According to Leader-Member Exchange Theory, what enhances team members' job-related well-being?

A high-quality relationship with the leader is crucial in enhancing team members' job-related well-being according to Leader-Member Exchange (LMX) Theory. This theory posits that the nature of the relationship between leaders and their subordinates significantly influences various work-related outcomes, including job satisfaction, commitment, and overall well-being.

When team members experience a high-quality relationship with their leader, characterized by mutual respect, trust, and open communication, they are more likely to feel valued and supported. This positive dynamic fosters an environment where employees feel comfortable expressing their ideas and concerns, leading to better collaboration and engagement. As a result, their job-related well-being improves, reflecting positively on their performance and the overall health of the team.

The other options, while they may contribute to job satisfaction in various ways, do not directly align with the principles of Leader-Member Exchange Theory in the same way as the quality of the leader's relationship with team members does. Strong monetary incentives, for example, might motivate individuals in the short term but do not inherently cultivate the trust and respect necessary for a high-quality leader-member relationship. Similarly, independence from the leader or flexibility in job roles can be beneficial, but they do not necessarily address the relational aspect that is at the heart