Abstract
Relative leader-member exchange (RLMX) refers to one’s leader-member exchange (LMX) relative to the average LMX within the team. Higher RLMX indicates a better-than-average relationship quality with the leader. Drawing on social comparison theory and the literature on psychological licensing, we suggest that higher RLMX is likely to facilitate employee psychological entitlement, leading to engagement in unethical behavior. In addition, the indirect relationship is more salient in teams with a higher political climate. The results of a scenario experiment and a multi-wave, multi-source survey provide support for the hypotheses. Implications for research, practice, and future research are discussed.
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