In the changing market environment due to fourth industrial revolution, entrepreneurial orientation and innovation can accelerate company’s sustainable growth, performance improvement through mutual relationship between leaders members is essential. This study investigated effect of behavior on job by focusing conditional indirect leader-member exchange (LMX) in mediated relationship. To this e...

This study aims to explore how encourage employees engage in green innovation (GI). Drawing upon social learning theory, a moderated mediation model was theorized and tested determine responsible leadership triggers GI fostering knowledge sharing. Additionally, two critical processes were distinguished by introducing leader-member exchange (LMX) as moderator. A multi wave collected from 228 hos...

Abstract This study aims at testing an empirical model that investigates the relationship between organizational identification (OI) and knowledge sharing behavior (KSB). Drawing on social identity theory exchange theory, this examines mediating role of citizenship (OCB) in OI KSB. We also examined how collectivism leader–member (LMX) moderated KSB relationship. Data consisted self‐reported res...

Introduction: The research considers safety climate in a warehouse and wants to analyze the Leader-Member Exchange (LMX) role in respect to safety performance. Griffin and Neal's safety model was adopted and Leader-Member Exchange was inserted as moderator in the relationships between safety climate and proximal antecedents (motivation and knowledge) of safety performance constructs (compliance...

European Journal of Work and Organizational Psychology Publication details, including instructions for authors and subscription information: http://www.informaworld.com/smpp/title~content=t713684945 The moderator effect of psychological climate on the relationship between leader member exchange (LMX) quality and role overload Nuria Tordera a; Vicente González-Romá a; José María Peiró b a Univer...

Abstract The current study aimed to identify what individual differences and situational variables cause derailment in highly conscientious people. Data were from a representative working sample of 716 participants across 27 industries, spanning both management non-management roles. We tested four hypotheses with regard bright- dark-side personality traits the relationship between boss/manager ...

Purpose: We disentangle the relationship between the request of idiosyncratic deals (i-deals) and the receipt of such deals, and investigate the moderating roles of human capital (gender and industry experience) and social capital (LMX) in this relationship. Attitudinal outcomes of ideals receipt are also examined. Design: Data were collected from 244 alumni of a Midwestern public university. F...