Research On The Relationship Between Person-organization Fit And Performance:The Intermediary Role Of Leader-member Exchange

At present,the new round of scientific and technological revolution and industrial transformation form a historic convergence with China's accelerated transformation of economic development mode.The development of manufacturing industry and its supporting service industry has received much attention.How to improve the labor productivity of enterprises has become a matter of great concern to the society.As the development of active organizational behavior becomes more and more mature,the various relationships among individuals,leaders,and organizational factors have become the focus of scholars' research,and also provide ideas for manufacturing enterprises to improve labor productivity.This study conducts empirical research on the relationship between Person-organization Fit,Leader-Member Exchange and job performance through literature review,questionnaire survey,data analysis and other methods,and provides effective solutions for manufacturing enterprises to develop effective human resource management programs.Reference,has a certain academic value and practical value.In this study,the paper reviews and theoretically reviews the three variables of Person-organization Fit,Leader-Member Exchange and job performance,and then proposes the theoretical model and research hypothesis of this research.After reviewing the literature,it is collected.The maturity scales for measuring these three variables were integrated into the questionnaire of the cost study,and the data were collected by issuing an electronic questionnaire.Finally,the data analysis software SPSS22.0 was used to analyze the data,and the research model and hypothesis of the paper were verified.The main conclusions of this study are as follows:1.Person-organization Fit significantly positively affects employee performance.In the three dimensions of individual-organization matching,demand supply matching and required ability matching have a significant positive impact on employee's job performance,and value matching has no significant effect on job performance.2.Leader-Member Exchange significantly positively affects employee performance and its dimensions(task performance,interpersonal promotion,and work dedication).3.Person-organization Fit significantly positively affects Leader-Member Exchange.Among the three dimensions of Person-organization Fit,demand supply matching and required ability matching have a significant positive impact on leadership-member exchange,and value matching has no significant influence on leader-member exchange.4.Leader-Member Exchange plays a partial intermediary role between Person-organization Fit and job performance.The research results of this study help manufacturing companies to discover the deeper reasons that affect employee performance,actively improve the matching between employees and enterprises,and improve the quality of exchange between leaders and employees.Managers must work hard to build an effective bridge between the company and its employees,create a good organizational atmosphere,and thus improve the efficiency of employees.Finally,from the perspective of enterprise human resource management,this paper proposes policy and practical suggestions for manufacturing enterprises to improve their work performance.