Research On Relation Between Leader Member Exchange And Organizational Citizenship Behavior

Research on leadership effectiveness has always been a core issue in the study of organizational behavior. With the study of leading going deeper, people gradually realized the process of the leading is actually a dynamic and psychological exchanging process of social-interest related between superiors and subordinates in the organization. In this process, the awareness of superiors and subordinates of the quality of this exchange constitutes the exchange between them.High quality of the exchange would improve their leading effectiveness. Organizational citizenship behavior is extra-role behavior of employees, which is not clearly defined in the responsibility of the position description.According to the research, employees'organizational citizenship behavior has a vital significance to the development of enterprises. The relationship between leaders and subordinates would effect the behaviors of the later who can aware the close degree with the superiors.Would the psychological awareness urge the extra-role behavior of employees which is helpful to the development of enterprises if they aware the close with the leaders? This is an issue we can dig.Based on the exchange between superiors and subordinates and organizational citizenship behavior theory,this paper deals with the influence to the organizational citizenship behavior caused by the exchange and the meaning both in management theory and in practice.This paper first review members exchange and organizational citizenship behavior theory through literature carding, on which this best scale of production of the questionnaireb at home and abroad is selected 15 Businesses in Hefei are conducting a questionnaire survey. By the use of SPSS16.0 And AMOS17.0 Statistical software for data analysis,the research shows that:(1) the exchange and organizational citizenship behavior in Hefei is at a high level; (2)At the individual attribute variables, there are significant differences in the emotion dimension of leader-member exchanges according to the different educational levels. When it comes to the loyalty dimension, there exist significant differences considering the different educational levels and the different positions. Nevertheless there exists no difference in each individual attribute variable in the contribution dimension. And the significant differences are exist in the professional respect dimension as for as the different ages, the different work-life, and the different years of working with superiors; (3) At the individual properties on the variable, all the dimensions of the behavior for organizing citizenship have no significant differences in each individual attribute variable;(4)the exchange of emotions, the contribution of two dimensions has a significant role in promoting on organizational citizenship behavior organizational identity, professionalism and interpersonal harmony;(5)the exchange loyalty and professional respect dimensions does not have a significant role in promoting on the organizational citizenship behavior of the dimension.This study is divided into five parts:Introduction to the first part. Study on the background, purpose and significance to this article, characteristics of research ideas and techniques, and innovation.Review on the theory of the second part. Mainly introduces the exchange theories, concepts, dimensions and concepts of statistical indicators, organizational citizenship behavior and dimension and its research situation at home and abroad.The third part is the research design and methods. Focus on research design and research methods in this article, hypothesis is proposed on the basis of related theoretical research achievements. Construction of models, and use the mature reasonable questionnaire scale designed to measure the subjects.The fourth part is data processing and hypothesis testing.Through the Recycle processing and data analysis of the questionnaire,the section is validate the research hypothesis proposed earlier by the use of relevant statistical methods.The fifth part is conclusions and recommendations of the study which is based on the empirical analysis, and make some recommendations for managers in the decision making by theoretical basis.