LMX and CWX: are same gender teams more effective?
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This study examined the impact of gender dyads on the classical Leader-Member Exchange relationship and the subsequent association with supervisor performance ratings, subordinate’s Organizational Citizenship Behavior and turnover intentions. We also examined the effect of subordinates’ gender dyads on the relatively less scrutinized Coworker Exchange relationships. The study used an online survey. Both student and organizational samples were collected from the US. Additionally, organizational samples from India, Australia, Nepal, and Bahrain were obtained. The results showed general supporting evidence for LMX and its outcomes. Only partial evidence was found in support of the gender based LMX model. Significance of the findings is discussed along with the limitations of the current study and future research directions.