This study examines how, why and when relative leader–member exchange (RLMX) influences absenteeism through the mediating effect of feelings of vigor, and the moderating role of unit-level leader–member exchange differentiation (LMX differentiation). Data collected from a Swiss retailer sample of 486 employees within 52 stores shows that RLMX is positively related to feelings of vigor, whereas feelings of vigor are negatively related to absenteeism. Also, RLMX has a stronger positive effect on vigor when LMX differentiation in the unit is high, and on absenteeism when differentiation in the unit is low. However, we found no evidence that the indirect influence of RLMX on absenteeism through feelings of vigor is moderated by unit-level LMX differentiation. The implications of these findings for research on LMX are discussed.

这项研究探讨了相对的领导者－成员交换（RLMX）如何，为什么以及何时通过活力感的中介作用以及单位级别的领导者－成员交换分化（LMX分化）的调节作用来影响旷工。从瑞士零售商在52家商店中的486名员工的样本中收集的数据表明，RLMX与活力感正相关，而活力感与旷工负相关。同样，当单位中的LMX分化程度较高时，RLMX对活力有更强的积极作用，而当单位中的分化程度较低时，RLMX对缺勤也具有更强的积极作用。但是，我们没有发现证据表明，RLMX通过充满活力的感觉对旷工的间接影响被单位水平的LMX分化所缓解。讨论了这些发现对LMX研究的意义。