How LRM And CVW Affect Employees’ Affective Commitment:the Role Of LMX

Communication is an eternal topic in the fields of organizational behavior and management. Managers need to spend50-90%of their time in communicating with their employees, as a part of organizational roles. Improving the communicating satisfaction has become an essential condition to enhance the level of human resource management and guarantee the organization operate orderly. However it surprises us that90%of interactions between supervisors and inferiors bring negative feelings to inferiors. it has widely admitted that affective commitment, as the core dimension of organizational commitment, has an affective effect on workout variables. Confucian traditional values at workplace validation, as a typical case of traditional culture, maybe impact the workplace attitude of employees, because it exists everywhere. After reviewing the past researches, this paper tries to explore whetherand how leader rapport management and Confucian traditional values at workplace validation influence employees’ affective commitment from the micro view of superior-inferior interaction.After analyzing and summing up the current literatures, we come up with our hypothesizes according to the route"leader rapport management/Confucian traditional values at workplace validationâ†'leader-member exchange relationshipâ†'employee’ affective commitment". We compile our questionnaire via drawing on the existing ones other scholars developed from domestic or abroad. We use prior investigation to modify the former questionnaire and develop the formal.We ask our classmates who have worked in human resource department and relatives, friends for help to send out and collectquestionnaires; ultimately we collected315valid samples. We use the tools of spss19and Amos21to describe the statistic and exam the validation of measurements we used, judge how serious the problem of CMV is, utilize the multiple variables regression to exam our hypothesizes after controlling age, education, sale of organization.The results show:(1)leader rapport management significantly affects LMX, either its dimensions(ego, autonomy, association);(2)leader rapport management positively affect employee’ affective commitment, so the dimensions of association and ego do, neither autonomy does;(3) LMX plays an intermediary role in the relationship between leader rapport management and employee’ affective commitment, specifically in ego dimension-employee’ affective commitment, but a completely intermediary role in association dimension-employee’ affective commitment;(4) Confucian traditional values at workplace validation positively impacts LMX, specifically the obey authority and acceptance authority; the influence of face and tolerance on LMX is insignificant;(5) Confucian traditional values at workplace validation has a significant effect on employee’ affective commitment, specifically the dimension of obey authority, however other dimension’ effect is insignificant;(6) LMX plays an entirely intermediary role in Confucian traditional values at workplace validation-employee’ affective commit, specifically the relationship" obey authority-employee’ affective commitment".At last, we explain our findings and discuss the conclusions, demonstrate how our findings contribute the current research and put forward some suggestions for managers. The paper’s flaws and directions of future research are debated.