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Journals / Business and Management Studies: An International Journal / 2019 / Cilt: 7 - Sayı: 2

THE MODERATING EFFECT OF LEADER ANGER ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND FOLLOWER JOB OUTCOMES

LİDER ÖFKESİNİN LİDER-ÜYE ETKİLEŞİMİ VE TAKİPÇİ İŞ SONUÇLARI ARASINDAKİ İLİŞKİ ÜZERİNE MODERE EDİCİ ETKİSİ

Nevra BAKER
Pages
781–794
Publication Date
2022-11-03
DOI
—
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The results of the study reveal that leader anger moderates the relationship between leader-memberexchange and the three follower job outcomes in such a way that they result in diminished levels of affectivecommitment towards the organization, trust in leader, and job satisfaction in cases of both high LMX and lowLMX leaders.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study investigates the moderating effect of leader anger on the relationship between LMX, which isone of the most prominent leadership theories, and the three follower job outcomes of affective commitmenttowards the organization, trust in leader, and job satisfaction.
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Key Findings & Data:This study was undertaken in the format of anexperiment which is followed by a survey in which four groups of different fictional leader types were created, andrespondents were asked to answer questions about these leaders assuming that they work with the describedleader.
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Conclusion & Impact:The results of the study reveal that leader anger moderates the relationship between leader-memberexchange and the three follower job outcomes in such a way that they result in diminished levels of affectivecommitment towards the organization, trust in leader, and job satisfaction in cases of both high LMX and lowLMX leaders.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

This study investigates the moderating effect of leader anger on the relationship between LMX, which isone of the most prominent leadership theories, and the three follower job outcomes of affective commitmenttowards the organization, trust in leader, and job satisfaction. This study was undertaken in the format of anexperiment which is followed by a survey in which four groups of different fictional leader types were created, andrespondents were asked to answer questions about these leaders assuming that they work with the describedleader. The results of the study reveal that leader anger moderates the relationship between leader-memberexchange and the three follower job outcomes in such a way that they result in diminished levels of affectivecommitment towards the organization, trust in leader, and job satisfaction in cases of both high LMX and lowLMX leaders.

Özet

Bu çalışma, lider öfke duygu dışavurumunun, lider-üye etkileşimi ve takipçi iş sonuçlarından örgütsel duygusal bağlılık, lidere güven ve iş memnuniyeti arasındaki ilişki üzerine modere edici etkisini araştırmaktadır. Bu çalışma, deney ve peşinden gelen anket formatında düzenlenmiştir. Deney formatında, dört farklı kurgusal lider tipi oluşturulmuştur ve daha sonraki gelen ankette, katılımcılardan, tarif edilen liderlerle çalıştıklarını varsayarak bu liderler hakkındaki soruları cevaplamaları istenmiştir. Bu çalışmanın sonuçlarına göre, lider öfke duygu dışavurumu hem yüksek derecede hem de alçak derecede lider-üye etkileşimi sergileyen liderler için, daha düşük örgütsel duygusal bağlılık, daha düşük lidere güven ve daha düşük iş memnuniyetine yol açarak, lider-üye etkileşimi ve takipçi iş sonuçları arasındaki ilişkiyi modere eder.

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Cite This Article

BAKER, N. (2022). THE MODERATING EFFECT OF LEADER ANGER ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND FOLLOWER JOB OUTCOMES. Business and Management Studies: An International Journal, Cilt: 7 - Sayı: 2, 781–794. https://ajindex.com/articles/649238

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