“…Previous research has established a wide range of positive outcomes for LMX (Dulebohn et al, 2012;Ilies et al, 2007), and several studies have connected the quality of LMX with the well-being of workers (e.g., Christian et al, 2011;Gregersen et al, 2016;Harms et al, 2017;Jiang et al, 2014;Medler-Liraz & Seger-Guttmann, 2018;Sparr & Sonnentag, 2008). However, these studies have focused either on positive well-being indicators such as work engagement (Christian et al, 2011) or negative indicators such as stress and burnout symptoms (Gregersen et al, 2016;Harms et al, 2017;Jiang et al, 2014;Medler-Liraz & Seger-Guttmann, 2018) or job depression (Sparr & Sonnentag, 2008). The second contribution of our study is that we focus on both negative (i.e., cynicism) and positive (i.e., dedication) employee outcomes of LMX.…”