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The LMX-7 assesses the quality of the exchange between leaders and subordinates, focusing on mutual expectations in their relationship. It distinguishes between in-group and out-group members, suggesting that these identities influence the quality of …

The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way (dyadic) relationship between leaders and followers. [1]

Jan 26, 2025 · Leader-Member Exchange (LMX) Theory (Graen, 1970s) examines leader-subordinate relationships as in-group (trust-based, high support) or out-group (transactional). Relationships evolve through role-taking, role-making, role-routinization, and enhancing engagement and loyalty.

Jul 5, 2022 · Leader-member exchange (LMX) refers to the quality of relationship exchange formed between a leader and their subordinate (Gerstner & Day, 1997). Note that in this context, leaders may include supervisors, not just upper-level leaders such as managers or administrators.

May 19, 2022 · The leader-member exchange theory—also known as the LMX or vertical dyad linkage theory—alludes to how leader-member relationships (i.e., supervisor-employee relationships) can either empower or detract from the work of an organization as a whole.

Leader-member exchange (LMX) pertains to the exchange relationship between supervisors and subordinates. While prior results validated LMX’s critical role in the workplace, less is known about “what has been input and exchanged” to cultivate this dyadic relationship.

Jul 7, 2022 · In brief, high-quality LMX relationships are said to evidence trust, respect, and beneficial social exchanges between leaders and members, whereas low-quality LMX relationships are said to lack these important relational …

Aug 1, 2006 · In the Leader-Member Exchange (LMX) theory of leadership, the quality of the exchange relationship between a leader and a particular member of a work unit, team or organization is the basic...

LMX changed that idea by theorizing that a leader has different relationships with each of their followers. Early research focused on the formation of in-groups and out-groups while later research shifted the focus to how LMX changed organizational effectiveness.