LMX, coaching attributions, and employee performance

We examined the relationship between leader–member exchange (LMX) quality and the attributions subordinates make about their supervisors’ coaching of them. Data were collected from 270 supervisor–subordinate dyads. Subordinates reported that LMX was positively related to attributions that their supervisor’s coaching was for the benefit of subordinates (other-focused interests), and negatively related to attributions that their supervisors’ coaching was for the benefit of themselves (self-focused interests). Moreover, attributions partially mediated the relationship between LMX quality and both objective and subjective performance with subordinate-attributed supervisors’ other-focused interests positively related to performance but subordinate-attributed supervisors’ self-focused interests negatively related to performance.