Impact Of LMX On Employee Task Performance And Organizational Citizenship Behavior

Improving employee task performance is to protect the enterprise to achieve strategic objective, it is also robust the foundation of enterprise operations. There are many ways to enhance task performance, including the effectiveness of leadership behavior. It is one of the main factors which affect employee performance, and therefore how to build high-quality exchange relationship between leaders and staff in order to help employees improve their performance, enterprise managers very concerned about the issue. On the other hand, maintain the core competitiveness of enterprises in a large extent dependent on the employee’s initiative and dedication. Building a good leader-member exchange can stimulate organizational citizenship behavior of employees. Specifically, the employees in return for leadership attention and trust, will make some positive benefit activities.Thus, the leader-member exchange on employee performance and organizational citizenship behavior plays an important role. Traditional research focuses on a direct correlation between LMX and the two member, lack of attention to changes of the staff own cognitive psychology. With the extension of social interaction psychology and management science, many scholars have pointed out that, the staffs mental cognition and emotion are very important mediating factors. Therefore, this article from the cognitive perspective, using Eden et al (Eden, Ganzach, Flumin-Granat,&Zigman,2010) performance theory, introducing a sense of internal and external performance of employees, internal efficacy (self-efficacy) refers to an individual’s confidence that he or she possesses the internal resources to successfully perform a task. Means efficacy pertains to one’s "belief in the utility of the tools available for task performance. It is the staff of the external support environment perception. This essay sets from the perspective of employee cognitive, introduces relative hypothesis of Processing Efficiency Theory and builds a comprehensive model of the influence which leadership-member exchange has on the employees’ work performance and OCB under the action of internal and external efficacy. In order to provide a useful empirical support for the existing theory, while also hoping to help and inspiration for the human resource management practices corporate managers.After the questionnaire inquiry of420employees and their supervisors, and the use of statistical analysis software SPSS17.0data analysis and processing, the conclusions are:leadership-member exchange has a positive impact on employees’ work performance and OCB, self-efficacy act as an intermediary between the two. In addition, the mediate function is adjusted by means efficacy.