The study proposed a parallel mediation model where the perceived organizational politics (POP) and perceived leader integrity (PLI) were underlying mechanisms through which leader–member exchange (LMX) quality translated into employee job outcomes. The proposed theoretical framework was based on relational attribution theory. We proposed that subordinates form their perceptions about organizational politics and the leader’s integrity based on their relationship quality with the leaders, which in turn leads to affective commitment, creativity, and job performance. We tested the hypothesized model using three-wave, time-lagged multi-sourced (self and peer-reported) data (N = 310) from employees of service sector organizations in Pakistan. After establishing the reliability and validity of measures, the parallel mediation model was tested. Results of regression analyses using Bootstrap confidence interval method indicated significant results showing that both POP and PLI mediate the relationship between LMX quality and all outcome variables with one exception. Limitations, implications and future research directions were discussed at the end.

中文翻译：

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领导与成员的交流质量和员工的工作成果：并行的调解模型

该研究提出了一个平行的调解模型，其中感知的组织政治（POP）和感知的领导者诚信（PLI）是潜在的机制，通过这些机制，领导者-成员交流（LMX）的质量转化为员工的工作成果。所提出的理论框架是基于关系归因理论的。我们建议下属根据他们与领导者的关系质量来形成他们对组织政治和领导者廉正的看法，进而导致情感承诺，创造力和工作绩效。我们使用来自巴基斯坦服务行业组织员工的三波，时滞多源（自我和对等报告）数据（N = 310）对假设模型进行了测试。在确定措施的可靠性和有效性之后，对并行中介模型进行了测试。使用Bootstrap置信区间方法进行的回归分析结果显示出显着结果，表明POP和PLI都介导了LMX质量与所有结果变量之间的关系，只有一个例外。最后讨论了局限性，影响和未来的研究方向。