Both leader-member guanxi (LMG) and leader-member exchange (LMX) measure the quality of relationship between leaders and members with the former focuses on work-related social exchange in the work domain and the latter centers on non-work related social exchange in the private domain. However, it has long been a controversy topic in the literature that whether LMG and LMX are theoretically distinct and whether LMG can explain extra variance beyond LMX. This meta-analysis not only clarify the similarities and differences of theoretical logics underling LMG and LMX, but also, provides the empirical results of meta-analysis to show the complex relationship between LMG and LMX. The meta-analysis resulting from 37 primary studies and 10,722 subjects, demonstrated that LMG and LMX are positively related but are distinct constructs. LMG explains an incremental variance over and beyond LMX in the prediction of work outcomes such as job satisfaction, job performance, organizational commitment, and citizenship behaviors. However, LMG does not explain a significant incremental variance over and beyond LMX in the prediction of turnover intention. Further, the result of dominance analysis shows that LMX demonstrated the better predictive capability of work outcomes that did LMG, except for job satisfaction.