Research On The Influence Of Employee-organization Value Matching On Employee Suggestions Based On Mediation Theory Of Leadership Members Exchange

In the course of reform and development,China's financial system has been developing with great difficulties under the impact of the outside world.That results in increasingly complex and uncertain factors for Chinese enterprises.With intensifying competition,it is no longer possible for the management of an organization to solve all the problems and participation from the employees is needed.Considered as one of the effective ways in problem solving,employee feedback has received extensive attention.The question of how to improve employees' feedback is studied in this paper.My team has investigated a local enterprise that has injected many elements of Traditional Chinese culture into its management.These enterprises has been following a firm and steady path in an environment with impactful events such as the outbreak of the financial crisis,shrunk wealth,and China's economic transformation.In the paper,it is found that,in this type of enterprises,the match between employee's values and those of the enterprises is different from that in ordinary enterprises.Setting "filial piety,faith and fraternity" as their core values,these enterprises promote to their employees classics in Chinese culture,such as "Standards for Students","Sun Tzu's Art of War" and "Liaofan's Four Lessons".The match between employees' values and those of the organizations is an important determinant of employees' feedback behavior This study explores how the feedback behavior is impacted in organizations where there is a high level of match between the values of the employees and those of the organizations.The employees were selected according to the organizational value matching principles.Currently,studies on value management mainly focus on two levels,the individual level and the organizational level.However,studies are rare that concern the importance of value management in employee feedback behavior,or the internal mechanism between the two.Therefore,this paper uses leader-member exchange as an intermediary variable and employs empirical methods to conduct an in-depth analysis on the relationship between employees' organizational values and feedback behavior.This paper verifies the research model and hypothesis through empirical methods and reaches the following conclusions: 1.The match between employees and organizational values promotes employees' tendency to give feedback;2.Leadership member exchange as an intermediary enhances the influence of employees' organizational values on employees' feedback behavior;3.Self-efficacy has a moderating effect on the relationship between leader-member exchange and employee feedback.Based on the above conclusions,this paper sums up the influence of employee-organization value matching in traditional Chinese cultureon employee's feedback behavior,which has important value in improving organizational efficiency,enterprise competitiveness,organizational status quo,and promoting organizational work output,etc.The current study also represents a breakthrough in its research design by using value match as the independent variable to better detect the mechanism of influencing employees' feedback behavior.At the same time,based on the previous research,this study combines the degree of match between employee's values and those of the organization sand leadership member exchange to produce an organic system,which can enhance the research in both the intermediary mechanism and adjustment mechanism in employee feedback behavior.Thus,this study is also a beneficial supplement to the research in the complex mechanism in feedback behavior.