Based On The Theory Of Leading Members Exchange Team Performance Research

In the twenty-first Century with the big explosion of knowledge and fast development, modern enterprises are facing new competition environment and pattern, the talented person in the enterprise is becoming the key factors for the success of enterprises, therefore, the leader must consider the situation, deal with the relationship between staffs and integration of the human resources in the enterprise, according to the changing external environment, in order to have a good effectiveness of leadership and a whole enterprise goal. However, how to adjust the relationship between leaders and subordinates in order to make it in the best condition, improve the team performance and ultimately enhance the overall competitiveness of enterprises, is the key weapon of the enterprise. Leader member exchange theory (LMX) is becaming the western leadership theories research frontiers in the field of Management Science, However Leader member exchange theory research in domestic is still in its initial stage. According to the previous theories basis and a large number of literature reading, my research makes the leader member exchange as dependent variables and team performance as the outcome variables, at the same time, add organizational justice and team atmosphere. My research makes the organizational justice as intermediary variable and the team atmosphere as moderating variable. The paper establishes a relationship between LMX and team performance model, and puts forward the assumption of this paper. In this paper, we use the method of questionnaire survey with a number of more than300, removing the invalid questionnaire. My research haves the results of a survey with the reliability analysis, validity analysis, correlation analysis and regression analysis using SPSS16.0software. Finally, the paper verifies the hypothesis and draws the following main conclusions:(1) Leader-Member Exchange relationship and team performance has a positive correlation relationship;(2) Leader-Member Exchange relationship and organizational justice has a positive correlation relationship;(3) Leader-Member Exchange relationship and team climate has a positive correlation relationship; (4) Organizational justice and team performance has a positive correlation relationship;(5) The team atmosphere and team performance has a positive correlation relationship;(6) Organizational justice is the intermediary variable between leader-member exchange relationship and team performance;(7) team atmosphere is the moderating variables between leader-member exchange relationship and team performance.