Leader–Member Exchange 7 Questionnaire (LMX-7) Test

People who want to understand how a supervisor and employee experience their working relationship can use this focused self-report. The Leader-Member Exchange 7 Questionnaire (LMX-7) Test offers a structured snapshot of that workplace dyad. It is a practical leader-member exchange test for reflecting on trust, recognition, support, and effectiveness within one workplace dyad. The result offers a structured snapshot of perceived exchange quality rather than a history of every interaction.

What This Assessment Explores

At its core, the LMX relationship assessment examines whether a leader-follower exchange feels informed, respectful, dependable, and effective. The statements cover understanding of satisfaction and needs, recognition of potential, access to help, willingness to assist, trust, and collaboration. It suits employees, managers, and anyone reflecting on a particular workplace relationship.

Results appear as Relationship Quality, scored from 7-35. The displayed bands are Low quality (7-19), Moderate quality (20-24), and High quality (25-35). They describe the level of exchange reflected in the answers, from limited connection to mature partnership with mutual support.

The questions cover four connected aspects:

• Mutual understanding shows how each person grasps the other’s needs and work experience.
• Recognition shows whether contribution and potential are valued.
• Practical support reflects readiness to help with work problems.
• Trust and effectiveness capture confidence, backing, and collaboration.

Methodology and Evidence Base

Each item is a first-person statement about the respondent’s relationship with a leader or follower. Five ordered choices run from Strongly disagree to Strongly agree, placing each experience on a common agreement scale. The online scoring combines responses into one overall relationship-quality result rather than separate numerical scores for trust, support, or effectiveness.

The questionnaire is conceptually consistent with LMX-7 (Graen, Novak, & Sommerkamp, 1982), which assesses exchange quality in leader-member dyads, but it is not presented as an adaptation of that publication. It also fits the relationship-based leadership view described by Graen and Uhl-Bien (1995), where formal exchanges may develop into trust, support, respect, and mutual influence. Schriesheim, Castro, and Cogliser (1999) show why varied LMX measures require careful interpretation; this online form is a concise leadership relationship questionnaire.

The displayed bands are descriptive categories for this online score, not population norms or clinical thresholds. Because self-reports reflect current events, personal perspective, and candor, interpret the result with the workplace situations that prompted it and with other relevant information.