Leader-Member Exchange (LXM) Differentiation and Organizational Outcomes: The Role of Leader Integrity and Perceived Inclusion

Author

Lipika Neshmin Arif, University of South AlabamaFollow

Date of Award

5-2022

Document Type

Dissertation

Degree Name

Ph.D.

Committee Chair

Mickey, B. Smith, Ph.D.

Abstract

The leader-member exchange (LMX) relationship is dynamic and rewarding for organizational success. The exchange relationship between a leader and his/her followers can vary from high-quality to low-quality relationships and thus affect the benefits of the organization. Therefore, the main emphasis of this paper is to examine the influence of LMX differentiation, known as leaders' differential relationships quality with a set of followers, on organizational outcomes such as affective organizational commitment, innovative work behavior, and organizational citizenship behavior (OCB). This study proposes a moderated mediation model to explain how and when LMX differentiation impacts organizational outcomes. Drawing from the social exchange theory, I theorized that followers’ perspective of LMX differentiation affects employees’ perceived inclusion, which subsequently affects affective organizational commitment, innovative work behavior, and OCB. Relying on the research focusing on considering the larger social context, I also examined the interaction effects of leader integrity on the relationship between LMX differentiation and perceived inclusion. Leader integrity will moderate the relationship between LMX differentiation and perceived inclusion and the indirect effects of LMX differentiation and organizational outcomes through perceived inclusion. Data from 213 full-time teachers and staff from 59 different elementary, x middle, high, and other schools in Mobile County Public School System (MCPSS) were used to investigate the hypothesized relationships. In most cases, data supported that LMX differentiation is negatively related to perceived inclusion, and perceived inclusion mediates the relationship between LMX differentiation and affective organizational commitment, innovative work behavior, and OCB. Finally, I discussed both theoretical and practical implications as well as limitations with the direction for future research.

Recommended Citation

Arif, Lipika Neshmin, "Leader-Member Exchange (LXM) Differentiation and Organizational Outcomes: The Role of Leader Integrity and Perceived Inclusion" (2022). Theses and Dissertations . 48.
https://jagworks.southalabama.edu/theses_diss/48