An Empirical Study On The Relationship Between The Intensity Of “Like” In We Chat Friend Circle And Employee'S Feedback Seeking Behavior

In the era of network information sharing,social platform has become a necessary medium for organizations to communicate.The use of social platforms is changing the social ways of people in the organization and changing the social relations imperceptibly.Recently,one of the more noticeable problems in the workplace is: is the leader's circle of friends like it or not? The relationship between leaders and employees can no longer be limited to communication in the workplace,and attention should be extended to communication on social platforms.In particular,the new way of expressing attitude of praise and comment on social platform also has an invisible impact on the relationship between leaders and employees,which has a different effect and change on employees' work behavior.As an influential work information sharing and exchange platform,We Chat is almost the necessary social software used by all members of the organization,with high research value.Therefore,this study will choose wechat friend circle as the research platform to explore how employees' praise behavior intensity and comment behavior intensity on the content of leader friend circle affect employees' feedback seeking behavior,and explain the intermediary role of leader member exchange in this mechanism.From the perspective of resource protection theory and equity theory,this paper analyzes the relationship among the five factors,which are praise behavior intensity,comment behavior intensity,employee feedback seeking behavior,leader member exchange and distribution equity.This paper uses literature research method to summarize the research content and results of related literature at home and abroad,and uses questionnaire survey to investigate the employees' praise and comments after leaders released their friends circle in different organizations,including 322 valid questionnaires.The data were collated and analyzed with Spss21.0 to verify the hypothesis and summarize the results.The results show that: firstly,the intensity of praise behavior and comment behavior is positively correlated with the feedback seeking behavior of employees;secondly,leader exchange mediates between the intensity of praise behavior and the feedback seeking behavior of employees,between the intensity of comment behavior and the feedback seeking behavior of employees It also plays an intermediary role.Thirdly,the sense of distributive justice plays a moderating role between the exchange of leadership members and the feedback seeking behavior of employees.