Differences between follower and dyadic measures of LMX as mediators of emotional intelligence and employee performance, well-being and turnover intention
Differences between follower and dyadic measures of LMX as mediators of emotional intelligence and employee performance, well-being and turnover intention
Both leader and follower emotional intelligence (EI) have been posited in the literature to influence leader–member exchange (LMX). We collected data from 203 independent leader–follower dyads working in the insurance industry in Malaysia and examined relationships between leader and follower trait-EI and follower outcomes mediated through LMX. We added a further dimension to our study by comparing results using follower and then a dyadic measure of LMX. We found that leader EI predicted a dyadic measure of LMX, whilst only follower EI predicted a follower measure of LMX. As hypothesized, leader EI had both direct and indirect effects on follower job performance. By contrast, follower EI demonstrated both direct and indirect effects on follower well-being. We found a dyadic measure of LMX to be a stronger predictor of follower job performance, well-being, and turnover intention than a follower only measure. Our results suggest that significant relationships between leader and follower trait EI and LMX depend on whether follower or dyadic measures of LMX are used. The study draws attention to the importance of emphasizing the level at which EI effects are expected to operate in LMX.
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Clarke, N.
76688c21-d51e-48fa-a84d-deec66baf8ac
Mahadi, N.
ee539f4b-6e66-442f-9e6d-5d866a40d621
Clarke, N.
76688c21-d51e-48fa-a84d-deec66baf8ac
Mahadi, N.
ee539f4b-6e66-442f-9e6d-5d866a40d621
Clarke, N. and Mahadi, N.
(2016)
Differences between follower and dyadic measures of LMX as mediators of emotional intelligence and employee performance, well-being and turnover intention.
European Journal of Work and Organizational Psychology, .
(doi:10.1080/1359432X.2016.1263185).
Abstract
Both leader and follower emotional intelligence (EI) have been posited in the literature to influence leader–member exchange (LMX). We collected data from 203 independent leader–follower dyads working in the insurance industry in Malaysia and examined relationships between leader and follower trait-EI and follower outcomes mediated through LMX. We added a further dimension to our study by comparing results using follower and then a dyadic measure of LMX. We found that leader EI predicted a dyadic measure of LMX, whilst only follower EI predicted a follower measure of LMX. As hypothesized, leader EI had both direct and indirect effects on follower job performance. By contrast, follower EI demonstrated both direct and indirect effects on follower well-being. We found a dyadic measure of LMX to be a stronger predictor of follower job performance, well-being, and turnover intention than a follower only measure. Our results suggest that significant relationships between leader and follower trait EI and LMX depend on whether follower or dyadic measures of LMX are used. The study draws attention to the importance of emphasizing the level at which EI effects are expected to operate in LMX.
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Accepted/In Press date: 7 November 2016
e-pub ahead of print date: 12 December 2016
Organisations:
Southampton Business School
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Local EPrints ID: 403122
URI: http://eprints.soton.ac.uk/id/eprint/403122
ISSN: 1359-432X
PURE UUID: 42b25c37-94a2-46a3-89a8-fca68e396bf1
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Date deposited: 24 Nov 2016 15:05
Last modified: 15 Mar 2024 06:05
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Author:
N. Mahadi
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