Leader-Member Relationship and Burnout: The Moderating Role of Leader Integrity. 领导－成员关系与下属工作倦怠：领导正直的调解作用

Abstract

In this study, we propose and test the idea that a strong relationship between leader and follower will be associated with the subordinate's burnout. We base the study on the leader-member exchange framework (LMX), resource exchange theory, and the job demands-resources model of burnout, and conceptualize that a strong LMX is associated with burnout in two ways: high LMX involves high job demands, which lead to exhaustion; low LMX involves low job resources, which leads to cynicism. We propose that the relationship between LMX and the two forms of burnout will be stronger when the leader is perceived to be low on moral integrity. Using a survey of 218 employees, we find support for the hypotheses. Implications for future research and managerial practices are discussed.

Do Relationships Matter? Investigating the Link Between Supervisor and Subordinate Dedication and Cynicism via the Quality of Leader–Member Exchange

“…Poor-quality LMX may also indicate that dyad partners do not like each other but due to organizational structure they are forced to work together (Dulebohn et al, 2016). These kinds of work situations lead to negative outcomes and poor-quality LMX relationships have been associated specifically with subordinates' cynicism (Becker et al, 2005;Jiang et al, 2014;Schaufeli & Bakker, 2004) as well as with burnout in general (e.g., Huang et al, 2010;Thomas & Lankau, 2009). Explained through the lens of COR theory, the resource loss associated with a poor-quality relationship with one's supervisor can have a profound negative impact on employees (Halbesleben et al, 2014).…”

“…Previous research has established a wide range of positive outcomes for LMX (Dulebohn et al, 2012;Ilies et al, 2007), and several studies have connected the quality of LMX with the well-being of workers (e.g., Christian et al, 2011;Gregersen et al, 2016;Harms et al, 2017;Jiang et al, 2014;Medler-Liraz & Seger-Guttmann, 2018;Sparr & Sonnentag, 2008). However, these studies have focused either on positive well-being indicators such as work engagement (Christian et al, 2011) or negative indicators such as stress and burnout symptoms (Gregersen et al, 2016;Harms et al, 2017;Jiang et al, 2014;Medler-Liraz & Seger-Guttmann, 2018) or job depression (Sparr & Sonnentag, 2008). The second contribution of our study is that we focus on both negative (i.e., cynicism) and positive (i.e., dedication) employee outcomes of LMX.…”

Leader Integrity and Organizational Citizenship Behaviour in China

“…Moreover, possible interactions among leader characteristics, leader behaviour, and leader treatment of subordinates still need more investigation. For example, recent research shows that leaders' moral integrity interacts with leader-member exchange to predict follower perceptions of job demands (Jiang, Law & Sun, 2013). How OCB is influenced by potential interactions should be investigated by future research.…”

Leader-member exchange differentiation and team member performance

“…In Chinese firms, a leader is regarded as a special and rare resource which has an important effect on employee creativity and job performance (Richards, 2014; Yang et al , 2010). Employees in Chinese firms have been seen as more reliant on political behaviour rather than good performance to compete for beneficial resources (Jiang et al , 2014). According to attribution theory, when the cause of a phenomenon is unfair and unreasonable, it will trigger people’s discontent and negative emotions (Weiner, 1985), which eventually leads to negative attitudes and behaviour.…”

“…POP in this paper means a subjective feeling of employees towards other members who engage in political behaviour in the workplace (Ferris et al , 1989). Employees in Chinese firms have been seen as using proactive political behaviour to consolidate and strengthen working relationships with their leaders to maintain or expand their personal interests (Jiang et al , 2014). We can therefore expect it to play a significant role in moderating the relationship between LMX differentiation and performance.…”