ABSTRACT

Drawing upon research into relative leader–member exchange (LMX) and social identity approaches to leadership, this study explores how congruence in the LMX quality of individuals and their teammates affects the team identification of those individuals. This, in turn, influences individuals’ job performance. Results of polynomial regressions on 575 dyads support the congruence hypothesis. Further, we find asymmetrical incongruence effects in which individuals have lower team identification and poorer job performance when their LMX is lower in quality than their teammates compared to the opposite situation. These findings emphasize the pivotal role played by leaders and teammates in promoting employee team identification at work.

摘要

本研究利用对领导-成员交换 (LMX) 和领导力的社会认同方法的研究，探讨了个人及其队友的 LMX 质量的一致性如何影响这些人的团队认同。这反过来又会影响个人的工作绩效。575 对的多项式回归结果支持同余假设。此外，我们发现了不对称的不一致效应，即当与相反情况相比，当他们的 LMX 质量低于其队友时，个人的团队认同度较低且工作绩效较差。这些发现强调了领导者和团队成员在促进员工团队认同方面发挥的关键作用。