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Aligning Organizational Culture With Leader‐Member Exchange
Author(s) -
Herrera Richard,
Duncan Phyllis,
Ree Malcolm
Publication year - 2013
Publication title -
global business and organizational excellence
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.227
H-Index - 16
eISSN - 1932-2062
pISSN - 1932-2054
DOI - 10.1002/joe.21503
Subject(s) - collectivism , egalitarianism , loyalty , affect (linguistics) , psychology , social psychology , hofstede's cultural dimensions theory , individualism , organizational commitment , perceived organizational support , organizational culture , marketing , public relations , business , political science , communication , politics , law
At an increasing rate, human resource managers are recognizing the need to understand how the dimensions of organizational culture affect the elements of the leader‐member exchange (LMX) model. A study of 300 working adults analyzed the relationship between the organizational cultural dimensions of individualism, collectivism, and gender egalitarianism and the four LMX dimensions of contribution, loyalty, affect, and professional respect. The results show that collectivism is a significant predictor of all four of the LMX dimensions, while gender egalitarianism is a significant predictor of only the LMX dimension of affect. Individualism was not found to be a predictor for any of the LMX dimensions. These findings are instrumental in helping HR managers capitalize on the strengths of collectivism as a driving factor as they design their policies and practices to achieve organizational objectives. © 2013 Wiley Periodicals, Inc.