Recent research has introduced the concept of leader-member exchange (LMX) ambivalence and has shown that it can be detrimental to employee task performance. Drawing on self-determination theory and models of LMX development, this research investigates whether LMX ambivalence may also negatively influence employee well-being. In a two-wave field study with 278 employees in a large police organisation, we found that LMX ambivalence was significantly associated with two focal measures of work-related well-being: work engagement and emotional exhaustion, through its influence on psychological need fulfilment. Perceived positive meaning in work was found to buffer the negative effects of LMX ambivalence on psychological need fulfilment and well-being. Overall, these results contribute to the occupational health literature by demonstrating that psychological need fulfilment helps explain why LMX ambivalence negatively affects work related well-being outcomes and underscores the important role of positive meaning in work as a buffer for these relationships.

中文翻译：

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领导者与成员之间的矛盾情绪是否会影响员工的福祉？探索工作投入和情绪疲惫的关系

最近的研究引入了领导者与成员交换（LMX）矛盾心理的概念，并表明它可能不利于员工的任务绩效。本研究借鉴 LMX 发展的自我决定理论和模型，探讨 LMX 矛盾心理是否也会对员工福祉产生负面影响。在对一个大型警察组织的 278 名员工进行的两波实地研究中，我们发现 LMX 矛盾心理通过其对心理需求满足的影响，与工作相关幸福感的两个焦点指标显着相关：工作投入度和情绪耗竭。研究发现，工作中感知到的积极意义可以缓冲 LMX 矛盾心理对心理需求满足和幸福感的负面影响。总体而言，这些结果对职业健康文献做出了贡献，证明心理需求满足有助于解释为什么 LMX 矛盾心理会对与工作相关的幸福感产生负面影响，并强调工作中积极意义作为这些关系缓冲的重要作用。