The Threshold effect of relative leader-member exchange (RLMX) on engagement and performance

Borrowing arguments from the conservation of resources theory, we extend the leader- member exchange literature by theoretically deriving and empirically supporting a curvilinear relationship between relative leader-member exchange (RLMX) and engagement and, in turn, supervisor-rated task performance. In particular, we propose a J-shaped curvilinear relationship, suggesting that employees must have at least a moderate level of RLMX before it is conducive to employee engagement. In addition, expanding our theoretical reasoning to include the idea of social resource gain spirals we examine how workgroup relationships (relational capital) moderate the curvilinear relationship between RLMX and engagement.