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Manuscript ID : BSM-2301-1342 (R1) Visit : 178 Page: 38 - 60

Article Type: Original Research

When does an employee not help coworkers? The effect of leader–member exchange on employee envy and job satisfaction

Subject Areas : Behavioral Studies in Management

Yousef Khalifeh 1 , Zahra Alipourdarvishi 2 , Nader Sheikholeslamikandelousi 3

1 - Ph.D. Student of human resources Management, faculty of management and social sciences, Islamic Azad University, Tehran north branch, Tehran, Iran.
2 - Associate professor, department of business management, faculty of management and social sciences, Islamic Azad university, Tehran north branch, Tehran, Iran.
3 - Assistant professor, Department of Management, North Tehran Branch, Islamic Azad university, Tehran, Iran.

Received: 2023-01-29 Accepted : 2023-02-25 Published : 2023-03-21

Keywords: Job satisfaction, leader-member exchange, employee envy,

Abstract :

Objectives: in today’s highly competitive business world, job satisfaction and productivity are of paramount importance. The effects of leader-member exchange when employees work as an interactive team, has a great effect on job satisfaction and productivity. Workplace envy is one of the factors that might affect job satisfaction. This research examines the mediating role of employee envy between leader-member exchange and job satisfaction.Methods: using standard questionnaires, we examined the opinion of a sample of 141 employees of Port and Marine Organization of Bushehr province. For data analysis we used factor analysis (exploratory and confirmatory), and structural equation modeling.Findings: supervisors can do a better job decreasing employees’ emotional burden. if envy can be controlled and managed effectively, positive interaction of leader-member exchange, increases job satisfaction.conclusion: the results show direct effect of LMX on job satisfaction. The higher-quality LMX relationship, the more job satisfaction. The results show that employee envy has no effect on job satisfaction and other factors regardless of envy may cause job satisfaction. The result also shows that LMX has a strong effect on employee envy.

References:


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_||_

  1. بروس ای.شرتزر (1369)، بررسی و برنامه‌ریزی زندگی شغلی، زندی پور، تهران، چاپ اول، ص 207
    2.
  2. شفیع‌آبادی، عبدالله (1376)، راهنمایی و مشاوره شغلی و حرفه‌ای، تهران، رشد، چاپ اول، ص 3
    3.
  3. طبرسی، غلامعلی، رضاییان، علی، فلکی، پریسا (1398). بررسی رابطه بین آوای کارکنان و پیامدهای رضایت شغلی به‌واسطه نقش تعدیلی تبادل رهبر- عضو، فصلنامه مدیریت دولتی، 11 (4)، 661-681
    4.
  4. علم بیگی، امیر، آهنگری، اسماعیل، عزیزی، سعیده (1393). واکاوی روابط بین تبادل رهبر- عضو (LMX)، فرهنگ یادگیری سازمانی و تعهد سازمانی کارکنان، موردمطالعه: کارشناسان کشاورزی استان مرکزی، فصلنامه مدیریت دولتی، 6(4)، 819-837
    5.
  5. علم بیگی، امیر، احمد، رضوان فر، صاحبدل، سینا (400). تحلیل اثر ناهمگونی نقش رهبری در کیفیت زندگی کاری کارکنان ترویج کشاورزی با استفاده از الگوریتم بخش‌بندی ترکیب محدود FIMI، مجله تحقیقات اقتصاد و توسعه کشاورزی ایران،52(1)، 143-158
    6.
  6. قلی پور، آرین، محمد اسماعیلی، ندا،، پارسا، فریبا (1397). بررسی تأثیر مبادله رهبر- پیرو بر حسادت سازمانی (مطالعه موردی: کارکنان ستاد بانک ملی ایران)، فصلنامه مدیریت دولتی، 10(3)، 415-442
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    8.
  8. Aryee, S. & Chen, Z.X. (2006). Leader-member exchange in a Chinese context: Antecedents, the mediating role of psychological empowerment and outcomes. Journal of Business Research, Vol.59, p794.
    9.
  9. Ben-Ze’ev, A. Oatley )1996(. The international and social nature of human emotions: Reconsideration of distinction of between basic and non- basic emotions. Journal for the Theory Social Behavior, 26, 81-94.
    10.
  10. Bolino, M. C. & Turnley, W. H. (2009). Relative deprivation among employees in lower-quality leader-member exchange relationships. Leadership Quarterly, 20, 276–286.
    11.
  11. Chernyak-Hai, L. & Tziner, A. (2012). Organizational Citizenship Behaviors (OCBs): socio-psychological antecedents and consequences. International Review of Social Psychology, 25 (3/4), 53-92.
    12.
  12. Chin-Yi Shu, Jangul Lazatkhan. (2017). Effect of leader-member exchange on employee envy and work behavior moderated by self-esteem and neuroticism. Journal of Work and Organizational Psychology, 33 (2017) 69–81.
    13.
  13. Cohen-Charash, Y. Mueller, J.S. )2007(. Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy? Journal of Applied Psychology, 92 (3), 666–680.
    14.
  14. Dae-Seok Kang. Jim Stewart. (2007). Leader-Member Exchange (LMX): Theory of Leadership and HRD: Development of Units of Theory and Laws of Interaction. Leadership and Organization Development Journal, 28(6), 531-551
    15.
  15. Danica, T. Hooper, Robin, Martin. (2008). Beyond personal Leader–Member Exchange (LMX) quality: The effects of perceived LMX variability on employee reactions. The Leadership Quarterly,19(1) 20–30
    16.
  16. Dansereau, F. Graen, G.B. Haga, W. (1975). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance 13, 46–78.
    17.
  17. Dina, Leheta and et al. (2016). The view over one's shoulder: The causes and consequences of leader's envy of followers. The Leadership Quarterly http://dx.doi.org/10.1016/j.leaqua.2016.12.002.
    18.
  18. Dormann, C. Zapf, D. (2001). Job satisfaction: a meta-analysis of stabilities. Journal of Organizational Behavior 22, 483–504.
    19.
  19. Duarte, N.T. Goodson, J.R. Klich, N.R. )1994(. Effect of dyadic quality and duration on performance appraisal. Academy of Management Journal 37 (3), 499–521.
    20.
  20. Duffy, M. K. Shaw, J. D. & Schaubroeck, J. M. (2008). Envy in organizational life. In R. Smith (Ed.), Envy: Theory and research (pp. 167–189). Oxford, UK: Oxford Press.
    21.
  21. Frone, M.R. (2000). Interpersonal conflict at work and psychological outcomes: testing a model among young workers. Journal of Occupational Health Psychology 5 (2), 246–255.
    22.
  22. Ganegoda, D.B. Bordia, P. (2019). I can be happy for you, but not all the time: a contingency model of envy and positive empathy in the workplace. Journal of Applied Psychology 104 (6), 776–795.
    23.
  23. Graen, G.B. Uhl-Bien, M. (1995). Development of leader–member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective. The Leadership Quarterly 6, 219–247
    24.
  24. Griffeth, R.W. Hom, P.W. Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium. Journal of Management 26 (3), 463–488.
    25.
  25. Harris, K.J. Kacmar, M. Witt, L.A. )2005(. An examination of the curvilinear relationship between leader–member exchange and intent to turnover. Journal of organizational Behavior 26 (4), 363–378
    26.
  26. Herman H.M. Tse. Neal M. Ashkanasy. Marie, T. Dasborough. (2012). Relative leader–member exchange, negative affectivity and socialidentification: A moderated-mediation examination, The Leadership Quarterly 23 (2012) 354–366.
    27.
  27. Hsiung, H. H. (2012). Authentic leadership and employee voice behavior: A multi-level psychological process. Journal of Business Ethics, 107(3), 349–361.
    28.
  28. Iffaldano, M.T. Muchinski, P.M. (1985). Job satisfaction and job performance: a metaanalysis. Psychological Bulletin 97, 251–273.
    29.
  29. Janaki Gooty. Jane Shumski Thomas. Francis J. Yammarino. Jayoung, Kim. (2019). Positive and negative emotional tone convergence: An empiricalexamination of associations with leader and follower LMX. The Leadership Quarterly, https://doi.org/10.1016/j.leaqua.2019.03.002.
    30.
  30. Jen-Te, Yang. (2010). Antecedents and consequences of job satisfaction in the hotel industry. International Journal of Hospitality Management 29 (2010) 609–619.
    31.
  31. Judge, T.A. Bono, J.E. (2001). Relationship of core self-evaluations traits–self-esteem, ge, T.A., Bono, J.E., 2001
    32.
  32. Judge, T.A. Bono, J.E. Locke, E.A. (2000). Personality and job satisfaction: the mediating role of job characteristics. Journal of Applied Psychology 85 (2), 237–349.
    33.
  33. Judith, Volmer. Daniel, Spurk. Cornelia, Niessen. (2012). Leader–member exchange (LMX), job autonomy, and creative work involvement. The Leadership Quarterly, Volume 23, Issue 3, June 2012, Pages 456-465.
    34.
  34. Lam, T. Zhang, H.Q. (2003). Job satisfaction and organizational commitment in the Hong Kong fast food industry. International Journal of Contemporary Hospitality Management 15 (4/5), 214–220.
    35.
  35. Lange, J. & Crusius, J. (2015). Dispositional envy revisited: Unraveling the motivational dynamics of benign and malicious envy. Personality and Social PsychologyBulletin, 41, 284–294. http://dx.doi.org/10.1177/0146167214564959
    36.
  36. Liao, H. Liu, D. Loi, R. (2010). Looking at both sides of the social exchange coin: a social cognitive perspective on the joint effects of relationship quality and differentiation on creativity. Academy of Management Journal 53 (5), 1090–1109.
    37.
  37. Liden, R. C. Erdogan, B. Wayne, S. J. & Sparrowe, R. T. (2006). Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, 27(6), 723–746.
    38.
  38. Liden, R. C. Wayne, S. J. & Sparrowe, R. T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes. Journal of Applied Psychology, 85, 407–416.
    39.
  39. Lowry, D.S. Simon, A. Kimberley, N. (2002). Toward improved employment relation practices of casual employees in the New South Wales registered clubs industry. Human Resource Development Quarterly 13 (1), 53–70.
    40.
  40. M.Gökhan, Bitmis. Azize, Ergeneli. (2011). Contingency approach to strategic management: a test of the mediating effect of leader member exchange on the relationship between psychological empowerment and job satisfaction in 21st century workplace. Procedia Social and Behavioral Sciences 24 (2011) 1143–1153.
    41.
  41. Martin, E. (2004). Who’s kicking whom? Employees’ orientations to work. International Journal of Contemporary Hospitality Management 16 (3), 183–189.
    42.
  42. Menon, T. Thompson, L. )2007(. Don’t hate me because I’m beautiful: self-enhancing biases in threat appraisal. Organizational Behavior and Human Decision Processes 104, 45–60.
    43.
  43. Milan, Nikolic. Jelena, Vukonjanski. Milena, Nedeljkovic. Olga, Hadzic. Edit, Terek. (2013). The impact of internal communication satisfaction dimensions on job satisfaction dimensions and the moderating role of LMX. Public Relations Review 39, 563–565.
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