回顧過去的文獻，在組織公平的研究方向，學者大部份研究重點集中在探討組織成員知覺組織公平的後果變項，而對於印象管理的相關研究，則是以員工對主管奉承可以得到較好工作績效，均偏重行為面的觀點，鮮少學者討論組織內成員從事印象管理的內心意圖與知覺組織公平關係。本研究以部屬的角度，籍由對主管行使印象管理行為，探討印象管理與領導-成員交換關係的影響情形，其次，本研究探討領導-成員交換關係與組織公平之間的關係。基於社會交換理論的概念，本研究以領導-成員交換關係為中介變項，分析領導-成員交換關係對印象管理與組織公平的中介效果，本研究調查對象以組織中之部屬與直屬主管為主，採便利性抽樣方式進行問卷調查，於調查對象選取方面，力求涵蓋各層面及跨越不同領域，以1位主管搭配2~4位部屬進行研究。有效問卷為主管46位以及部屬200 位，回收率是93%。分析結果發現領導-成員交換關係在印象管理中自我推銷與模範二個變數，的確扮演著重要的中介角色。基於此一研究發現，本研究分別就理論面與實務面提出相關建議。

In an organizational setting, the subordinate’s perception is influenced by his/ her interaction with the supervisor. This study investigated the subordinate’s impression management behavior towards the supervisor to explore the interrelationship between impression management and leader-member exchange (LMX). Secondly, this study explored the relationship between LMX and organizational justice. Based on the social exchange theory, LMX was used as the mediating variable to analyze its mediating effects on impression management and organizational justice. The research targets mainly consisted of subordinates and their direct supervisors in the organization. A questionnaire survey was conducted using convenience sampling. Efforts were made to select test subjects from all levels and across different fields, wherein each supervisor selected was paired with 2-4 direct subordinates. Valid copies were collected from 46 supervisors and 200 subordinates, making up a response rate of 93%. The results of the analysis revealed that LMX acts as an important mediator with regards to two variables of impression management—self-promotion and exemplification. Based on these findings, this study proposed theoretical and practical suggestions respectively.

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