Leader–member exchange quality and employees job outcomes: a parallel mediation model

Abstract

The study proposed a parallel mediation model where the perceived organizational politics (POP) and perceived leader integrity (PLI) were underlying mechanisms through which leader–member exchange (LMX) quality translated into employee job outcomes. The proposed theoretical framework was based on relational attribution theory. We proposed that subordinates form their perceptions about organizational politics and the leader’s integrity based on their relationship quality with the leaders, which in turn leads to affective commitment, creativity, and job performance. We tested the hypothesized model using three-wave, time-lagged multi-sourced (self and peer-reported) data (N = 310) from employees of service sector organizations in Pakistan. After establishing the reliability and validity of measures, the parallel mediation model was tested. Results of regression analyses using Bootstrap confidence interval method indicated significant results showing that both POP and PLI mediate the relationship between LMX quality and all outcome variables with one exception. Limitations, implications and future research directions were discussed at the end.