Abstract
How employees think and relate to their jobs is a significant area of interest to scholars and practitioners in the organizational change management domain. The current study examines the role of leader–member exchange (LMX) quality on individual resistance to change (RTC) in the context of mergers and acquisitions. Specifically, we put forward a moderated-mediation model wherein LMX quality predicts RTC through possible mediation of organizational dissent under the boundary setting conditions of employee’s perception of politics. Results drawn from a sample of 260 employees from the banking sector in India support our hypotheses. Theoretical and practical implications are discussed.
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