The Research on the Correlation between Leader-Member Exchange and Impression Management & Organizational Citizenship Behavior
|School||Dongbei University of Finance|
|Keywords||leader-member exchange impression management organizational citizenship behavior|
Organizational citizenship behavior has become one of the hot issues in the field of Management since it formally came into the research focus in 1980s. With the development of market economy and the coming up of the knowledge economy era, flat organizational structure emphasizing the staff autonomy and cooperation has meet the requirement of the times. Within the new organizational structure, the boundaries between the staff’s own and additional work has become more blurred. Besides, people’s self-consciousness has been awakened, especially the ones born in the 1980s and received higher education. They pay more attention to the expression of individual points of view and have independent thoughts which they have applied to the action. They are willing to, and also have the capacity to show organizational citizenship behavior. Without the feelings, loyalty, contribution and etc. established between the subordinates and the leaders, the organizational citizenship behavior would have been the one-part inclination of the staff and finally ceased because of the lack of continuous motivation.Under such circumstances, it will be very commendable to stimulate the leader-member exchange and staff organizational citizenship behavior. However, during the process of practices, we should notice that the reason why organizational citizenship behavior is indicative among staff is out of the motivation of impression management, instead of self voluntary. Therefore, it has significant practical value to study the influence the motivation of impression management has on organizational citizenship behavior within the context of China.With a history of 27 years, the importance of organizational citizenship behavior has already got the public recognition from the research circle. However, admittedly, most of the research is still based on the European and American culture. That whether the conclusion is consistent with the actual situation of China remains to be further examined. This paper briefly reviews theories and relevant bibliographies of leader-member exchange, impression management and organizational citizenship behavior. Taking the method of online questionnaire and analysis of SPSS16.0 to survey the post-1980s knowledge staff in the research, we investigate the relationship among leader-member exchange, impression management, interaction of the both and organizational citizenship behavior from the angle of the subordinates. On one hand, this theory model intends to take both the positive and "negative" influential variables into account to make theoretical breakthrough by breaking the mental set of positive influence in mention of organizational citizenship behavior. On the other hand, the research object of this paper is the group of the post-1980s knowledge staff. The positive research on the true reason why they adopt the organizational citizenship behavior is rarely carried out. In addition, it is the first time to carry out such research on the group of post-1980s under the structure of this paper. Therefore, this is the brand new attempt for this paper from the theoretical angle. Not only is this paper will promote the localization and embodiment of the theory model of relevant organizational citizenship behavior to adapt the context of China, but also provide a better reference for the organizational citizenship behavior conducted on other special groups. It also has theoretical and practical meaning for promoting the development in the research circle of organizational citizenship behavior in our country.The main conclusions of the study are as follows.1. Education background influence LMX and IM significantly.2. Workingage in present company influence professional respect and OCB significantly.3. There is significant positive correlation between LMX and OCB, and between different dimensions of LMX and OCB, especially between contribution dimension and OCB.4. There is significant positive correlation between LMX and OCB,and between different dimensions of IM and OCB,especially between self-publicity dimension and OCB.5. LMX, IM and interaction of both have significant positive correlation with OCB.Based upon the conclusions of the above positive analysis and the combination of the problems and issues appeared in the research, the research limitations are raised and the suggestions and prospects for the future research are proposed.