Your boss is the problem and solution: How supervisor-induced hindrance stressors and LMX influence employee job neglect and subsequent performance

Utilizing conservation of resources (COR) theory and social exchange theory (SET), we argue that supervisors influence employee performance through two opposing means. First, supervisor-induced hindrance stressors enhance the degree to which employees seek to conserve psychological resources by engaging in job neglect in response to these stressors. This neglect negatively influences task performance and organizational citizenship behavior. Next, we argue that supervisors who create high-quality leader-member exchange (LMX) with subordinates via social exchange processes influence this hindrance stressor-neglect relationship by reducing the impact of these stressors on employee neglect and subsequent employee performance. As such, both the negative and positive aspects of the relationship between supervisors and employees influence neglectful behaviors and ultimately, employee performance. Using time-lagged, multisource data collection, we establish that these relationships have a theoretical and practical impact, demonstrating the interactive influence of supervisorinduced hindrance stressors and LMX in the workplace.

Automated summary

Supervisors influence employee performance negatively through hindrance stressors but can mitigate this impact by establishing high-quality leader-member exchange relationships, ultimately improving employee performance.