Сайед Зишан Хайдер. Влияние теории обмена между лидером и членами команды (LMX) на процессы цифровизации в организации

Научная статья
УДК 316.46:005.5:004
https://doi.org/10.24158/tipor.2026.8.10
 

Влияние теории обмена между лидером и членами команды (LMX)

на процессы цифровизации в организации

 
Сайед Зишан Хайдер
Национальный исследовательский Нижегородский государственный университет
имени Н.И. Лобачевского, Нижний Новгород, Россия,
haider97@ymail.com, https://orcid.org/0000-0002-1686-2794
 
Аннотация. Стремительное развитие цифровых технологий кардинально меняет не только организационные структуры компаний, но и их рабочие процессы, стиль руководства, а также способы взаимодействия между сотрудниками. В данной работе мы опираемся на теорию обмена между лидерами и их подчиненными, которая позволяет глубже понять, как высококачественные отношения между руководителями и членами команды могут способствовать успешной цифровизации. Мы также исследуем, какую роль в этом процессе играет инновационное поведение сотрудников, рассматривая его как средство, которое может улучшить результаты цифровизации. Данные были собраны методом случайной выборки от 260 респондентов, представляющих организации частного сектора, которые уже внедрили элементы цифровизации в свою деятельность. Предложенная концептуальная модель была проанализирована с использованием структурных уравнений и применением метода частичных наименьших квадратов (PLS-SEM). Это дало возможность детально изучить прямое влияние теории лидерства (LMX) на процессы цифровизации в организации. Результаты нашего исследования подчеркивают, что качество лидерства остается критически важным аспектом для повышения эффективности цифровой трансформации.
Ключевые слова: теория обмена между лидерами и членами, теория самоопределения, цифровая трансформация организации, инновационное поведение сотрудников, PLS-SEM, теория социальной детерминации
Финансирование: инициативная работа.
Для цитирования: Сайед Зишан Хайдер. Влияние теории обмена между лидером и членами команды (LMX) на процессы цифровизации в организации // Теория и практика общественного развития. 2026. № 8. С. 97–107. https://doi.org/10.24158/tipor.2026.8.10.
 
Original article
 

Influence of a Theory of Leader-Member Exchange (LMX)

on Digitalization Processes in Organization

 
Syed Zeeshan Haider
National Research Lobachevsky State University
of Nizhny Novgorod, Nizhny Novgorod, Russia,
haider97@ymail.com, https://orcid.org/0000-0002-1686-2794
 
Abstract. Rapid digital technologies development fundamentally changes not only companies’ organizational structures, but also their work processes, leadership styles, and the ways of interactions between employees. This paper focuses on the theory of leader-member exchange that helps to understand deeper how high-quality leader-member relationships are able to promote successful digitalization. In addition, we examines what kind of role the employee innovative behaviour plays, considering this as a means that can improve the digitalization outcomes. Data were collected by the random sampling method among 260 respondents that represent private sector organizations having implemented digitalization elements into their activities. The proposed conceptual model was analyzed using structural equations and applying a partial least squares method (PLS-SEM). This gives the possibility to examine in detail the direct impact of lidership theory (LMX) on organizational digitalization processes. The results of this study highlight that leadership quality remains a critically essential aspect to improve digital transformation effectiveness.
Keywords: theory of leader-member exchange, self-determination theory, digital transformation of organization, employee innovative behaviour, PLS-SEM, social determination theory
Funding: Independent work.
For citation: Syed Zeeshan Haider. (2026) Influence of a Theory of Leader-Member Exchange (LMX) on Digitalization Processes in Organization. Theory and Practice of Social Development. (8), 97–107. Available from: doi:10.24158/tipor.2026.8.10 (In Russian).

© Сайед Зишан Хайдер, 2026

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Ibragimov, I. & Kadagidze, L. (2025) Leadership and Its Correlation with Employee Affective Commitment: A Focus on LMX and OCB in Digital Transformation. International Journal of Business and Social Science. 16, 78–89. Available from: doi:10.30845/ijbss.v16p6.
Lau, A. & Höyng, M. (2023) Digitalization? A Matter of Trust: A Double-Mediation Model Investigating Employee Trust in Management Regarding Digitalization. Review of Managerial Science. 17 (6), 2165–2183. Available from: doi:10.1007/s11846-022-00598-6.
Lo, M.Ch., Azlan, M.A., Ramayah, T., Wang, Y.Ch. (2015) Examining the Effects of Leadership, Market Orientation and Leader Member Exchange (LMX) on Organisational Performance. Engineering Economics. 26 (4), 409–421. Available from: doi:10.5755/j01.ee.26.4.7656ю.
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Tierney, P., Bauer, T.N. (1996) A Longitudinal Assessment of LMX on Extra-Role Behavior. Academy of Management Proceedings. 1996 (1), 298–302. Available from: doi:10.5465/ambpp.1996.4980746.
Vanic, T., Stamenkovic, I., Vujko, A., Gajic, T. & Delic Jovic, M. (2019) The Role of Organizational Justice in Relationship between Leader and Member (LMX) in the Service Sector. Geojournal of Tourism and Geosites. 27 (4), 1296–1306. Available from: doi:10.30892/gtg.27415-434.
Wang, Ch., Ponnapalli, A.R. & Sin, H.P. (2024) A Purposeful Approach to LMX Differentiation: The Role of LMX With Key Members. Group & Organization Management. 49 (2), 299–331. Available from: doi:10.1177/10596011241230702.
Weng, L.Ch. & Chang, W.Ch. (2025) Transformational Leadership, the Joint Effects of LMX Quality and Performance-Based LMX Differentiation, and Service Performance. Total Quality Management & Business Excellence. 36 (11–12), 1268–1280. Available from: doi:10.1080/14783363.2025.2547185.
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