CAJ | 학술논문

立足于中国特殊的文化背景,在前人研究的基础上,考察了领导-成员交换、组织公平感和组织沟通开放性三者间的关系,再次证实在现代组织中不同成员和领导的交换质量是不一样的,普遍存在＂圈内＂和＂圈外＂现象。结果表明,提高组织公平感是减小低质量领导-成员交换关系不良影响的重要手段之一;增强组织沟通开放程度能够增强员工的组织公平,减弱由于领导成员的关系质量不佳对组织公平的不利影响。
립족우중국특수적문화배경,재전인연구적기출상,고찰료령도-성원교환、조직공평감화조직구통개방성삼자간적관계,재차증실재현대조직중불동성원화령도적교환질량시불일양적,보편존재＂권내＂화＂권외＂현상。결과표명,제고조직공평감시감소저질량령도-성원교환관계불량영향적중요수단지일;증강조직구통개방정도능구증강원공적조직공평,감약유우령도성원적관계질량불가대조직공평적불리영향。
On the basis of the previous research,this paper takes the unique Chinese culture background into consideration and explores the relationship among Leader-Member Exchange,Organizational Justice and Organizational Communication Openness.It verifies that there are different types of leader-member exchanges and so called ＂the insider＂ and ＂the outsider＂ within the modern organizations.It also finds out that the improvement of organizational justice is one of the crucial ways to reduce the negative impact of low-quality leader-member exchange in Chinese enterprises.The paper argues that the Chinese managers should enhance the organizational communication openness to guarantee the organizational justice and finally minimize the detrimental influence of low-quality leader-member exchange.