The present study explored whether the leader–member exchange (LMX) transmission process from new hires to their supervisors varies by new hires' race/ethnicity on the basis of LMX, racial stereotyping literature and role theory. Data were collected from 336 new hires and their supervisors over their first 4 months of working for a financial services firm. We hypothesized that role clarity would mediate the linkage between new hires' early LMX and supervisors' later SLMX. We further posited a moderated mediation effect such that the indirect effect of newcomers' early LMX on supervisors' later SLMX through role clarity would be stronger among minority than among White new hires. Study results were largely supportive of our hypotheses. The hypothesized mediated pathway extended to job performance, indicating that early high‐quality relationship was associated with enhanced job performance as rated 4 months later. The research and practical implications of these findings are discussed.

中文翻译：

---

从新员工到主管：新移民种族/民族风对领导成员交流的影响

本研究基于LMX，种族定型文献和角色理论，探讨了新员工向其主管的领导成员交换（LMX）传递过程是否因新员工的种族/民族而有所不同。在金融服务公司工作的前四个月中，从336名新员工及其上级主管那里收集了数据。我们假设角色明确性将在新员工的早期LMX与主管的后期SLMX之间起到中介作用。我们进一步提出了适度的调解效果，以使新来者早期的LMX通过角色清晰性对主管后来的SLMX的间接影响在少数群体中要比白人新员工更强。研究结果在很大程度上支持了我们的假设。假设的中介途径扩展到工作绩效，表示早期的高质量关系与4个月后评定的工作绩效提高有关。讨论了这些发现的研究和实际意义。