The Relationship Between Organizational Citizenship Behavior, Leader-member Exchange And Job Performance

In the era of knowledge economy, competition among enterprises is not only the technology and product competition, but also is the talent competition. Human capital as the most valuable resource will make a great contributions to enterprise's future development. How to make use of existing human capital and to develop potential human resources, which is an importan forword of human resources management.The reformation of working form and technical increase the reqirements of human resources management. Cooperation between employees will more and more important. Organizational citizenship behaviours as a spontaneity cooperative behaviour was appear in the beginning. However in era of industrial management, technology-driven dominant affect. Business managers pay more attention to the behavior in the task, which is also the key standardized for performance appraisal. So the contribution of out-role acts was ignored.As the deepening refinement of theoretical research and management practices, it is certainly beginning to recognize the positive of this role for organizational performance.Through the theory and empirical study to demonstrate the mechanism and intensity of organizational citizenship behavior is a hot spot of organizational behavior research in recent years.In order to better promote OCB transformation from theory to practice, we study individual job performance of employees as a starting point to explore the organizational citizenship behavior on the affect of job performance and analyze the moderation relationship of leader-member exchange for two regulation of those relations. In the front part of the article through the literature review, we analysis the relationship between organizational citizenship behavior, job performance and leader-member exchange.Then we propose our hypotheses and establish a hypothetical model.The latter part of empirical research, using more mature national and abroad questionnaire, survey in several companies of Jiangsu and Shaanxi, after sorting the data collected up and made use of SPSS and AMOS software reliability, validity analysis, descriptive Statistics and correlation analysis, regression analysis, and finally draw the following conclusions:(1) organizational citizenship behavior was significantly associated with job performance, and the two dimensions of organizational citizenship behavior have a positive prediction with work performance;(2) leader-member exchange and organizational citizenship behavior were significantly correlated, in which all four dimensions of LMX have a positive prediction with OCBI, but only the loyalty and contribution dimensions have a positive effect on OCBO;(3) the leader-member exchange play a regulatory effect between organizational citizenship behavior and performance, in which the loyalty and contribution dimensions of LMX performance significantly.