知识型团队中领导-成员交换关系差异对成员工作态度的影响:成员间信任的中介作用  

The Relationship between Differentiation in LMX and Work Attitude in Knowledge Teams: The Mediating Role of Trust in Teammates

作　　者：倪渊[1] 林健[2] 

机构地区：[1]北京航空航天大学经济管理学院,北京100191 [2]清华大学教育研究院,北京100084

出　　处：《管理工程学报》2013年第4期1-7,共7页Journal of Industrial Engineering and Engineering Management

基　　金：教育部哲学社会科学研究重大资助项目(09JZDW001)

摘　　要：作为领导-成员交换理论中的核心概念,领导-成员关系差异化在近几年得到了学术界的广泛关注。基于此,本文探讨了知识型团队中LMX差异对团队成员工作态度的影响机制。通过对来自不同组织49个知识工作团队的225个成员的调研,展开实证研究。模型的测量建立在个人层面上,研究结果发现:在控制个体LMX质量的基础上,团队成员所感知到的LMX差异与成员的情感承诺负相关,与离职倾向正相关,并且成员间的信任在以上两个关系之间起中介作用。本文的结论有助于进一步揭开LMX差异与其结果变量之间的影响机制,在一定程度上丰富了领导理论。The leader-subordinate relationship is always viewed as one of the most crucial relationships in the organizational setting from the perspective of organizational dynamics. Many of the early researches on leader-subordinate relationship adopted an average leadership style perspective, which did not correspond with the team management practice. Recently, the leader-member exchange （LMX） theory, evolved from the vertical-dyad linkage, broke this departure and emphasized that leaders developed different quality of relationships with subordinates, ranging from low to high. As the deep exploration and development in LMX theory, the LMX differentiation which is naturally embedded in the phenomenon of LMX, has been a focus in this field and attracted lots of researchers＇ attention. To our knowledge, majority of the present studies on LMX differentiation mainly adopted LMX differentiation as a moderator variable. Literatures directly integrating LMX differentiation with individual-level outcome were very rare. Therefore, to address this imbalance, this study focuses on illuminating the relationship between LMX differentiation and the individual affeetive organizational commitment and turnover intentions, which are considered as two significant aspects of work attitude. According to the literature review on the LMX differentiation, the trust in teammates and work attitude, this study proposed four hypotheses ： 1 ） perceived LMX variability will be negatively related to trust in teammates; 2） LMX differentiation is negatively related to affective organizational commitment, and positively related to employee turnover intentions ; 3 ） trust in teammates is positively related to affeetive organizational commitment, and negatively related to employee turnover intentions; and 4） the relationship between perceived LMX variability and employee work attitude will be mediated by reports of relational trust in teammates. In order to verify the effectiveness of these hypotheses, data were obtained from 225 employees

关 键 词：LMX差异 工作态度 情感承诺 离职倾向 成员间信任 

分 类 号：F270[经济管理—企业管理]