Purpose

Recent literature has focused on the outcomes associated with employee performance, but how and when it leads to work-related outcomes further is an area that has not gained due attention. Against this backdrop, this study entails investigating the effects of employee performance on their taking-charge behavior through the mediation of leader–member exchange (LMX) and the leader's task-oriented behavior's moderating role.

Design/methodology/approach

Using a questionnaire-based survey design, the study is based on a sample of 304 employees of pharmaceutical companies' sales departments. The two-stage lag approach has been used for data collection, where leader–follower dyads participated in the study.

Findings

The study's findings reveal that better-performing employees are considered in-group members by their leaders, and the presence of high LMX makes employees reciprocate by adopting charge behavior. Furthermore, a leader's task-oriented behavior fosters the performance – LMX and performance – taking charge relationship mediated through LMX, a moderated mediation mechanism exists.

Originality/value

The study offers a novel explanation by considering employee performance as a predictor instead of an outcome variable. Furthermore, recent literature has considered adverse outcomes of performance, while this study considers the positive aspects of employee performance (i.e. LMX and charge behavior). It also offers the role of both employee- and leader-specific factors in determining the LMX relationship.

中文翻译：

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员工的任务绩效和负责的倾向：LMX的角色和领导者的任务导向

目的

最近的文献集中在与员工绩效相关的结果上，但是如何以及何时将其进一步导致与工作相关的结果是一个尚未引起足够重视的领域。在这种背景下，本研究包括通过领导者－成员交流（LMX）和领导者的任务导向型行为的调节作用来调查员工绩效对其负责行为的影响。

设计/方法/方法

使用基于问卷的调查设计，该研究基于制药公司销售部门的304名员工的样本。两阶段滞后方法已用于数据收集，领导者和跟随者二人组参与了该研究。

发现

该研究的发现表明，表现较好的员工被其领导者视为集团内成员，而高LMX的存在使员工通过采取负责任的行为获得回报。此外，领导者以任务为导向的行为会促进绩效（LMX和绩效），并通过LMX调解负责关系，存在一个适度的调解机制。

创意/价值

该研究通过将员工绩效作为预测指标而不是结果变量来提供新颖的解释。此外，最近的文献考虑了绩效的不利结果，而本研究则考虑了员工绩效的积极方面（即LMX和收费行为）。在确定LMX关系时，它还提供了特定于员工和领导者的因素的作用。