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Leader-Member Exchange Theory

Share this page: Share Webmail / Other Leader-member exchange (LMX) theory proposes that the type of relationship leaders have with their followers is the key to understanding how leaders influence employees. In high quality LMX relationships, the leader forms a trust-based relationship with the member. They like each other, and both are ready to go above and beyond their job descriptions in order to promote the other's ability to succeed. In contrast, in low quality LMX relationships, the leader and the member have low levels of trust, liking and respect toward each other. In other words, the member does his or her job, the leader provides rewards and punishments, and the relationship does not involved higher levels of loyalty or obligation toward each other. Rate your own LMX relationship with your supervisor: Answer the following questions using 1 = not at all 2 = somewhat 3 = fully agree I like my supervisor very much as a person. My supervisor is the kind of person one would like to have as a friend. My supervisor is a lot of fun to work with. My supervisor defends my work actions to a superior, even without complete knowledge of the issue in question. My supervisor would come to my defense if I were “attacked” by others. My supervisor would defend me to others in the organization if I made an honest mistake. I do work for my supervisor that goes beyond what is specified in my job description. I am willing to apply extra efforts, beyond those normally required, to further the interests of my work group. I do not mind working my hardest for my supervisor. I am impressed with my supervisor’s knowledge of his/her job. I respect my supervisor’s knowledge of and competence on the job. I admire my supervisor’s professional skills. Scoring: Add your score for 1, 2, 3 = _____ This is your score on the Liking factor of LMX. A score of 3 to 4 indicates a low LMX in terms of liking. A score of 5 to 6 indicates an average LMX in terms of liking. A score of 7+ indicates a high-quality LMX in terms of liking. Add your score for 4, 5, 6 = _____ This is your score on the Loyalty factor of LMX. A score of 3 to 4 indicates a low LMX in terms of loyalty. A score of 5 to 6 indicates an average LMX in terms of loyalty. A score of 7+ indicates a high-quality LMX in terms of loyalty. Add your score for 7, 8, 9 = _____ This is your score on the Contribution factor of LMX. A score of 3 to 4 indicates a low LMX in terms of contribution. A score of 5 to 6 indicates an average LMX in terms of contribution. A score of 7+ indicates a high-quality LMX in terms of contribution. Add your score for 10, 11, 12 = _____ This is your score on the Professional Respect factor of LMX. A score of 3 to 4 indicates a low LMX in terms of professional respect. A score of 5 to 6 indicates an average LMX in terms of professional respect. A score of 7+ indicates a high-quality LMX in terms of professional respect. The above image is made available through: CreativeCommons.org Derivative by Athivia College (2010), Original materials: Source: Adapted from Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24, 43–72. Used by permission of Sage Publications. Erdogan, Berrin., Bauer, Talya., and Carpenter, Mason., Principles of Management. Retrieved Apr 15, 2010 from http://www.flatworldknowledge.com/node/28982. Erdogan, Berrin, Bauer, Talya, , and Mason Carpenter. Principles of Management. 1969 . Flat World Knowledge. 15 Apr, 2010.