The effects of different combinations of leader-member exchange and team-member exchange quality on work outcomes in the context of relative deprivation and psychological capital: A research

This study examines, with an integrative perspective, the effects of employee's perceptions about the quality of leader-member exchange (LMX) and team-member exchange (TMX) on employee's job satisfaction and turnover intention. In addition, direct and mediating effects of relative deprivation feelings based on these social exchanges on job satisfaction and turnover intentions is examined by paying special attention to the moderating effect of employee's psychological capital level. Hypothesized relationships are examined via a quantitative research by collecting data from 330 employees who work in the service sector operating in Istanbul, Turkey. Structural Equation Modeling (SEM) was used to analyze the relationships of the proposed model. The findings of the study indicate that the quality level of LMX and TMX has significant effects on job satisfaction and turnover intentions. In addition to this, LMX's effect on job satisfaction and turnover intentions is higher than that of TMX. Another finding of the study is the relative deprivation feeling based on LMX has significant effect on turnover intentions and the relative deprivation feeling based on TMX has significant effect on job satisfaction. Another prominent finding of the study is the partial mediating effect of relative deprivation feeling based on LMX, on the relationship between LMX and turnover intetions. The results also indicate the relationship between LMX and TMX based relative deprivation and work outcomes is not moderated by employee's psychological capital level. Another important finding is that as the quality of the TMX increases, the relationship between LMX and turnover intention is weakened. Keywords: Leader-Member Exchange, Team-Member Exchange, Relative Deprivation, Psychological Capital, Work Outcomes, Job Satisfaction, Turnover Intention.