Abstract
This study examined the effects of leader–member exchange (LMX) and perceived insider status (PIS) on employees’ performance through a relational value perspective. Results based on a sample of 183 supervisor–subordinate distinct dyads show that organization-based self-esteem (OBSE) mediated the relationship between relational evaluations (i.e., LMX and PIS) and performance. In addition, employees’ allocentric tendencies moderated the relationship between relational evaluations and OBSE and, consequently, the indirect relationship between relational evaluations and performance via OBSE. Specifically, OBSE mediated the indirect relationship between LMX (and PIS) and performance among employees with high rather than low levels of allocentrism. Implications and limitations are discussed.
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