The Impact Of Leader-member Fit Of Perceived Fairness On Organizational Commitment

In recent decades,fairness has become one of the hottest topics in academic circles.In order to ensure that organization work go on smoothly,employee compensations,allowances and bonuses are imperative,where fairness plays an important role.In current literature,the employee perceived organizational fairness includes distributive fairness and procedural fairness,both of which influence the organizational commitment.In the current research mainly discuss the relationship between perceived fairness and organizational commitment;few of them concerned the influence of leader.In fact,the promotion of the employee organizational commitment is not merely related to employee perceived fairness,it's also related to the leader perceived fairness.In Chinese context,we explore how the leader-member fit of perceived fairness affects organizational commitment based on the fit theory.It has been known that there are individual differences between employee perceived fairness and leader perceived fairness,which influence the organizational commitment.The fit of the employee perceived fairness and leader perceived fairness will promote the organizational commitment,otherwise will decrease it.In the article,we use the leader-member exchange relation,which is closely related to the fit of leader-member fit of perceived fairness,to explore the mechanism of how the fit of leader-member perceived fairness influence the organizational commitment.When the fit of leader-member of perceived fairness is high,it means the leader and employees trust each other,and have a relatively good relationship on information exchange.The promotion of this relationship means the employees are more willing to work for the organization,thus creating high-quality organizational commitment.In the article,the research data are collected from 32 high and new technology enterprises including 224 employees and managers from 55 R&D teams.The data analysis shows that,the higher the leader-member fit of perceived distributive(&procedural)fairness,the stronger the leader-member exchange(team level),and the higher the organizational commitment.Meanwhile,the leader-member exchange relation mediates the effect of leader-member fit of perceived fairness and the organizational commitment.In theory,this study not only deepens the equity theory of cognition,and expands the leader-member fit theory;In practice,this paper provides potential factors in the organizational justice situation which may influence leader's effect on employee fairness.Organizational justice situation may influence factors that superior effect on employees'fairness.