Effect of leader-member exchange on employee envy and work behavior moderated by self-esteem and neuroticism

• Autores: Chin-Yi Shu, Jangul Lazatkhan
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 33, Nº 1, 2017, págs. 69-81
• Idioma: inglés
• DOI: 10.1016/j.rpto.2016.12.002
• Títulos paralelos:
  • El efecto del intercambio líder-subordinado en la envidia del empleado y el comportamiento en el trabajo: la autoestima y el neuroticismo como moderadores
• Enlaces
  • Texto Completo Ejemplar
• Dialnet Métricas: 4 Citas
• Resumen
  • español

    En este estudio se investigó el impacto del LMX en la envidia de los empleados en el lugar de trabajo y su efecto en el comportamiento laboral de los empleados, tales como el compromiso con el trabajo y el comportamiento de debilitamiento social. Además, se analizó el rol moderador de rasgos de personalidad tales como la autoestima o el neuroticismo en relación a la envidia y el comportamiento en el trabajo de los empleados. Se recogieron personalmente cuestionarios emparejados de 245 empleados y de 82 de sus supervisores directos (la media era de 3 empleados por supervisor). Los hallazgos de la investigación pueden generalizarse de la siguiente manera: (a) la calidad del LMX está negativamente relacionada con la envidia del empleado en su lugar de trabajo, (b) la envidia del empleado media en la relación entre LMX y el compromiso laboral, (c) la autoestima fomenta las relaciones entre envidia y compromiso laboral pero disminuye la relación entre envidia y debilitamiento social y (d) el neuroticismo sólo potencia la relación entre envidia y debilitamiento social.

  • English

    This study investigates the impact of leader-member exchange (LMX) on envy in the workplace and the subsequent effects of envy on work engagement and socially undermining behavior. In addition, the moderating roles of personality traits, such as self-esteem and neuroticism, are examined in this relationship. Paired questionnaires were personally collected from 245 subordinates and 82 of their immediate supervisors. Empirical analysis of the responses revealed: (a) the quality of LMX is negatively related to employee envy in the workplace, (b) employee envy mediates the relationship between LMX and work engagement, (c) self-esteem boosts the relationship between envy and work engagement, but decreases the relationship between envy and social undermining, and (d) neuroticism exacerbates the relationship between envy and social undermining.

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