HOW LEADER–MEMBER EXCHANGE INFLUENCES EFFECTIVE WORK BEHAVIORS: SOCIAL EXCHANGE AND INTERNAL–EXTERNAL EFFICACY PERSPECTIVES

In this article, we propose and test an integrative theory of leader–member exchange (LMX) that extends our understanding of the mechanisms affecting LMX and important organizational outcomes. We argue that LMX enhances job performance and organizational citizenship behaviors (OCBs) through 2 sets of processes. As a result of a social exchange process, high LMX managers encourage reciprocal obligations. These obligations are manifested as subordinate commitment to their supervisors. This commitment, in turn, prompts more OCBs and higher job performance. Through a second process, high LMX supervisors enhance their subordinates’ self‐efficacy and means efficacy, thereby improving job performance. Results of a field study support our predictions. Theoretical and practical implications and directions for future research are discussed.     

The Broad View of Aesthetic Experience

Peter Kivy and Noël Carroll advocate a narrow view of aesthetic experience according to which it consists mainly in attention to formal properties. Excluded are cognitive and moral properties. I defend the broader view that includes the latter properties. I argue first that cognition and moral assessment can be inseparable in experience from grasp of form and expressiveness. Second, Kivy and Carroll must extend the notion of form itself beyond ordinary usage to accommodate acknowledged aesthetic experience. Third, the broad view has a more impressive historical lineage than the narrow view. Fourth, aesthetic experience is appreciation of aesthetic value, and the latter is more plausibly analyzed in a broad way.     

Qualitative Assessment: An Approach for Counselors

Qualitative assessment offers the counselor methods of helping clients to know and understand themselves better—methods that are flexible, open-ended, holistic, and nonstatistical. The methods are diverse and include card sorts, simulations, exercises and games, worksamples, and others. Many of the methods may be considered projective in nature and thereby tap values, interests, and needs in ways that standardized tests do not. Because these activities involve the client actively, they can flow directly out of and back into the counseling relationship rather than being a discrete element.     

Argumentation and Interpersonal Justification

There are distinct but legitimate notions of both personal justification and interpersonal justification. Interpersonal justification is definable in terms of personal justification. A connection is established between good argumentation and interpersonal justification.