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Leader-member exchange relationships and follower outcomes: The mediating role of perceiving goals as invariable

Kuvaas, Bård; Buch, Robert
Journal article, Peer reviewed
Accepted version
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URI
http://hdl.handle.net/11250/2496629
Date
2018
Metadata
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  • Publikasjoner fra CRIStin - BI [644]
  • Scientific articles [1334]
Original version
Human Resource Management, 2018, 57(1), 235-248   10.1002/hrm.21826
Abstract
In the present study, we investigated whether perceiving goals as invariable mediated the link between leader‐member exchange (LMX) relationships and role overload, turnover intention, and work performance. Perceiving goals as invariable refers to the extent to which followers believe that the goals in a performance management system represent the absolute standards that they must meet without exception, even if they think other factors are more important (e.g., situational factors or factors that are not associated with goals). In Study 1, perceiving goals as invariable mediated the relationships between LMX and role overload and turnover intention, such that a high‐quality LMX relationship was negatively associated with perceiving goals as invariable, which in turn was positively related to both role overload and turnover intention. In Study 2, social LMX was negatively associated and economic LMX was positively associated with perceiving goals as invariable, which in turn was negatively related to work performance. Furthermore, perceiving goals as invariable mediated the relationship between social LMX relationships and work performance. Theoretical and practical implications and directions for future research are discussed
Description
The accepted and peer reviewed manuscript to the article
Publisher
Wiley
Journal
Human Resource Management

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