Empirical Study On The Impact Of Leader Member Exchange On Employees' Work Well-being

The rapid development of contemporary economy has met people's material needs and spiritual needs have begun to attract people's attention.In recent years,the accidents of employee jumping and sudden death at work have made people begin to pay attention to employee's work well-being.Employees' work well-being is largely determined by their surroundings.As a social person,the interaction between employees and leaders greatly affects their job well-being.Leader member exchange is to measure the quality of exchange relationship between leaders and employees from two perspectives.Some scholars have studied the organizational behavior of employees caused by leader member exchange.Does leader member exchange have an impact on employees' work well-being? If so,what is the impact mechanism between the two variables?Through reading the literature at home and abroad,this paper constructs a model of four dimensions of leader member exchange: affection,loyalty,contribution and professional respect and employee's work well-being.On the basis of social exchange theory and self-determination theory,this paper puts forward the hypothesis of the relationship between variables,and explores the mediating role of three dimensions of organizational commitment: affective commitment,normative commitment and continuance commitment between leader member exchange and work well-being.In order to verify the above hypothesis based on literature review at home and abroad,this paper uses empirical research method to collect data by issuing online questionnaires.369 questionnaires were collected through internet,and the reliability and validity of 369 questionnaires were analyzed by SPSS,as well as the correlation and regression analysis.Empirical results show that the questionnaires involved in this paper have good reliability and validity;four dimensions of leadership member exchange have a positive impact on employee work well-being;affective commitment and normative commitment play a mediating role between the four dimensions of leadership member exchange and work well-being,but the mediating role of continuance commitment has not been verified.Based on the above findings,this paper gives some suggestions to improve employees' work well-being from the perspectives of leader member exchange andorganizational commitment.Leaders should give employees humanistic care,trust and work autonomy,improve their professional skills,establish an authoritative image in front of employees,promote their work performance and work well-being;cultivate employee's sense of ownership by involving employees in organizational decision-making;organize activities to enhance team cohesion;pay attention to employees' physical and mental health;organize training and launch job rotation initiative on a regular basis.These suggestions could meet the needs of emotional attribution and self-competence of employees.