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Interpersonal Exchange Model

1548 Words7 Pages

Interpersonal exchange relationship is crucial in this process and the level of exchange is predictive of subsequent organizational phenomenon. Studies have established that members reporting high-quality relationship with their leaders assumed greater job responsibilities and contributed more to their units, as compared to the members reporting low-quality relationship.

Liden and Graen (1980) in their study on “Generalizability of the vertical dyad linkage model of leadership” has observed that based on the quality of LMX relationship when followers are rated as high performers, they assumed greater job responsibilities and contributed more to their units.

Dunegan, K. J., Uhl-Bien, M., & Duchon, D. (2002) in their study on “LMX and Subordinate …show more content…

C., Erdogan, B., Wayne, S. J., & Sparrowe, R. T. (2006) in his study on Leader-member exchange, differentiation, and task interdependence: implications for individual and group performance claims that “LMX differentiation and individual performance were positively related for low LMX members, but not related for high LMX members”.(p.738). As per his research finding at group level the moderators such as the level of task interdependence and the median level of LMX within the group, influences the relationship between LMX differentiation and group performance. The association between LMX differentiation and group performance was significant and positive for groups high in task interdependence, but not significant when it’s low in task interdependence. The association between LMX differentiation and group performance was positive in groups with a low LMX median and not significant with a high LMX median. Increasing LMX differentiation has opposite effects for high and low LMX members at the individual level, even when controlling for LMX median. The higher LMX members tend to be rated higher than low LMX members on performance, however the difference in rated performance between high and low LMX members becomes increasingly smaller with increases in LMX …show more content…

perceived organizational support (POS) and leader member exchange (LMX) on organizational commitment and turnover intention in public sector organization. Results of the study proved that both POS and LMX are positively associated with organizational commitment, and negatively associated with turnover intentions. POS & LMX are significant determinant of employees’ turnover intentions and organizational commitment has partial mediating effects on employees’ turnover intentions. This study demonstrates the significance of exchange relations at work and proves that turnover intentions can be reduced by increasing organizational commitment of

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I think the Leader Member Exchange Theory (LMX) is different from the other theories we have discussed in EL700 such as trait approach, skill approach and style approach. These are all focusing on characteristic and behaviors of the person with the positional power. LMX is not the leadership that is predicted by the leader or by the subordinate. The LMX is focusing on interactions between leaders and followers and that effective leadership comes from a vertical relationship between the leader and the subordinate. These interactions can be high quality or low quality.

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To be able to lead and manage one must have followership roles (Yoder-Wise, 2015). Effective leaders and managers aspire others to follow and ensure elements of the workplace are completed accurately (Yoder- Wise, 2015). The negative connotations associated with followership are cultural stigmas that should be avoided in order to have a healthy workplace (Yoder- Wise, 2015). Many view followership roles as passive but in reality, effective followership roles include behaviors that contribute to the facilities vision, like completing assigned duties, and taking initiative to improve the workplace (Yoder- Wise,

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Thus, all definitions have in common that leadership refers to processes of influence in organizations which are directed toward the manipulation of organizational behavior. As the starting point of the DLT is to understand who or what exerts influence on follower’s attitudes and behaviors, existing leadership

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Leadership has been defined in a variety of ways, there are multiple authors and theorists who have tried to define and understand leadership, all leading to varying theories and conclusions, but one thing that is universally understood is the importance of effective leadership and how someone with good leadership skills can impact so many people around them. (Kakabadse and Kakabadse, 1999; Yukl, 2002; Northouse,2013) The main components that have been identified to play a role in leadership are relations between leader and subordinates, interaction form between leader and followers, the influence that the leader has, the way in which the leader behaves and finally a leader’s traits. (Yukl, 2002) These elements that make up a leader, are then used as building blocks to identify the way in which each specific leader deals with its followers.

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