2. is define by S. Green as “an
ongoing value-added
process aimed at better
performance of individuals
and organizations through
diagnosis of leader-follower
interactions (Kang &Stewart
2007).”

3. LMX is a communication
theory that helps describe
how the QUALITY of
LINKAGE given by an
employer affects the
responsibility, work
effort, and overall
performance of the
employee.

4. MORE
ATTENTION
EQUALS
BETTER
PERFORMANCE

5. *LMX is also seen in
coaches and teachers!!!
Dr. Fred Dansereau
Prof. of Human
Resources
Department and
Organization
University of Buffalo
Dr. George Graen
Prof. of Psychology at
University of Illinois
*Dansereau and Graen focus
on LMX seen in the work
place

6. POSITIVE attention between the
Supervisor and Subordinate group
creates POSITIVE work behavior

7. NEGATIVE or LACK of
attention between
Supervisor and
Subordinate group
creates NEGATIVE
behavior or Employee
Turnover

8. the biggest criticism against leader
member exchange theory is the
adequacy of means of data
collection

9. Data has been more
Theoretical than
Observational

10. See leaders with trust and
respect. Receive better
benefits more team
oriented
See leaders only as authoritative
overseers, usually demonstrate mediocre
effort, and high turnover rate

12. Schreishiem, C.,Castro, S., Cogliser, C. (1999). Leader-member exchange theory(lmx)
Research:acomprehensive review of theory, measurement, and data-anayltic
practices . Leadership Quarterly, 10(1), 63-113. doi: 79e415110104f71924
Dansereau, Fred, George Graen, and William J. Haga. "A vertical dyad linkage approach to
leadership within formal organizations: A longitudinal investigation of the role making
process." Organizational behavior and human performance 13.1 (1975): 46-78.
Kang, D., & Stewart, J. (2007). Leader-member exchange (lmx) theory of
leadership and hrd: Development of units of theory and interaction. Leadership and
Organizational Development Journal, 28(6), 531-551. doi:10.1108/01437730710780976