EMPLOYEE GRIEVANCES: AN APPLICATION OF THE LEADER‐MEMBER EXCHANGE MODEL

Abstract

Using the Leader‐Member Exchange (LMX) model as a guide, this study examined the relationship between the quality of information exchange between an employee and his or her immediate supervisor and the intention to file grievances. One hundred twenty‐five unionized automotive employees completed a measure of quality of information exchange and responded to eight vignettes representing hypothetical work situations. Employees rated each vignette in terms of their intention to file a grievance if faced with that situation. It was hypothesized that employees who perceived a high quality information exchange relationship with their supervisors would be less likely to file grievances than employees who perceived a low quality information exchange relationship. When the intent to file measure was aggregated across all vignettes, the hypothesis was supported When the vignettes were categorized into three different types of grievance situations through a principal components analysis, quality of information exchange was related only to grievance filing over issues pertaining to time at work. Implications of these findings for both employee grievance research and grievance prevention are discussed.

Citation

Cleyman, K.L., Jex, S.M. and Love, K.G. (1995), "EMPLOYEE GRIEVANCES: AN APPLICATION OF THE LEADER‐MEMBER EXCHANGE MODEL", The International Journal of Organizational Analysis, Vol. 3 No. 2, pp. 156-174. https://doi.org/10.1108/eb028828