The purpose of this study is to examine how leader-member

exchange (LMX) similarity might affect exchange quality between

coworkers. This research also investigates the relationships of LMX

and CWX (coworker exchange) to employees’ organizational commitment

and job satisfaction. Each respondent from 76 nurses at

three hospitals in Semarang were asked to rate the quality of the

relationship he/she had with his/her supervisor, resulting in 76 LMX

ratings. They were also asked to rate the quality of their relationships

with each of their coworkers. A dyad was created where we had

complete information on two employees rating one another. Once

paired, a total of 146 dyads with complete LMX, CWX, and work

attitude data were acquired. The results of this research indicate that

the interaction between two coworkers’ LMX scores predicts CWX

quality for the coworker dyad. After controlling for CWX, LMX

quality is positively related to job satisfaction, but not to organizational

commitment. Furthermore, after controlling for LMX, a

greater diversity in a worker’s CWX relationship is negatively

associated to his/her organizational commitment, but not to his/her

job satisfaction. The interaction of CWX quality and CWX diversity,

however, does not predict work attitude.