The DOI matches its Crossref record; 121 of the 122 references it cites were found in a registry or an index.
Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity to turnover relationship.
Abstract
This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race, age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they develop with followers, group managers influence inclusion and status differentials within groups such that the positive relationship between diversity and group turnover will be weaker when the group mean on LMX is high or when group differentiation on LMX is low. Results from a sample of supermarket departments (N = 348) yielded general support for the study hypotheses. We also found evidence for a 3-way interaction involving demographic diversity, LMX mean, and LMX differentiation such that the interaction between demographic diversity and LMX differentiation was only significant when LMX mean was high. These findings highlight the important role that leaders play in influencing the relationship between diversity and turnover through the patterns of inclusion that they create in their units.
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“As a result, academics and practitioners alike continue to face the challenge of understanding why certain types of leadership facilitate the performance of diverse teams in some cases and frustrate performance in others (Homan & Greer, 2013;Klein, Knight, Ziegert, Lim, & Saltz, 2011;Nishii & Mayer, 2009;Stewart & Johnson, 2009).”
From Leading diversity: Towards a theory of functional leadership in diverse teams. (2020) · cites this paper as Nishii & Mayer, 2009
In the citing paper
“When leaders demonstrate inclusiveness by acknowledging and appreciating team members’ unique perspectives, they reinforce the value of individual uniqueness.”
Citations
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1 of the 122 references couldn’t be matched to a known paper.
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Inclusion and diversity in work groups: A review and model for future research
Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe Ehrhart, K., & Singh, G. (2011) · Journal of Management · doi:10.1177/0149206310385943 · Cited by 2,135
“As shown by Nishii and Mayer (2009), high levels of LMX in a work group with little differentiation are associated with lower turnover in diverse groups.”
BackgroundDulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012) · Journal of Management · doi:10.1177/0149206311415280 · Cited by 1,625
Inclusive workplaces: A review and model
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018) · Human Resource Management Review · doi:10.1016/j.hrmr.2017.07.003 · Cited by 1,034
Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018) · Human Resource Management Review · doi:10.1016/j.hrmr.2017.07.002 · Cited by 955
A century of work teams in the Journal of Applied Psychology.
Mathieu, J. E., Hollenbeck, J. R., van Knippenberg, D., & Ilgen, D. R. (2017) · Journal of Applied Psychology · doi:10.1037/apl0000128 · Cited by 593
Metadata
- Authors
- Nishii, L. H., & Mayer, D. M.
- Affiliations
- Cornell University (US)
- University of Michigan (US)
- ORCID
- Mayer, David M.
- Venue
- Journal of Applied Psychology
- Published
- 2009
- Volume
- 94
- Issue
- 6
- Pages
- 1412-1426
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2142896423
- Cited by
- 689
- References
- 122
- Citations by year
- 2026: 54 · 2025: 79 · 2024: 67 · 2023: 56 · 2022: 44 · 2021: 62 · 2020: 54 · 2019: 38 · 2018: 32 · 2017: 44 · 2016: 38 · 2015: 32 · 2014: 20 · 2013: 20 · 2012: 18
- FWCI
- 28.37
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- Funders
- National Science Foundation
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Keywords
- leader-member exchange, demographic diversity, tenure diversity, inclusive leadership, status differentials, social categorization theory, expectation states theory, LMX differentiation
- MeSH terms
- Workforce, Adolescent, Adult, Female, Humans, Interpersonal Relations, Job Satisfaction, Leadership, Male, Personnel Turnover, Regression Analysis, Workplace, Cultural Diversity, Food Industry, Young Adult
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