Leader-Member Exchange And Perceived Person-Organization Fit

As modern management philosophy become increasingly popular,Chinese enterprises gradually realize that human resource has an irreplaceable support to the development of business strategy and the competitive advantage of enterprise,however,if they want to translate the support into reality,their human resource must match all the aspects of company.Meanwhile,to continuously supply human resource that fit the company,all kinds of human resource management policies play a very important role.As the member that directly contact employees,first-line manager is burdened with the responsibility of the implementation of human resource management policies.First-line manager needs to guarantee that all kinds of human resource management policies land safely and play an effective role that the company desires.During the process,employee must effectively perceive human resource management policies that first-line manager implement.However,the effectiveness of their perceptions is affected by many factors.Under the Chinese cultural situation,one of them,the exchange relationship between first-line manager and employee,should be first concerned.The current research is supposed to emphatically study the effect mechanism that how the exchange relationship between first-line manager and employee affect the employee's effective perception of human resource management policies.Hence,this study puts forward some its own thoughts as follows:what kind of impact the exchange relationship between first-line manager and employee act on the employee's perception of the process of implementing human resource management policies?How does the exchange relationship between first-line manager and employee impact person-organization fit through the employee's perception of the process of implementing human resource management policies?For answer the questions,the study build the theory model of the relationships among leader-member exchange,human resource management strength,communication openness,perceived person-organization value fit and perceived needs-supplies fit,based on social exchange theory,organizational socialization theory and convincing theory.At last,the study collects data through questionnaire and does empirical analysis by SPSS 19.0 and AMOS 7.0 to test the hypothesis.Through the analysis to data,this study obtains the conclusions as follows:First,in the aspect of direct effect,leader-member exchange has a positive impact on the strength of human resource management,perceived person-organization value fit and perceived needs-supplies fit;Human resource management strength has a positive impact on perceived Person-Organization Value Fit.Second,in the aspect of mediation effect,Human resource management strength fully mediated between leader-member exchange and perceived person-organization value fit;Human resource management strength partly mediated between leader-member exchange and perceived needs-supplies fit.Third,in the aspect of moderation effect,communication openness significantly weakens the relationship between leader-member exchange and human resource management strength,and weakens the mediation effect of human resource management strength on the relationship between leader-member exchange and perceived person-organization fit.