TheoryEmily Yoder

What is it?...

eader eember change

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).”

Confused?? So was I

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.

MORE ATTENTION

EQUALS

BETTER PERFORMANCE

Who uses it??

*LMX is also seen in coaches and teachers!!!

Dr. Fred DansereauProf. of Human Resources Department and Organization University of Buffalo

Dr. George GraenProf. of Psychology at University of Illinois

*Dansereau and Graen focus on LMX seen in the work place

So…. The point is…POSITIVE attention between

the Supervisor and Subordinate group creates POSITIVE work

behavior

is

NEGATIVE or LACK of attention between

Supervisor and Subordinate group creates NEGATIVE

behavior or Employee Turnover

Therefore..

is

Critics Choice!!!

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

MEANING!!Data has been more

Theoretical than Observational

MY TURN!!! In-Group (high quality)See leaders with trust and respect. Receive better benefits more team oriented

Out-group (low quality)

See leaders only as authoritative overseers, usually demonstrate mediocre effort, and high turnover rate

References

Schreishiem, C., Castro, S., Cogliser, C. (1999). Leader-member exchange theory(lmx)

Research:a comprehensive 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