在每個組織中，領導者必須為成員提供指導和指導以及必要的資源，以便他們能夠很好地完成工作。另一方面，成員必須展示自己的專業, 並向領導者證明自己的能力。這種關係被稱為領導者 - 成員交換。在之前，已經有很多論文研究了LMX與工作績效之間的關係。然而，沒有多少研究將自我效能視為LMX與員工績效之間的中介。因此，本論文中將介紹自我效能作為LMX與一個人工作表現之間的中介。此外，本研究還考察了壓力因素對員工績效的影響。
在本論文中，我們想研究領導成員交換（LMX）如何通過提高自我效能來影響員工的工作績效。我們還將工作壓力分為兩個不同的來源：障礙和挑戰壓力，通過發現它們對一個人的工作績效的不同影響。此外，我們還研究了LMX和自我效能對工人壓力源的影響。最後，我們將測試LMX與兩種壓力因素之間自我效能的中介作用。

In every organization, leaders have to provide direction and guidance as well as necessary resources for member in order to perform their jobs well. On the other hand members have to show their discipline and prove their abilities to their leaders. This relationship is so called Leader-member exchange. In the pass, there are many papers have investigated the relationships between LMX and job performance. However, there are not many studies examine self-efficacy as a mediator between LMX and employee’s performance. This study therefore will introduce self-efficacy as mediator between LMX and one’s job performance. Moreover, this study also examines the roles of stressors on employee’s performance.
In this thesis we would like to examine how Leader member exchange (LMX) effect employee’s job performance through enhancing one’s self efficacy. We also will separate job stress into two distinguished sources: hindrance and challenge stressor by finding their difference effect on one’s job performance. Furthermore, we also investigate the effect of LMX and self-efficacy on worker’s stressor. Finally we will test the mediate role of self-efficacy between LMX and two stressors.

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