Based on social exchange theory, I propose the mediating effects of job crafting and thriving in the relationship between leader-member exchange (LMX) and employee outcomes (i.e., affective commitment and job performance). To examine the proposed model, I conducted a survey of 277 subordinate-supervisor dyads in China. In support of the hypotheses, the results show that employees with a high quality of LMX are more likely to craft their jobs and thrive at work. It is also found that job crafting mediates the effect of LMX on affective commitment and that thriving mediates the effect of LMX on affective commitment and job performance. Implications and directions for future research are discussed.