Leader-member exchange (LMX) refers to the relationship quality between leader and follower. Mostly, LMX is rated individually and related to outcomes. In this study, the focus is on consensus of LMX within a team. However, a high consensus in followers’ perception of their leader does not necessarily mean that performance is in line with company expectations. Consequently, it is proposed that high work values moderate the relationship between consensus and performance. The hypotheses were tested using a sample of employees in German banks and insurance companies. Results indicate some support for the proposed relationship between consensus in contribution and job satisfaction as well as the relationship between consensus in contribution and commitment. In addition, moderating effects of work values emerged. This indicates that consensus with respect to LMX is influential in organizations and suggests that leaders should strive toward having a similar relationship with all followers
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