I should have treated you better: LMX effects on Intrateam incivility and collective turnover in fau
While much of the team diversity faultlines literature has focused on conflict as a direct consequence of intergroup bias caused by faultlines (Thatcher & Patel, 2012), in this work we extend team faultlines literature by exploring how faultlines lead to intrateam incivility, which subsequently increases team turnover. In addition, we study how the quality of the relationship between the leader and team members (Leader Member Exchange, LMX) ameliorates the former causal chain. To do so, we used a multi-wave, multi-source design over four time periods. Our results show a positive relationship between faultlines and intrateam incivility, and a positive relationship between faultlines and objective team turnover. Furthermore, we found support for the moderating relationship of LMX over the mediating relationship of intrateam incivility on the faultlines–team turnover link.
Theoretically, our results contribute to the faultlines literature by showing the extent of the effects of faultlines on team outcomes, and reveal alternative explanatory mechanisms of such effects. Additionally, we add to the stream of literature investigating how leaders should manage team faultlines, by studying the moderating role of LMX. From a practical view, we discuss the implications of using LMX to help managers prevent collective turnover within faultline-based teams.