Research on Leader-Member Exchange and Work Performance

This study was aimed at the relationship model between LMX and work performance. Hypotheses mode was set up, and Chinese edition of LMX scale, team cohesion scale and team performance evaluation scale were used in this paper. 342 survey questionnaires were sent and 231 valid accounting for 67% of the total were received, the samples came from many industries, such as finance, energy, scientific research, IT and telecommunications, representing the state-owned, joint ventures, and private enterprises. Then, multiply stepwise regression, intermediary effect and regulatory effect analysis are used. Through those studies, we found that LMX had significantly positive effects on work performance and the team type and team cohesion affected the relationship between LMX and work performance as regulation variable and intermediary variable respectively. The follows also be found that in order to achieve performance targets, managers should strengthen exchange and communication with staff, care for members´ feeling and special needs, show their care and support and build harmony subordinate relationship to promote team cohesion and work performance with good LMX.