The Effect Of Leader-Member Exchange On Job Satisfaction: The Mediating Role Of Organizational Justice

In the era of knowledge economy,modern organizations are faced up with the new competitive environment,and a group of high-quality talents in the organizations has been becoming the core factor of competition.Therefore,the leaders have to lead his members to carry out transformation in the organizations,so as to adapt to changes in the external environment.Eventually,the improvement of organizational competitiveness can be seen,through the cooperation between leaders and members.As for the interpersonal communication in the organizations,how can leaders have a good interaction relationship with his members to eventually improve organization competitiveness? Undoubtedly,it has become a hotpot of the research on the effectiveness of leadership behavior.Especially,the leader-member exchange theory can be very good to examine the effectiveness of leadership behavior from the dual relationship between leaders and members,so it becomes the forefront of the field in the western leadership theory.However,the study of leader-member exchange at home is still in its early stages,and the few existing studies are mainly literature reviews,while its achievement of empirical research is still very scarce.Based on above considerations,this article probes into the effect of leader-member exchange on job satisfaction in China,in order to study the effectiveness of leadership behavior.The basic assumption of leader-member exchange theory is that the leaders will treat his subordinates differently,so this article introduces organizational justice as an intervening variable,leader-member exchange as an independent variable,job satisfaction as a dependent variable,to study the effect of the leader-member exchange on one of the organization variables.According to the statistical analysis of questionnaires,the main conclusions are as follows:(1) Under the Chinese background,the leader-member exchange relationship can be divided into four dimensions:affect,loyalty,contribution and professional respect, while the organization justice can be divided into three dimensions:procedural justice, distributive justice and interaction justice. (2) The leader-member exchange is a significant positive predicator of job satisfaction.Among the four dimensions of leader-member exchange,the affect is the most significant predicator,while the loyalty is not significant in predicting.(3) The leader-member exchange is a significant positive predicator of organization justice and its dimensions,and is the most significant predicator of interaction justice.(4) The organization justice is a significant positive predicator of job satisfaction. Among the three dimensions of organizational justice,only the procedural justice is not significant in predicting.(5) The organizational justice and its dimensions are significant intervening variables between the leader-member and job satisfaction.