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Essay text:
regular employee, superior-subordinate gender-dyad combinations),
supervisors initial tactics of influence, subordinate communication satisfaction and quality of
leader-member exchange. Results from 148 (71 temporary) new hires indicated (a) employee
characteristics were not significantly related to LMX, (b) supervisors initial use of prosocial
influence tactics were significantly and positively related to quality of LMX, and subordinates
satisfaction with communication was significantly and positively related to quality of leadermember
exchange.
Newcomers’ LMX 3
The Leader-Member Exchange (LMX) theory (Graen & Scandura, 1987) posits
supervisors develop dyadic relationships among employees characterized by varying quality
levels ranging from a highly interactive, interpersonally supportive relationship (“the in-group”),
to a less attractive, very formal relationship (“the “out-group”)...
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