Leader- and Team-Member Exchanges and Their Relationships with Organizational and Interpersonal Counterproductive Work Behaviors: Moderation by Envy and Group Size in Israel and USA

Shkoler, Or; Rabenu, Edna; Tabak, Filiz; Lebron, Mariana J.

doi:10.5093/jwop2019a19

Cited by 20 publications

(36 citation statements)

References 91 publications

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“…According to leader–member exchange theory (Graen and Uhl-Bien, 1995), leaders are important influencers of follower behavior across ethical behavior, organizational citizenship behavior (Dulebohn et al , 2012) and CWB (Shkoler et al , 2019). As a type of CWB, leaders influence should extend to CKB, with CKB thus predicted by antecedents, including abusive supervision, leader-signaled CKB, narcissistic leadership and close monitoring.…”

Section: Study 1 – a Meta-analysis On The Antecedents Of Counterproductive Knowledge Behaviormentioning

confidence: 99%

Identifying and modeling the antecedents of counterproductive knowledge behavior: a three-study analysis

Afshar-Jalili

Cooper‐Thomas

Fatholahian

2020

JKM

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Purpose This study aims to identify and classify the range of antecedents of counterproductive knowledge behavior (CKB) to provide a better understanding of their implications for addressing CKB. Design/methodology/approach The study includes three studies. Using meta-analysis (Study 1) and meta-synthesis (Study 2), the authors reviewed extant primary quantitative and qualitative studies to aggregate information on the antecedents of CKB identified to date. In Study 3, these antecedents were modeled schematically by using the matrix of cross-impact multiplications (MICMAC) analysis. Findings The meta-analysis and meta-synthesis (Studies 1 and 2) yielded 28 antecedents of CKB. These were categorized into five groups of characteristics, relating to the workplace, leadership, interpersonal, individual differences and knowledge. Then, in Study 3, the antecedents were categorized according to their interrelatedness and strength of effects (using four quadrants comprising autonomous, dependence, driving and linkage factors). Originality/value This study takes an integrative approach to the CKB literature, both by aggregating underlying constructs (knowledge hoarding, hiding, etc.) and in aggregating quantitative and qualitative literature. This prevents silos and integrates knowledge across a range of CKB studies. Besides, the authors reveal the relative role of antecedents by modeling them.

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Section: Study 1 – a Meta-analysis On The Antecedents Of Counterproductive Knowledge Behaviormentioning

confidence: 99%

Identifying and modeling the antecedents of counterproductive knowledge behavior: a three-study analysis

Afshar-Jalili

Cooper‐Thomas

Fatholahian

2020

JKM

View full text Add to dashboard Cite

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“…As such, high-quality LMX results in high levels of trust, respect, and commitment from leaders to subordinates and vice versa. It is important to note that bad relations (i.e., low LMX) with a manager will also tend to result in reciprocal "bad" behavior, and accordingly may eventually lead to CWBs Lebron et al, 2018;Shkoler et al, 2019). However, while LMX's role as a potential mediator has been investigated (e.g., , most studies emphasize the prediction of contextual factors, and less is known about the effects of various individual differences as related to performance.…”

Section: Leader-member Exchangementioning

confidence: 99%

The Future of the Leader-Member Exchange Theory

2021

Frontiers Research Topics

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Frontiers is more than just an open-access publisher of scholarly articles: it is a pioneering approach to the world of academia, radically improving the way scholarly research is managed. The grand vision of Frontiers is a world where all people have an equal opportunity to seek, share and generate knowledge. Frontiers provides immediate and permanent online open access to all its publications, but this alone is not enough to realize our grand goals. Frontiers Journal SeriesThe Frontiers Journal Series is a multi-tier and interdisciplinary set of open-access, online journals, promising a paradigm shift from the current review, selection and dissemination processes in academic publishing. All Frontiers journals are driven by researchers for researchers; therefore, they constitute a service to the scholarly community. At the same time, the Frontiers Journal Series operates on a revolutionary invention, the tiered publishing system, initially addressing specific communities of scholars, and gradually climbing up to broader public understanding, thus serving the interests of the lay society, too. Dedication to QualityEach Frontiers article is a landmark of the highest quality, thanks to genuinely collaborative interactions between authors and review editors, who include some of the world's best academicians. Research must be certified by peers before entering a stream of knowledge that may eventually reach the public -and shape society; therefore, Frontiers only applies the most rigorous and unbiased reviews. Frontiers revolutionizes research publishing by freely delivering the most outstanding research, evaluated with no bias from both the academic and social point of view. By applying the most advanced information technologies, Frontiers is catapulting scholarly publishing into a new generation.

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“…As such, high-quality LMX results in high levels of trust, respect, and commitment from leaders to subordinates and vice versa. It is important to note that bad relations (i.e., low LMX) with a manager will also tend to result in reciprocal "bad" behavior, and accordingly may eventually lead to CWBs (Ilies et al, 2007;Breevaart et al, 2015;Lebron et al, 2018;Shkoler et al, 2019). However, while LMX's role as a potential mediator has been investigated (e.g., Sharif and Scandura, 2017), most studies emphasize the prediction of contextual factors, and less is known about the effects of various individual differences as related to performance.…”

Section: Leader-member Exchangementioning

confidence: 99%

“…In contrast to OCBs, CWBs have received increasing attention on both the academic and the organizational fronts (Ho, 2012;Shkoler and Tziner, 2017;Lebron et al, 2018;Shkoler et al, 2019) due to their significant economic, sociological, and psychological implications (Aubé et al, 2009). CWBs, which may include theft, sabotage, withdrawal, or harassment, are directed at either the organization itself or its members (Welbourne and Sariol, 2017;Bragg and Bowling, 2018).…”

Section: Cwbs and Burnoutmentioning

confidence: 99%

Examining the Effects of Cultural Value Orientations, Emotional Intelligence, and Motivational Orientations: How do LMX Mediation and Gender-Based Moderation Make a Difference?

2020

Self Cite

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We examined the role of leader-member exchange (LMX) as a mediator between individual differences and outcomes across three separate studies with 838 participants. Gender-based moderation was used with the LMX mediation effect. Our results suggest that gender makes a dramatic difference. Specifically, we found that LMX mediation lowered the tendency of counterproductive work behaviors (CWBs) for men. In addition, we found that LMX mediated the effect extrinsic motivation has on extrinsic job satisfaction for women. We trace these differences to a tendency for women to express a more democratic and participative leadership style, which implies a different criterion for leader performance in some situations. We also present suggestions for how the findings of our studies can be extended via organizational practice and future research.

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Leader- and Team-Member Exchanges and Their Relationships with Organizational and Interpersonal Counterproductive Work Behaviors: Moderation by Envy and Group Size in Israel and USA

Cited by 20 publications

References 91 publications

Identifying and modeling the antecedents of counterproductive knowledge behavior: a three-study analysis

Identifying and modeling the antecedents of counterproductive knowledge behavior: a three-study analysis

The Future of the Leader-Member Exchange Theory

Examining the Effects of Cultural Value Orientations, Emotional Intelligence, and Motivational Orientations: How do LMX Mediation and Gender-Based Moderation Make a Difference?

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