Abstract Based on the theory of rational behavior, this research has discussed and compared the employee innovative-dominated and routine-dominated performance of different formal status levels, and has empirical tested the moderated effect of leader-member exchange (LMX). A data analysis of 715 dyadic sample and 12 human resource management departments shows that 1) the middle-level status employees’ innovative-dominated performance is lower than the other members, and their routine-dominated performance is in the middle; 2) LMX moderates the relationships between formal status and individual innovative-dominated and routine-dominated performance in respectively. Specifically, the middle-level status employee’s innovative-dominated performance increases the most, and the routine-dominated performance increases the middle under the moderated effect of high LMX. At last, the policy suggestions are made based on the conclusions, and the future directions are also provided.
