Are Group Consensus in Leader-Member Exchange (LMX) and Shared Work Values Related to Organizational Outcomes?

Birgit Schyns

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Job Satisfaction and Organizational Behavior Employee Performance and Management Team Dynamics and Performance

Abstract

Leader-member exchange (LMX) refers to the relationship quality between leader and follower. Mostly, LMX is rated individually and related to outcomes. In this study, the focus is on consensus of LMX within a team. However, a high consensus in followers’ perception of their leader does not necessarily mean that performance is in line with company expectations. Consequently, it is proposed that high work values moderate the relationship between consensus and performance. The hypotheses were tested using a sample of employees in German banks and insurance companies. Results indicate some support for the proposed relationship between consensus in contribution and job satisfaction as well as the relationship between consensus in contribution and commitment. In addition, moderating effects of work values emerged. This indicates that consensus with respect to LMX is influential in organizations and suggests that leaders should strive toward having a similar relationship with all followers.

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References

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2010Emotional labor, strain, and performance: Testing reciprocal relationships in a longitudinal panel study.2020Mapping 50 Years of Small Group Research Through Small Group Research 2015Understanding The Curvilinear Relationships between LMX Differentiation and Team Coordination and Performance 2020LMX Differentiation and Group Outcomes: A Framework and Review Drawing on Group Diversity Insights 2014

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