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Industrial-Organizational PsychologyLearning Module
Leader-Member Exchange (LMX)
Theory
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
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Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998
Lesson Objectives
Understand the elements of LMX theory
Know the precursors and outcomes of
LMX
Know how gender influences fairness in
LMX relationships Understand the role of perspective taking
in LMX
At the end of this lecture, you should:
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Leader-Member Exchanges
Leaders develop relationships with each
member of work group
High quality relationship
member is part of “in-group”
more responsibility, higher satisfaction
Low quality relationship
member is part of “out-group”
less responsibility, lower satisfaction
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Theoretical Overview of LMX
Relationships develop from series of exchanges or interactions
Phase 1: Role-taking
member enters organization leader assesses member’s abilities/talents
Phase 2: Role-making
informal, unstructured negotiation of role
Phase 3: Role-routinization
social exchange pattern emerges
becomes routine
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Precursors of LMX
Member attributes influence relationship
extroversion
abilities
ingratiation behaviors
Leader provides social support
Affective responses influence relationship
perceived similarity
attraction
leads to increased interaction
trust
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Outcomes of LMX
Job satisfaction
Organizational commitment
Moderated/affected by other factors type of task matters
level of challenge
situational factors
size of group
workload
financial resources
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Gender/Fairness and LMX
Gender differences influence interactions
Mixed gender relationshipssupervisors rate performance lower
supervisors report liking subordinate less
subordinates experience greater role
ambiguity
Opposite true in same gender relationships
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Gender/Fairness and
LMX Process Phases 1: Role-taking - mutual respect essential
men and women define respect differently
social categorizing and stereotyping 2: Role-making - trust develops
single violation may destroy relationship
violations reinforce negative stereotypes
3: Role-routinization - mutual obligation
gender/fairness issues resolved by this
phase
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Perspective-Taking
Ability to “read” leader or member
important in LMX
Use role-taking skills to entertain the pointof view of another
Associated with empathy, reasonableness,
and sensitivity
Negatively associated with aggressiveness
and sarcasm
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Perspective-Taking I Questions
When you were drawing, did you draw
toward yourself or toward your partner?
How do you think your score on theperspective-taking questionnaire might
relate to your performance on this task?
How do you think one’s tendency or ability
to take the perspective (i.e., point of view)of another might influence the ways in
which leaders and subordinates interact?
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Perspective-Taking II Questions
How difficult was it for you to imagine
drawing from your partner’s perspective?
How do you think your score on theperspective-taking questionnaire might
relate to your performance on this task?
How do you think one’s tendency or ability
to take the perspective (i.e., point of view)of another might influence the ways in
which leaders and subordinates interact?
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Perspective-Taking Wrap-up
3 role-taking aspects related to
perspective-taking
accurate in ability to perceive how othersunderstand and respond to world
can view situations from many perspectives
able to perceive other’s perspective in
depth Leaders and members high on these
aspects may have higher quality LMX