<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1576-5962</journal-id>
<journal-title><![CDATA[Revista de Psicología del Trabajo y de las Organizaciones]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. psicol. trab. organ.]]></abbrev-journal-title>
<issn>1576-5962</issn>
<publisher>
<publisher-name><![CDATA[Colegio Oficial de la Psicología de Madrid]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1576-59622019000300001</article-id>
<article-id pub-id-type="doi">10.5093/jwop2019a19</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Leader and team-member exchanges and their relationships with organizational and interpersonal counterproductive work behaviors: moderation by envy and group size in Israel and USA]]></article-title>
<article-title xml:lang="es"><![CDATA[Los intercambios entre líder y subordinado y entre el equipo y sus miembros y sus relaciones con los comportamientos laborales organizativos e interpersonales contraproductivos: el efecto moderador de la envidia y del tamaño del grupo en Israel y en EE.UU.]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Shkoler]]></surname>
<given-names><![CDATA[Or]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rabenu]]></surname>
<given-names><![CDATA[Edna]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Tabak]]></surname>
<given-names><![CDATA[Filiz]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Lebron]]></surname>
<given-names><![CDATA[Mariana J.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,Independent Researcher  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Israel</country>
</aff>
<aff id="A02">
<institution><![CDATA[,Netanya Academic College  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Israel</country>
</aff>
<aff id="A03">
<institution><![CDATA[,Towson University  ]]></institution>
<addr-line><![CDATA[ Maryland]]></addr-line>
<country>USA</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2019</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2019</year>
</pub-date>
<volume>35</volume>
<numero>3</numero>
<fpage>145</fpage>
<lpage>156</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1576-59622019000300001&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1576-59622019000300001&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1576-59622019000300001&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT The present research investigated the effects of social exchanges of employees with their immediate manager (i.e., Leader-Member eXchange; LMX) and with their direct working unit/team (i.e., Team-Member eXchange; TMX) on counterproductive work behaviors (CWBs), both &#8211; towards the organization or towards colleagues. The research also explored the moderating effects of dispositional envy and the size of the working team on said associations. Data from 221 Israeli employees (Study 1) and 186 American workers (Study 2) were collected. The majority of our hypotheses were supported, with findings indicating interesting cultural differences. Implications and future research suggestions are discussed.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN Este estudio investiga los efectos de los intercambios sociales de los empleados con su supervisor directo (es decir, el intercambio entre líder y subordinado, LMX) y con su unidad/equipo de trabajo directo (es decir, intercambio entre el equipo y un miembro de este, TMX) en los comportamientos laborales contraproductivos, tanto en relación con la organización como con sus compañeros. La investigación también ha explorado el efecto moderador de la envidia disposicional y del tamaño del equipo en dichas asociaciones. Se recogieron datos de 221 empleados israelíes (estudio 1) y de 186 trabajadores estadounidenses (estudio 2). La mayor parte de nuestras hipótesis fueron confirmadas, descubriéndose diferencias culturales interesantes. Se discuten sus implicaciones y las propuestas de investigación futuras]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Leader-member exchange]]></kwd>
<kwd lng="en"><![CDATA[Team-member exchange]]></kwd>
<kwd lng="en"><![CDATA[Counterproductive work behaviors]]></kwd>
<kwd lng="en"><![CDATA[Envy]]></kwd>
<kwd lng="en"><![CDATA[Group size]]></kwd>
<kwd lng="en"><![CDATA[Cultural differences]]></kwd>
<kwd lng="es"><![CDATA[Intercambio líder-miembro]]></kwd>
<kwd lng="es"><![CDATA[Intercambio equipo-miembro]]></kwd>
<kwd lng="es"><![CDATA[Comportamientos laborales contraproductivos]]></kwd>
<kwd lng="es"><![CDATA[Envidia]]></kwd>
<kwd lng="es"><![CDATA[Tamaño del grupo]]></kwd>
<kwd lng="es"><![CDATA[Diferencias culturales]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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