Outcome favorability in the link between leader-member exchange and organizational citizenship behavior: Procedural fairness climate matters

Li Yun Sun; Irene Hau Siu Chow; Randy K CHIU; Wen Pan

doi:10.1016/j.leaqua.2012.10.008

Outcome favorability in the link between leader-member exchange and organizational citizenship behavior: Procedural fairness climate matters

Li Yun Sun^*, Irene Hau Siu Chow, Randy K CHIU, Wen Pan

^*Corresponding author for this work

Research output: Contribution to journal › Journal article › peer-review

33 Citations (Scopus)

Abstract

The study developed an integrated model of the relationship among leader-member exchange (LMX), outcome favorability, procedural fairness climate and employee organizational citizenship behavior (OCB). Using three-phrase multilevel data from multiple sources collected from 238 employees working with 42 supervisors at manufacturing firms in China, we found that (1) LMX was positively related to outcome favorability and OCB, (2) procedural fairness climate moderated the relationship between outcome favorability and OCB, and (3) the indirect effect of LMX on OCB (via outcome favorability) was stronger when procedural fairness climate was high rather than low. The study provides insight on the LMX-OCB relationship and the integration of LMX and fairness research.

Original language	English
Pages (from-to)	215-226
Number of pages	12
Journal	Leadership Quarterly
Volume	24
Issue number	1
DOIs	https://doi.org/10.1016/j.leaqua.2012.10.008
Publication status	Published - Feb 2013

Scopus Subject Areas

Business and International Management
Applied Psychology
Sociology and Political Science
Organizational Behavior and Human Resource Management

User-Defined Keywords

LMX
OCB
Outcome favorability
Procedural fairness climate

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10.1016/j.leaqua.2012.10.008

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title = "Outcome favorability in the link between leader-member exchange and organizational citizenship behavior: Procedural fairness climate matters",

abstract = "The study developed an integrated model of the relationship among leader-member exchange (LMX), outcome favorability, procedural fairness climate and employee organizational citizenship behavior (OCB). Using three-phrase multilevel data from multiple sources collected from 238 employees working with 42 supervisors at manufacturing firms in China, we found that (1) LMX was positively related to outcome favorability and OCB, (2) procedural fairness climate moderated the relationship between outcome favorability and OCB, and (3) the indirect effect of LMX on OCB (via outcome favorability) was stronger when procedural fairness climate was high rather than low. The study provides insight on the LMX-OCB relationship and the integration of LMX and fairness research.",

keywords = "LMX, OCB, Outcome favorability, Procedural fairness climate",

author = "Sun, {Li Yun} and Chow, {Irene Hau Siu} and CHIU, {Randy K} and Wen Pan",

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T2 - Procedural fairness climate matters

AU - Sun, Li Yun

AU - Chow, Irene Hau Siu

AU - CHIU, Randy K

AU - Pan, Wen

PY - 2013/2

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N2 - The study developed an integrated model of the relationship among leader-member exchange (LMX), outcome favorability, procedural fairness climate and employee organizational citizenship behavior (OCB). Using three-phrase multilevel data from multiple sources collected from 238 employees working with 42 supervisors at manufacturing firms in China, we found that (1) LMX was positively related to outcome favorability and OCB, (2) procedural fairness climate moderated the relationship between outcome favorability and OCB, and (3) the indirect effect of LMX on OCB (via outcome favorability) was stronger when procedural fairness climate was high rather than low. The study provides insight on the LMX-OCB relationship and the integration of LMX and fairness research.

AB - The study developed an integrated model of the relationship among leader-member exchange (LMX), outcome favorability, procedural fairness climate and employee organizational citizenship behavior (OCB). Using three-phrase multilevel data from multiple sources collected from 238 employees working with 42 supervisors at manufacturing firms in China, we found that (1) LMX was positively related to outcome favorability and OCB, (2) procedural fairness climate moderated the relationship between outcome favorability and OCB, and (3) the indirect effect of LMX on OCB (via outcome favorability) was stronger when procedural fairness climate was high rather than low. The study provides insight on the LMX-OCB relationship and the integration of LMX and fairness research.

KW - LMX

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DO - 10.1016/j.leaqua.2012.10.008

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Outcome favorability in the link between leader-member exchange and organizational citizenship behavior: Procedural fairness climate matters

Abstract

Scopus Subject Areas

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