Which of the following is NOT a benefit of high-quality leader-member exchanges?

High-quality leader-member exchanges (LMX) are characterized by strong relationships between leaders and their team members, fostering trust, support, and open communication. This type of exchange comes with several benefits that positively impact both individual employees and the organization as a whole.

Greater participation stems from the trust and respect developed in high-quality LMX environments, encouraging employees to engage actively in discussions and decision-making processes. Increased job satisfaction is another key benefit, as employees who feel valued and supported by their leaders are more likely to experience a sense of fulfillment and motivation related to their work. Additionally, positive performance evaluations are often a result of these robust leader-member relationships, as employees are more likely to succeed and meet or exceed expectations when they have the backing and resources that stem from healthy exchanges.

In contrast, higher employee turnover is contrary to the benefits of high-quality leader-member exchanges. A strong relationship between leaders and team members typically leads to lower turnover rates, as employees are more satisfied and committed to their roles. Therefore, the notion of increased job turnover does not align with the positive impacts of high-quality LMX, making it the correct answer for what is NOT a benefit.