Leader-member exchange (LMX) theory: The relational approach to leadership.

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Navigating uneven terrain : the roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes. (2016, background): “…(LMX) theory has been at the center of this line of inquiry, and has been shown to be a key predictor of focal employee attitudes and performance outcomes (for recent reviews, see Dulebohn, Bommer, Liden, Brouer, & Ferris, 2012; Erdogan & Bauer, 2014; Martin, Epitropaki, Thomas, & Topakas, 2010).”
Hotel Employee Work Engagement and Its Consequences (2016, background): “Thus, in an LMX relationship, leaders develop unique dyadic relationships with each member of their work group through a series of exchanges over time (Erdogan & Bauer, 2014; Gerstner & Day, 1997).”
Creative Leadership: A Multi-Context Conceptualization† (2015, unknown): “Relationship-based approaches to leadership (e.g. LMX theory) represent one of the most popular approaches to understanding workplace leadership (e.g. Erdogan & Bauer, 2013).”
Does Seeing “Eye To Eye” Affect Work Engagement and Organizational Citizenship Behavior? A Role Theory Perspective on LMX Agreement (2014, methodology): “In response to calls to treat LMX agreement as a substantive variable (e.g., Dulebohn et al., 2012; Erdogan & Bauer, 2014; Matta & Van Dyne, 2015; Scandura, 1999) and to examine its outcomes (Sin et al., 2009), we drew from role theory and utilized polynomial regression and response surface…”