989660 countsByYear W28989896602022 @default.
• W2898989660 countsByYear W28989896602023 @default.
• W2898989660 crossrefType "journal-article" @default.
• W2898989660 hasAuthorship W2898989660A5006706348 @default.
• W2898989660 hasAuthorship W2898989660A5026648663 @default.
• W2898989660 hasAuthorship W2898989660A5032739474 @default.
• W2898989660 hasAuthorship W2898989660A5086577140 @default.
• W2898989660 hasBestOaLocation W28989896602 @default.
• W2898989660 hasConcept C111472728 @default.
• W2898989660 hasConcept C122980154 @default.
• W2898989660 hasConcept C138885662 @default.
• W2898989660 hasConcept C144237770 @default.
• W2898989660 hasConcept C151730666 @default.
• W2898989660 hasConcept C15744967 @default.
• W2898989660 hasConcept C169760540 @default.
• W2898989660 hasConcept C17163166 @default.
• W2898989660 hasConcept C172256602 @default.
• W2898989660 hasConcept C17744445 @default.
• W2898989660 hasConcept C199539241 @default.
• W2898989660 hasConcept C26760741 @default.
• W2898989660 hasConcept C2778447849 @default.
• W2898989660 hasConcept C2778915428 @default.
• W2898989660 hasConcept C2779343474 @default.
• W2898989660 hasConcept C2779530757 @default.
• W2898989660 hasConcept C33923547 @default.
• W2898989660 hasConcept C77805123 @default.
• W2898989660 hasConcept C83030740 @default.
• W2898989660 hasConcept C86803240 @default.
• W2898989660 hasConcept C94982200 @default.
• W2898989660 hasConceptScore W2898989660C111472728 @default.

• next