Please use this identifier to cite or link to this item:
|Title:||Leader-member exchange and turnover before and after succession events||Authors:||Ballinger, G.A.
|Issue Date:||2010||Citation:||Ballinger, G.A., Lehman, D.W., Schoorman, F.D. (2010). Leader-member exchange and turnover before and after succession events. Organizational Behavior and Human Decision Processes 113 (1) : 25-36. ScholarBank@NUS Repository. https://doi.org/10.1016/j.obhdp.2010.04.003||Abstract:||We conducted two studies that investigated the role of leadership succession as a moderator of the relationship between LMX and turnover in organizations. In a sample of 330 employees in 45 veterinary hospitals, high-LMX employees were less likely to leave the organization prior to a succession event but in nine hospitals that experienced a succession event, high-LMX employees were more likely to leave than low-LMX employees following the event. In the second study, we used a between subjects repeated measures simulation of leadership succession in a survey of 496 employed adults across different organizations. We found LMX is predictive of affective and cognitive reactions to succession events, and that these reactions mediate the relationship between LMX and turnover intentions after a simulated succession event. We discuss the implications of finding that succession events can be disruptive to organizations and groups because high-LMX employees may subsequently leave. © 2010 Elsevier Inc.||Source Title:||Organizational Behavior and Human Decision Processes||URI:||http://scholarbank.nus.edu.sg/handle/10635/44629||ISSN:||07495978||DOI:||10.1016/j.obhdp.2010.04.003|
|Appears in Collections:||Staff Publications|
Show full item record
Files in This Item:
There are no files associated with this item.
checked on Oct 19, 2020
WEB OF SCIENCETM
checked on Oct 12, 2020
checked on Oct 6, 2020
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.