Research On The Impact Of Leader-Member Exchange (LMX) On JOB Performance And Turnover Intentions Of Employees

Developing in the early 1970s', Leader-member exchange theory investigates the behavior of leaders from the antithesis relations between leaders and members. After over thirty years development, it has become a hotpot of the research on the effectiveness of leadership behavior. The improvement of organizational competence depends on the cooperation among members. Positive and healthy the relationship of members, especially good leader-member relationship has become the basis and a key factor to improve the efficiency of organization, lower the turnover rates of employees, maintain the stability of organization and push it increasely forward.Based on the literature review on leader-member exchange, this paper discusses the applicability of four dimensional construct of leader-member exchange in China and its impact on organizational commitment, job performance and turnover intentions of employees.This dissertation starts with review of abundant literature and summarizes the definitions, theoretical principle, stage of development, construct and measurement of leader-member exchange, as well as the previous scholars' relevant demonstrating studies and then points out the goal and the meaning of the research according to the present research development home and abroad. Meanwhile, the model and hypotheses of present empirical research are put forward.This paper adopts the Leader-Member Exchange Multi-Dimension Measurement Questionnaire which is revised by Wang Hui et. al. in China to measure leader-member exchange. And it was developed based on the Leader-Member Exchange MultiDimension Measurement explored by Liden and Maslyn in 1998. The LMX-MDMQ has four dimensions: Affect, Loyalty, Contribution and Professional Respect. Moreover, organizational commitment is measured by Organizational Commitment Questionnaire explored by Allen and Meyer in 1990, including affective commitment, continuance commitment and normative commitment. The job performance of employees is measured by the questionnaire which was developed by Tsui et. al. in 1997, besides the turnover intentions of employees is measured by the questionnaire explored by Arnold and Davey referring to the relevant research.This paper investigated the employees in two star-rated hotels and 289 effective questionnaires were collected. SPSS 13.0 and LISREL8.5 are adopted to do the reliability and validity analysis, factor analysis, correlation analysis, confirmatory factor analysis and structural model analysis, the conclusion is fowlling as:1. The applicability of four dimensional construct of leader-member exchange is validated in Chinese cultural background.2 . Leader-member exchange has significant impact on organizational commitment, job performance and turnover intentions of employees.3. Organizational commitment has significant impact on job performance and turnover intentions of employees.4. Organizational commitment partially mediated between leader-member exchange and job performance of employees.5. Organizational commitment partially mediated between leader-member exchange and turnover intentions of employees.