<![CDATA[This conceptual paper argues that differentiation in leader–member exchange (LMX), reflected in unequal access to trust, discretion, and developmental opportunities, is a common mechanism connecting three problems that management scholarship has traditionally examined separately: the evidentiary reliability of dismissal on relational grounds, the validity of the probationary verdict, and the durability of relational assets under the resource-based view of the firm. The argument is developed through an integrative conceptual synthesis conducted in four stages, combining a structured analysis of the differentiation literature against explicit inclusion criteria with a doctrinal analysis of the Code of Good Practice: Dismissal (2025) and the Labour Relations Act 66 of 1995. The analysis show that the uneven distribution of trust, discretion, and developmental opportunities within a work unit can weaken the evidentiary basis for fair dismissal, influence probationary judgements before valid performance signals emerge, and fragment the relational fabric on which firm-level advantage depends. The paper develops five testable propositions and proposes a managerial approach based on systematic measurement, careful calibration, and procedural safeguards. The issue is particularly significant in South Africa because the Code recognises incompatibility as a form of incapacity and extends probation to considerations of suitability giving managerial judgements about workplace relationships direct legal consequences. The paper contributes a cross-domain reframing of LMX differentiation, a measurement approach that focuses on disparity rather than undifferentiated dispersion, and a basis for testing the proposed mechanism within the South African regulatory context.]]>
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