领导—成员交换与家族企业员工离职倾向的关系研究-research on the relationship between leadership - member exchange and turnover intention of family business employees.docxVIP

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领导—成员交换与家族企业员工离职倾向的关系研究-research on the relationship between leadership - member exchange and turnover intention of family business employees.docx

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领导—成员交换与家族企业员工离职倾向的关系研究-research on the relationship between leadership - member exchange and turnover intention of family business employees

AbstractThereisagreatdevelopmentofChina’sfamilyfirmsduringtheseyears,moreandmoreChina’sfamilyfirmscometobelisted.Butduringcollectedsurveydata,theaveragelifeofourChinafamilyfirmisonly3.5years,theremanyreasonseffectonthiscondition.Amongthesereasons,coretalentteamsarenotsteadyandhighstaffturnoverareseriouslyimpactonthelifeanddevelopmentofChina’sfamilyfirms.Thereforethestudyofstaffturnoverintentionisveryimportant.Leader-memberexchange(LMX)isoneofthemostpopularleadershiptheories,itconsidersthatthevalidityofleaderbehaviordependonthetwo-waychoicebetweentheleaderandhissubordinates.Limitedonleaders’timeandenergy,theycouldnotusethesamewaytreattheirsubordinates.Sodistinguish“inside”and“outside”ismeaningful.Duringthepaststudies,the“in-groupmembers”usuallyhavebetterperformanceevaluationresults,morechancesofpromotionandlowturnoverintention.Sodifferentemployeeshavedifferentorganizationaljusticeperception,andthenitwillhavenegativeimpact,suchaslowerjobsatisfaction,turnoverintention,behaviorelevatedandsoon.Thisthesisconstructconceptualmodelbasedonthetheory,probeintosomerelationshipaboutChina’sfamilyfirm.IncludethequalitybetweenLMXrelationships,senseoforganizationaljusticeandstaffturnoverintention.AsthetheoriesofLMXaredevelopedfromthewest,toverifytheadaptabilityonChineseculture,weaddcultureatmosphereasamoderator.Throughtheempiricalstudies,wefoundthatLMXrelationshipispositivelycorrelatedwithorganizationaljusticeperceptionnegativelyinterrelatedwithstaffturnover;cultureatmosphereregulatetherelationshipbetweenLMXandorganizationaljusticeperception;organizationaljusticeperceptionmediatebetweenLMXandstaffturnoverintention.Thisthesishaveadvancedsomecountermeasuresandsuggestionsforchina’sfamilyfirm’developmentaboutLMXrelationshipbasedonempiricalstudies,alsopointoutinadequaciesandresearchdirectionsinthefuture.KeyWords:Leader-memberexchange;Organizationaljusticeperception;Turnoverintention;Cultureatmosphere;Familyfirm目录第1章绪论........................................................................