Leader-member exchange and follower trust in leader: The moderating effect of leader emotional expressivity

2019 ◽

Vol 7 (5) ◽

pp. 2525-2555

Author(s):

Nevra BAKER

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Combined Effect ◽

Emotional Expressivity ◽

Leader Member Exchange ◽

Affective Organizational Commitment ◽

Job Outcomes ◽

Leadership Theories ◽

Member Exchange ◽

Trust In Leader

Leader-member exchange theory is one of the most widely researched leadership theories, and a substantial number of former studies have investigated the effect of leader-member exchange on different follower job outcomes. However, there is a lack of research in the literature on the combined effect of leader-member exchange and leader emotional expressivity on follower job outcomes. The aim of this study is to contribute to the leadership and emotions literature by investigating the combined effect of leader-member exchange and the leader emotional expressivity of optimism on follower job outcomes of affective organizational commitment, trust in leader, and job satisfaction. In order to test the hypotheses of the study, an experiment was undertaken in which four imaginary leader types were described. After reading the leader descriptions, respondents were given a survey about their self-foreseen affective organizational commitment, trust in leader, and job satisfaction, with the assumption that they were actually working with the imaginary leader. The findings of the study suggest that both high LMX and low LMX leaders who displayed optimism aroused higher levels of the three follower job outcomes than their counterparts who did not display optimism.

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THE MODERATING EFFECT OF LEADER ANGER ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND FOLLOWER JOB OUTCOMES

Business And Management Studies An International Journal ◽

10.15295/bmij.v7i2.1099 ◽

2019 ◽

Vol 7 (2) ◽

pp. 781-794

Author(s):

Nevra Bedriye Baker ARAPOĞLU

Keyword(s):

Job Satisfaction ◽

Affective Commitment ◽

Moderating Effect ◽

Leader Member Exchange ◽

Job Outcomes ◽

Leadership Theories ◽

Member Exchange ◽

The Relationship ◽

Leader Anger ◽

Trust In Leader

This study investigates the moderating effect of leader anger on the relationship between LMX, which is one of the most prominent leadership theories, and the three follower job outcomes of affective commitment towards the organization, trust in leader, and job satisfaction. This study was undertaken in the format of an experiment which is followed by a survey in which four groups of different fictional leader types were created, and respondents were asked to answer questions about these leaders assuming that they work with the described leader. The results of the study reveal that leader anger moderates the relationship between leader-member exchange and the three follower job outcomes in such a way that they result in diminished levels of affective commitment towards the organization, trust in leader, and job satisfaction in cases of both high LMX and low LMX leaders.

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The moderating effect of leader member exchange on the relationship between workplace ostracism and psychological distress

Asia-Pacific Journal of Business Administration ◽

10.1108/apjba-11-2018-0205 ◽

2019 ◽

Vol 11 (2) ◽

pp. 146-158 ◽

Cited By ~ 1

Author(s):

Youngkeun Choi

Keyword(s):

Psychological Distress ◽

Emotional Exhaustion ◽

Moderating Effect ◽

Survey Method ◽

Leader Member Exchange ◽

Content Type ◽

Job Tension ◽

Workplace Ostracism ◽

Member Exchange ◽

The Relationship

Purpose Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male employees. And depending on the leader member exchange (LMX) theory, it assumes that the relationship between workplace ostracism and psychological distress of male employees is moderated by the LMX. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 male Korean employees and their supervisors. Findings The results suggest the following. First, workplace ostracism was positively associated with job tension, emotional exhaustion and depressed moods at work for male employees. Second, there was a stronger positive relationship between workplace ostracism and job tension, or emotional exhaustion for male employees with low, as opposed to those with high, levels of LMX. Originality/value This study is the first one to examine the moderating effect of LMX on the relationship between workplace ostracism and psychological distress of male employees.

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