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<p>Although leader–member exchange (LMX) is considered a key concept in explaining the effectiveness of leadership, existing research has not reached a consistent conclusion on its effectiveness. This study integrates the emotional cognitive theory and the logic of the “Too-Much-of-A-Good-Thing” effect to propose that both too low and too high LMX are not beneficial to employee job performance. The study uses a sample of 913 employees to test the hypotheses, and the results of multilevel linear regression show that LMX can only promote employee job performance within a certain range. In other words, the findings of this study suggest that LMX has a dual-threshold effect on employee job performance. Finally, this study discusses the theoretical and practical implications of this complex dual-threshold effect and its directions for future research.</p>

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“Not Enough To Matter” or “Too Much of Good Thing”? A Re-Examination of the Relationship Between LMX and Job Performance

  • 期刊论文

  • 发表日期：

    2025年11月27日

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  • Mingchuan Yu,
  • Xiaotong Liu

摘要

Although leader–member exchange (LMX) is considered a key concept in explaining the effectiveness of leadership, existing research has not reached a consistent conclusion on its effectiveness. This study integrates the emotional cognitive theory and the logic of the “Too-Much-of-A-Good-Thing” effect to propose that both too low and too high LMX are not beneficial to employee job performance. The study uses a sample of 913 employees to test the hypotheses, and the results of multilevel linear regression show that LMX can only promote employee job performance within a certain range. In other words, the findings of this study suggest that LMX has a dual-threshold effect on employee job performance. Finally, this study discusses the theoretical and practical implications of this complex dual-threshold effect and its directions for future research.