LMX and employee turnover intention
A social identity approach
Bibliographic Data
| ID | 21392010 |
|---|---|
| Authors | Wanjie Niu (0000-0003-0111-6630, School of Management Lanzhou University Lanzhou China), Wenjing Wu (0000-0002-3614-9515, School of Business Lanzhou City University Lanzhou China, corresponding author), Jianfeng Ma (0000-0003-4251-1143, School of Management Lanzhou University Lanzhou China) |
| Year | 2022 |
| Volume | 63 |
| Issue | 3 |
| Pages | 219-228 |
| Publication date | 2022-06-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Scandinavian Journal of Psychology (JOURNAL) |
| Journal identifiers | ISSN: 0036-5564 • E-ISSN: 1467-9450 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/sjop.12800 |
| PMID | 35170038 |
| OpenAlex | W4213167343 |
| Language | EN |
| Citations received | 1 |
| References cited | 51 |
This study explored how leader–member exchange (LMX) affects employee turnover intention through the mediation of relational and organizational identification, and through the moderating role of leader competence in the relationship between LMX and relational identification. Study 1 explores the indirect effect of LMX on employee turnover intention through relational and organizational identification by analyzing data collected from 210 employees in China at two points in time. Study 2 explores the moderating role of leader competence in the relationship between LMX and relational identification by analyzing data collected from 872 employees in China. The results show that LMX affected employee turnover intention through the serial mediation of relational and organizational identification, and that leader competence moderated the relationship between LMX and relational identification. Our findings provide implications for research on employee turnover intention and identification. Limitations and future research directions are also discussed
Competence (human resources) · Management · Mediation · Moderated mediation · Organizational commitment · Organizational identification · Turnover · Turnover intention · Cultural Differences and Values · Job Satisfaction and Organizational Behavior · Management and Organizational Studies · Psychology · Social Psychology
How Relational and Organizational Identification Converge
Identification in Organizations
Managing to Stay in the Dark
Organizational identification
Foci of attachment in organizations
One hundred years of employee turnover theory and research.
Social Identity Theory and Self‐categorization Theory
Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction
A Meta-Analysis of Antecedents and Correlates of Employee Turnover
Common method biases in behavioral research
Social Identity Theory and the Organization
A critique of the Leader-Member Exchange construct
Two Routes to Influence
To Parcel or Not to Parcel
Leader–Member Exchange, Sales Performance, Job Satisfaction, and Organizational Commitment Affect Turnover Intention
Organizational identity strength, identification, and commitment and their relationships to turnover intention
Leader–member exchange, organizational identification, and knowledge hiding
Leader–member social exchange (LMSX)
Identification as an organizational anchor
European Journal of Social Psychology
Alumni and their alma mater
| Unique citing works | 1 |
|---|---|
| Citations per year | 1 |
| Citation span | 2025 - 2025 (1) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 1 |