The Study On The Relation Between The Leader-Member Exchange, Organizational Justice And Job Satisfaction

Leader-Member Exchange (LMX) is becoming more and more important topic in Organizational Psychology, Management Psychology and Leadership Psychology. Using the questionnaire to survey 515 company employees in present research, we investigate the relationships among LMX, Organizational Justice and Job Satisfaction. We also explored the different focus paid on Organizational Justice by employees which belong to different groups based on LMX. At the meantime, we researched the influence on LMX of education background, hours of association between leader and member a day, team size, team type and another 4 controlled independents. The main results of the study are below:1.In Chinese culture background, Leader-Member Exchange has multiple dimensions including affect, trust, contribution and professional respect.2.In Chinese culture background, Organizational Justice has multiple dimensions including distributive justice, procedural justice and interaction justice.3.There is significant positive correlation between LMX and Job Satisfaction, and between different dimensions of LMX and Job Satisfaction, especially between contribution dimension and Job Satisfaction.4.There is significant positive correlation between Organizational Justice and Job Satisfaction, and between different dimensions of Organizational Justice and Job Satisfaction, especially between interaction justice and Job Satisfaction.5.There is significant positive correlation between LMX and Organizational Justice, and between different dimensions of them, especially between interaction justice and LMX.6.Education background, hours of association between leader and member a day, team size, team type influence the LMX significantly.7."In-group"employees paid more attention on distributive justice and procedural justice. The distributive justice has more influence and forecasting-effect on Job Satisfaction.8."Out-group"employees paid more attention on interaction justice and distributive justice. The interaction justice has more influence and forecasting-effect on Job Satisfaction.9.Improving the quality of Organizational Justice of"out-group"employee can decrease the negative effect on Job Satisfaction caused by LMX.