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Leader-member exchange and turnover before and after succession events

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  • Ballinger, Gary A.
  • Lehman, David W.
  • Schoorman, F. David
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    Abstract

    We conducted two studies that investigated the role of leadership succession as a moderator of the relationship between LMX and turnover in organizations. In a sample of 330 employees in 45 veterinary hospitals, high-LMX employees were less likely to leave the organization prior to a succession event but in nine hospitals that experienced a succession event, high-LMX employees were more likely to leave than low-LMX employees following the event. In the second study, we used a between subjects repeated measures simulation of leadership succession in a survey of 496 employed adults across different organizations. We found LMX is predictive of affective and cognitive reactions to succession events, and that these reactions mediate the relationship between LMX and turnover intentions after a simulated succession event. We discuss the implications of finding that succession events can be disruptive to organizations and groups because high-LMX employees may subsequently leave.

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    File URL: http://www.sciencedirect.com/science/article/B6WP2-506H0RN-1/2/25476960e53c1b6bd94ad739279a2167
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    Bibliographic Info

    Article provided by Elsevier in its journal Organizational Behavior and Human Decision Processes.

    Volume (Year): 113 (2010)
    Issue (Month): 1 (September)
    Pages: 25-36

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    Handle: RePEc:eee:jobhdp:v:113:y:2010:i:1:p:25-36

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    Web page: http://www.elsevier.com/locate/obhdp

    Related research

    Keywords: LMX Turnover Leadership succession Groups Affect;

    References

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    1. Amos Tversky & Daniel Kahneman, 1979. "Prospect Theory: An Analysis of Decision under Risk," Levine's Working Paper Archive 7656, David K. Levine.
    2. Forgas, Joseph P. & George, Jennifer M., 2001. "Affective Influences on Judgments and Behavior in Organizations: An Information Processing Perspective," Organizational Behavior and Human Decision Processes, Elsevier, vol. 86(1), pages 3-34, September.
    3. Donald C. Hambrick & Richard A. D'Aveni, 1992. "Top Team Deterioration as Part of the Downward Spiral of Large Corporate Bankruptcies," Management Science, INFORMS, vol. 38(10), pages 1445-1466, October.
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    Cited by:
    1. Hom, Peter W. & Xiao, Zhixing, 2011. "Embedding social networks: How guanxi ties reinforce Chinese employees’ retention," Organizational Behavior and Human Decision Processes, Elsevier, vol. 116(2), pages 188-202.

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