Зишан Хайдер С., Леонова И.С. От лидерских взаимоотношений – к успеху бизнеса: использование инновационного менеджмента как медиатора между LMX и организационными результатами

Научная статья
УДК 316.354
https://doi.org/10.24158/spp.2026.5.1
 
От лидерских взаимоотношений – к успеху бизнеса:
использование инновационного менеджмента как медиатора
между LMX и организационными результатами
 
Сайед Зишан Хайдер¹, Ирина Сергеевна Леонова^2
1,2Национальный исследовательский Нижегородский государственный университет
имени Н.И. Лобачевского, Нижний Новгород, Россия
¹haider97@ymail.com, https://orcid.org/0000-0002-1686-2794
2irina.leonova@unn.ru, https://orcid.org/0000-0001-5892-0801
 
Аннотация. В исследовании репрезентируются результаты использования инновационного менеджмента как медиатора между LMX и организационными результатами. Авторы предполагают, что высококачественные отношения между лидером и подчиненными способствуют развитию доверия, обмену знаниями и проявлению дополнительной инициативы со стороны сотрудников. Эти факторы стимулируют внедрение инновационных управленческих практик и в конечном итоге повышают организационную результативность. Исследование носило количественный характер. Респондентами выступили представители высшего и низшего управленческого звена, а также члены их команд из организаций сектора услуг. Статистический анализ включал анализ демографических данных, проверку надежности, корреляционный и регрессионный анализ переменных с использованием SPSS и Smart PLS. Выявлено, что LMX положительно связан с организационным успехом, а инновационный менеджмент опосредует данную взаимосвязь. В частности, сильные отношения в рамках LMX способствуют адаптивному принятию решений, а также развитию управленческих и процессных инноваций. Это приводит к улучшению как финансовых, так и нефинансовых результатов организации.
Ключевые слова: теория обмена между лидером и членом группы, LMX, организационный успех, инновационный менеджмент, устойчивость, организационная гибкость, малые и средние предприятия, SME, теория социального обмена, SET
Финансирование: инициативная работа.
Для цитирования: Зишан Хайдер С., Леонова И.С. От лидерских взаимоотношений – к успеху бизнеса: использование инновационного менеджмента как медиатора между LMX и организационными результатами // Общество: социология, психология, педагогика. 2026. № 5. С. 14–22. https://doi.org/10.24158/spp.2026.5.1.
 
Original article
 

From Leadership Relationships to Business Success:

Using Innovation Management as a Mediator

between LMX and Organizational Performance

 
Syed Zeeshan Haider¹, Irina S. Leonova^2
1,2Lobachevsky State University of Nizhny Novgorod,
Nizhny Novgorod, Russia
¹haider97@ymail.com, https://orcid.org/0000-0002-1686-2794
²irina.leonova@unn.ru, https://orcid.org/0000-0001-5892-0801
 
Abstract. This study presents the results of using innovation management as a mediator between LMX and organizational performance. The authors suggest that high-quality leader-subordinate relationships foster trust, knowledge sharing, and extra-role behavior among employees. These factors stimulate the implementation of innovation management practices and ultimately enhance organizational performance. The study employed a quantitative design. Respondents included representatives of senior and junior management, as well as their team members from service sector organizations. The statistical analysis comprised demographic analysis, reliability testing, and correlation and regression analyses of variables using SPSS and Smart PLS. It was found that LMX is positively associated with organizational success, with innovation management mediating this relationship. Specifically, strong LMX relationships facilitate adaptive decision-making process and foster managerial and process innovations, which leads to improvements in both financial and non-financial organizational performance.
Keywords: Leader-Member Exchange theory, LMX, organizational success, innovative management, sustainability, organizational agility, small and medium-sized enterprises, SMEs, social exchange theory, SET
Funding: Independent work.
For citation: Zeeshan Haider, S. & Leonova, I.S. (2026) From Leadership Relationships to Business Success: Using Innovation Management as a Mediator between LMX and Organizational Performance. Society: Sociology, Psychology, Pedagogics. (5), 14–22. Available from: doi:10.24158/spp.2026.5.1 (In Russian).

© Зишан Хайдер С., Леонова И.С., 2026

Список источников:
 
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References:
 
Al Khajeh, E.H. (2018) Impact of Leadership Styles on Organizational Performance. Journal of Human Resources Management Research. 2018, 1–10. Available from: doi:10.5171/2018.687849.
Almatrooshi, B., Singh, S.K. & Farouk, S. (2016) Determinants of Organizational Performance: a Proposed Framework. International Journal of Productivity and Performance Management. 65 (6), 844–859. Available from: doi:10.1108/IJPPM-02-2016-0038.
Beusch, P., Frisk, J.E., Rosén, M. & Dilla, W. (2022) Management Control for Sustainability: Towards Integrated Systems. Management Accounting Research. 54, 100777. Available from: doi:10.1016/j.mar.2021.100777.
Bocken, N. & Ritala, P. (2022) Six Ways to Build Circular Business Models. Journal of Business Strategy. 43 (3), 184–192. Available from: doi:10.1108/JBS-11-2020-0258.
Boussedra, I. (2025) Transformational Leadership and Turnover Intention in the Digital Era: Sequential Mediation of LMX and Affective Organizational Commitment. African Scientific Journal. 3 (31), 2018.
Cropanzano, R. & Mitchell, M.S. (2005) Social Exchange Theory: An Interdisciplinary Review. Journal of Management. 31 (6), 874–900. Available from: doi:10.1177/0149206305279602.
Day, D.V. & Miscenko, D. (2016) Leader-Member Exchange (LMX): Construct Evolution, Contributions, and Future Prospects for Advancing Leadership Theory. In: The Oxford Handbook of Leader-Member Exchange. Oxford, pp. 11–30.
Hu, J., Erdogan, B. & Bauer, T.N. (2023) Leader-Member Exchange (LMX) Research: A Comprehensive Review and Future Directions. Journal of Organizational Behavior. 44 (3), 362–385.
Joo, B.B. & Ready, K.J. (2012) Career Satisfaction: The Influences of Proactive Personality, Performance Goal Orientation, Organizational Learning Culture, and Leader‐Member Exchange Quality. Career Development International. 17 (3), 276–295. Available from: doi:10.1108/13620431211241090.
Kaltiainen, J. & Hakanen, J. (2020) Fostering Task and Adaptive Performance through Employee Well-Being: The Role of Servant Leadership. Business Research Quarterly. 25 (1), 1–16.
Loi, R., Chan, K.W. & Lam, L.W. (2014) Leader-Member Exchange, Organizational Identification, and Job Satisfaction: A Social Identity Perspective. Journal of Occupational and Organizational Psychology. 87 (1), 42–61. Available from: doi:10.1111/joop.12028.
Sánchez, A., Lago, A., Ferràs, X. & Ribera, J. Innovation Management Practices, Strategic Adaptation, and Business Results: Evidence from the Electronics Industry. Journal of Technology Management & Innovation. 6 (2), 14–39. Available from: doi:10.4067/s0718-27242011000200002.
Willie, M.M. (2025) High-Quality Leader-Member Exchange Relationships: a Pathway to Organizational Success. Golden Ratio of Data in Summary. 5 (2), 358–365. Available from: doi:10.52970/grdis.v5i2.730.