Positive Study On Social Exchange Theory Of Private Enterprise Employee-Organization Relationship

Private enterprise has become an important force in China's economic development, playing an important role in the national economy and social development. With the rapid development of new technologies and changes in the global economy, on the one hand, private enterprises often make significant adjustments in the business strategy and operational model to maintain a competitive edge, and even sometimes have a large number of layoffs, which make the employees of the organization be difficult to maintain loyalty and trust;On the other hand, the importance of human capital has become increasingly prominent with the knowledge economy era, so private enterprises need to be more loyal employees to work harder to help companies achieve sustained success. Since China's market economy system is still not perfect, and modern enterprise management system is not yet perfect, many private enterprises in adjusting the staff - organization relationship has led to some adverse conequences,such as high staff turnover, instability of primary managers and and technical personnel, some serving staff's low satisfaction and so on. Employee -organization relationship can affect employee performance and satisfaction, thereby affecting enterprise performance, related to business success and failure. Therefore, private enterprises urgently built up a correct employee - organization relationship, forming a harmonious relationship of "organization appropriate input - Staff high return - high employee satisfaction - high enterprise performance".In this study, to define the scope of private enterprises and employee-organization relationship content as a starting point, and summarizes research of the domestic and foreign scholars; to study private enterprise employee -organization relationship based on social exchange theory, using of literature analysis, Del Philippine law, factor analysis, correlation analysis, variance analysis. This study was designed private enterprise employee-organization relationship questionnaire, in which 14 elements of organizational material input, 15 elements of organizational development input, 22 employees of the staff task performance and 31 elements of non-task performance. Based on the investigation of executives and employees from 7 in Qingdao, this paper reached the following conclusions: organizational material input and employee task performance is related, organizational development input and employee task performance is related, organizational development input and employee non-task performance is related,and employee-organization relationship affect employee satisfaction and enterprise performance,summarizing 13 kinds of employee-organization relationship types of China's private enterprises. For the current characteristics and problems of organizational relationships, this paper construct private enterprises employee-organizations relationship management model,and make five commendations as folliows: paying attention to the development input to enhance staff employability, understanding and adequately shaping the staff expectations, paying attention to feedback to improve employee satisfaction, chooseing appropriate incentive strategy, and dynamic management in the use of management model employee-rganization relationship.These proposals can provide a simple and effective analytical framework and ideas for the enterprise management practices.