An Examination of the Relationship between Leader-member Exchange and Innovative Work Behavior with the Moderating Role of Trust in Leader: A Study in the Turkish Context

Abstract

This study aimed to examine the influence of leader-member exchange (LMX) from the perspectives of subordinates on innovative work behavior (IWB) and to test the role of perceived trust in leader as a moderator variable. A structured research survey was performed and data were collected from a sample of 327 non-supervisory employees that represented corporations and medium size companies from different sectors operated in Turkey. Confirmatory Factor Analysis (CFA) was used to examine the construction of the questionnaire and the relationship among LMX, IWB and trust in leader were tested applying the Structural Equation Modelling (SEM) technique. The analysis indicated that LMX quality had positive influence on trust in leader, but the influence of LMX was not significant on employees' IWB. Contrary to what was hypothesized, LMX did not influence IWB. Moreover, the results revealed that trust in leader had positive influence on IWB and significantly moderated the relationship between perceived LMX quality and IWB of employees. Key implications of the research findings both for theory and for practice were discussed, potential limitations were identified, and suggestions for future research were specified.

The Effect of Leader-Member Exchange on Innovative Work Behavior in the Saudi Hospitality

“…Suhaimi and Panatik (2016) made a similar point when they stated that most studies of the LMX-IWB have confirmed that the former has a positive effect on the latter. By contrast, however, some studies have concluded that LMX does not have a significant influence on employees' IWB (Taştan and Davoudi, 2015). Studies have shown that the inconsistency in the LMX-IWB relationship can be due to inconsistencies in the findings of previous studies.…”

“…Studies have shown that the inconsistency in the LMX-IWB relationship can be due to inconsistencies in the findings of previous studies. Therefore, work engagement has been proposed as an important mechanism in the relationship given its proven linkage with LMX and IWB (Agarwal, 2014;Taştan & Davoudi, 2015;Suhaimi & Panatik, 2016).…”

“…However, some studies have found that LMX did not have a significant influence on IWB (Taştan & Davoudi, 2015). Bernerth et al (2015), and Liden et al (2006), all concluded that no relationship exists between LMX and performance.…”

“…In a Singaporean context, Lee (2008) found that the LMX quality did not affect the IWB of R&D professionals and therefore concluded that high-quality LMX does not have a positive impact on innovativeness. Similarly, Taştan and Davoudi (2015) argued that LMX quality did not affect the IWB of employees in various Turkish sectors. Albarq (2014) stated when transferred to another culture, the nature of evaluation and normative influence may vary from the measurements prescribed by a given theory.…”

Yaratıcı İklim İle Yenilikçi İş Davranışı Arasındaki İlişkide Psikolojik Sermayenin Aracı Rolu: Türkiye’de Çeşitli Sektörlerde Çalışanlar Üzerinde Bir Araştırma

“…For instance, IWB involves opportunity exploration and idea generation and therefore it is associated with employee's creativity (Taştan & Davoud, 2015). However, IWB is broader than just being creative.…”