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The mediating role of trust in teammates in the relationship between differentiation in leader-member exchange (LMX) and work attitude: An empirical study in China

机译:信任对团队成员的领导作用在领导成员交流差异(LMX)与工作态度之间的中介作用:中国的一项实证研究

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A fundamental principle of leader–member exchange (LMX) theory is that leaders develop different quality relationships with their employees. However, little research has investigated the impact of LMX differentiation on employees’ work attitude. Therefore, this study examines the mediating influence of trust in teammates on the relationships between perceptions of LMX variability within a team and the work attitude of affective organizational commitment and turnover intentions. Data were obtained from 225 employees in diverse organizations and occupational groups in Shandong Province, People’s Republic of China. The model was tested at the individual level. Controlling for individual-level perceptions of LMX quality, the results revealed that an individual’s perception of LMX variability in their team was negatively related to employee’s affective organizational commitment and positively related to employee turnover intentions, and these two relationships were mediated by reports of relational trust in teammates. Our study thus contributes to a better understanding of the ‘black box’ phenomenon that links LMX differentiation to work attitude and enriches knowledge of the social exchange mechanisms.
机译:领导者-成员交换(LMX)理论的基本原理是,领导者与员工建立不同的质量关系。但是,很少有研究调查LMX差异化对员工工作态度的影响。因此,本研究考察了队友信任对团队中LMX变异感与情感组织承诺和离职意图的工作态度之间关系的中介影响。数据来自中华人民共和国山东省不同组织和职业群体的225名员工。该模型在个人级别上进行了测试。通过控制个人对LMX质量的感知,结果表明,个人对其团队中LMX变异的感知与员工的情感组织承诺负相关,与员工离职意图成正相关,并且这两个关系是通过关系信任的报告进行调解的在队友中。因此,我们的研究有助于更好地理解“黑匣子”现象,该现象将LMX的差异化与工作态度联系在一起,并丰富了人们对社会交流机制的认识。

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