Abstract
Through a survey of 256 employees and their supervisors, the results show that the leader-member relationship between the supervisor and the employee has a certain adjustment effect on the relationship between organizational input and employee contribution, which indicates that the role of the supervisor playing as a spokesperson of employees is indeed having an influence on the role of the organizational agent. When the supervisor thinks that the leader-member relationship is good, it can promote the smooth progress of social exchange between the organization and the employees, so that the input of the organization can get higher job performance returns and work engagement of the employees, but the emotional exhaustion between each other cannot be proved.
Highlights
Theory and AssumptionsTo explore the influence of leader-member relationship on staff, it is first necessary to understand what is the specific content of staff input and employee contributions, and what is the relationship between employee input and employee contribution when not considering the influence of leader-member relationship
Through a survey of 256 employees and their supervisors, the results show that the leader-member relationship between the supervisor and the employee has a certain adjustment effect on the relationship between organizational input and employee contribution, which indicates that the role of the supervisor playing as a spokesperson of employees is having an influence on the role of the organizational agent
When the supervisor thinks that the leader-member relationship is good, it can promote the smooth progress of social exchange between the organization and the employees, so that the input of the organization can get higher job performance returns and work engagement of the employees, but the emotional exhaustion between each other cannot be proved
Summary
To explore the influence of leader-member relationship on staff, it is first necessary to understand what is the specific content of staff input and employee contributions, and what is the relationship between employee input and employee contribution when not considering the influence of leader-member relationship. Regarding the relationship between developmental input and performance, some studies have found that authorization has a positive influence on task performance, while the relationship between career management, participation in decision-making, fairness and employee task performance are still unclear. It is found that organizational career management is not related to employee task performance. Long Lirong and others found that the organizational career management of Chinese enterprise has a positive influence on the task performance of employees. Employees’ perception of fairness has a positive influence on organizational citizenship behavior. The study found that the positive relationship between leaders and members regarding the emotional exhaustion of employees is not obvious. Hypothesis 1: The leader-member relationship has a positive influence on employee task performance and work engagement. Hypothesis 2: The quality of leader-member relationship has a positive influence on employee emotional exhaustion
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