领导—成员交换社会比较、内部人身份认知与工作绩效:领导—成员交换关系差异的作用  

Leader-Member Exchange Social Comparison,Perceived Insider Status and Employee's Job Performance:The Role of LMX Differentiation

作　　者：杨晓[1] 师萍[1] 谭乐[1] 

机构地区：[1]西北大学经济管理学院

出　　处：《南开管理评论》2015年第4期26-35,共10页Nankai Business Review

基　　金：国家自然科学基金项目(71401135);陕西省自然科学基金项目(2014JQ2-7042)资助

摘　　要：领导—成员交换关系社会比较(LMXSC)是领导—成员交换(LMX)理论的最新拓展,但关于LMXSC对员工影响效果与机制的研究还比较缺乏。本研究探讨内部人身份认知在LMXSC与员工绩效间的中介作用以及领导—成员交换关系差异(DLMX)在LMXSC与内部人身份认知间的调节作用。通过问卷调查并对7家企业48名团队领导与308名下属配对分析后,本研究发现,控制LMX后内部人身份认知在LMXSC与任务绩效间起部分中介作用;控制LMX后LMXSC对内部人身份认知具有正向影响作用,领导—成员交换关系差异在两者间发挥调节作用。Leader-member exchange （labeled LMX） theory mainly assumes that leaders develop differential relationships among the subordinates who report directly to them in their work groups. For 40 years, researchers have investigated LMX＇s antecedents, conse- quences, and its impacting mechanism and achieved rich findings. However, these studies treated each dyadic LMX in isolation and ignored that LMX was embedded within the wider social context of teams. By considering LMX within the team context, LMX theory extends a new construct： Leader-member exchange social compar- ison （labeled LMX social comparison, or LMXSC） based on social comparison theory, which refers to subjective ratings by individuals of their LMX compared to the LMXs of coworkers. The researchers have found that employees＇ perceptions of LMXSC are positively related beyond the effect of LMX to job performance and organiza- tional citizenship behaviors. However, the mechanism concerning how LMXSC influences job performance is still unknown. This ar- ticle aims to examine the mediating process that LMXSC influenc- es employee＇s performance through perceived insider status （labeled PIS） based on social identification theory and the moderating effect of LMX differentiation （labeled DLMX） on the relationship be- tween LMXSC and PIS according to social information processing theory. We test this model with a data-set from a sample of 308 sub- ordinate-supervisor dyads in 48 departments of 7 enterprises. Using multilevel regression analyses, the results show that LMXSC is positively and significantly related to both job performance and PIS after controlling LMX; DLMX attenuates LMXSC＇s direct effect on PIS; PIS has a salient impact on the employee＇ s performance; PIS partly mediates the relationship between LMXSC and job perfor- mance. Therefore, the study expands the explanation scope of LMX theory, deepens LMXSC＇s researching findings. Meanwhile, it also provides several management advices for leaders to effectively use LMX differ

关 键 词：领导—成员交换关系社会比较 内部人身份认知 任务绩效 领导—成员交换关系差异 

分 类 号：C933[经济管理—管理学]