Team-member and leader-member exchange, engagement, and turnover intentions: implications for human resource development

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

doi:10.1080/13678868.2023.2217731

Cited by 7 publications

(4 citation statements)

References 96 publications

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“…High-quality TMX interchange flourishes on personal connections and effective communication, fostering improved collaboration (Blau, 1986;Tabak et al, 2023). Leadership, psychological contracts, and emotional components significantly influence TMX and are indispensable for its success (Farh et al, 2017;Seers et al, 1995;Tang and Wei, 2023).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Leadership, psychological contracts, and emotional components significantly influence TMX and are indispensable for its success (Farh et al, 2017;Seers et al, 1995;Tang and Wei, 2023). The profound impact of TMX extends to employee commitment, shared ownership, and performance, underscoring its multifaceted significance in research for the social exchange theory (Tabak et al, 2023;Tse et al, 2008).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Grounded in the reciprocity principle, Team-Member Exchange (TMX) assumes a pivotal role in promoting teamwork and enhancing job performance among employees (Seers, 1989). High-quality TMX interchange flourishes on personal connections and effective communication, fostering improved collaboration (Blau, 1986; Tabak et al. , 2023).…”

Section: Literature Reviewmentioning

confidence: 99%

“…, 1995; Tang and Wei, 2023). The profound impact of TMX extends to employee commitment, shared ownership, and performance, underscoring its multifaceted significance in research for the social exchange theory (Tabak et al. , 2023; Tse et al.…”

Section: Literature Reviewmentioning

confidence: 99%

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Exploring gender dynamics: multigroup analysis of workplace persuasion and intimate co-creation using structural equation modeling

Shahzad

2024

JMD

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PurposeOne of the novel concepts in the management literature is intimate co-creation. Considering it as the outcome of workplace persuasion, this study examines its effect via team-member exchange and ethical climate for the assessment of multigroup analysis. Finding a relationship among variables is not the core objective of the study. The core objective was to assess multigroup analysis for examining measurement scales' uniformity or perceptual differences across the male and female groups using measurement invariance.Design/methodology/approachThis was a quantitative study for a survey of faculty members from the top 10 Pakistani universities. It employed state-of-the-art statistical techniques, including the application of the foundational social exchange theory and the utilization of multigroup analysis in structural equation modeling (SEM) with the Analysis of Moment Structure (AMOS). The research methodology was designed to investigate the relationships between workplace persuasion, ethical climate, team member exchange and intimate co-creation. A specific emphasis was placed on assessing whether gender influences these relationships consistently across male and female groups, as determined by measurement invariance tests.FindingsThis study underscores the significant impact of ethical persuasion in the workplace on enhancing intimate co-creation among individuals, offering invaluable insights for organizational leaders. Importantly, it emphasizes that gender dynamics do not influence this relationship, underscoring the imperative of addressing gender-related workplace issues to optimize intimate co-creation. This holds particular relevance for service-based organizations, such as universities in this case.Originality/valueThis study makes a significant contribution by exploring the concept of intimate co-creation within the realm of organizational science, while also highlighting the crucial importance of considering workplace gender dynamics. It offers fresh insights into how these dynamics influence group creativity, guiding human resource practices toward fostering innovation within gender-inclusive workplaces. These insights gain added relevance in the evolving post-COVID-19 era and in the context of AI integration. Notably, a distinctive contribution of this study to social exchange theory lies in its innovative application of multigroup analysis to variables related to gender.

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