The Survey Of Leader-Member Exchange Impact On Staff Counterproductive Behavior

In 70 s of last century,with the emergence of the leadership of a member of the exchange and the rise(Leader-Member Exchange) theory,the theory of a large number of scholars continue to explore and confirm,after 30 years of development,the study has become a hot issue. High quality leadership membership,especially on a good subordinate relationship between the organization will effectively improve the enterprise management,organizational efficiency,meanwhile,will increase the cohesion of the enterprise and then up and down the staff members will be reduced mobility. China is a complex relationship between the countries,the study of the relationship between the leading members in the Chinese cultural context it is important and quite meaningless.The purpose of this paper:This paper studies the review,a summary of the leadership member exchange theory,based on the verification of a member of the leadership of exploratory exchange in context of Chinese culture,the impact on organizational trust and employee counterproductive behavior.Contents of this paper: the literature related to this article by reading,studying them,and summarized,learn leadership and development as well as a member of the proposed structure of the theoretical basis of the concept and measurement of exchange,according to a member of the exchange in the past on leadership,organizational trust employee counter-productive behavior empirical research to find a meeting point between its two two,and proposed research purpose and content of this article in accordance with domestic and international research status and research background, based on the theory, the formation of a model and empirical research assumptions.Thesis approach: In this paper,a scholar Wang Hui,who led members of the exchange on the basis of the revised scale of a leading member of the multi — dimensional scale in Liden and Masly Siwei,under the leadership of the Chinese cultural background of a member exchange relationship is measured, the measurement of four dimensions are: emotion,loyalty,dedication and professional respect; for measuring organizational trust, according to the definition of the concept of trust in the organization and the need for this research idea,the paper questionnaires directly translated Robinson,and also made reference to the Lin on organizational trust the relevant statements,organizational trust on this basis will be divided into two areas: the interpersonal trust and confidence in the system,which used to be measured; and for employees counterproductive behavior measurement,it is in Robinson and Bennett multidimensional measurement method proposed classification system based on understanding,by telephone,on — site survey to obtain specific projects on anti-productive activities,in order to investigate,collect and measure the questionnaire.Results and conclusions: This article mainly foundry employees for the study,a total of up to 257 valid questionnaires were collected for assumptions,and then using SPSS13.0 and LISRELS.5 collected data on reliability and validity analysis, factor analysis descriptive statistical analysis,correlation and regression analysis,the conclusions are as follows.?Leading a member exchange and organizational trust has a significant positive correlation;?Leading a staff member exchange and counter-productive behavior has a significant negative correlation; ?Organizational Trust and Employees counter-productive behavior has a significant negative correlation;?Organizational trust in the leadership of a member of the exchange and partial mediator between staff counter-productive behavior.