知识型团队领导-成员交换关系差异对工作嵌入的影响:成员公平感的中介效应  

Relationship between differentiation in LMX and job embeddedness in knowledge teams: the mediating role of justice perception

作　　者：赵鹏[1] 刘晓冰[1] 

机构地区：[1]大连理工大学管理学院,辽宁大连116024

出　　处：《科技与管理》2015年第5期115-120,共6页Science-Technology and Management

摘　　要：领导-成员交换关系差异虽然近年来已逐渐被研究领域所关注,但其影响因素、与个体或组织的行为等结果变量的作用关系仍然不够清晰。以知识型团队的262个成员为被试对象,研究成员感知到的领导-成员交换差异对其工作嵌入的影响,并分析公平感在两者之间的中介作用。结果表明,团队成员感知到的领导-成员交换关系差异负向影响其公平感和工作嵌入程度,公平感正向影响其工作嵌入程度,而公平感在领导-成员交换差差异与工作嵌入的关系中起中介作用。研究结论有助于理解领导行为与个人或组织的行为态度等变量之间的作用关系。Although the difference Leader-member exchange relationship has been increasingly concerned in recent years, the factors influencing it and relationship between it with outcome variable, such as individual or organizational behavior, is still not clear enough. In this paper, we take 262 members of the knowledge team as samples to be tested, study the effect of differentiation in LMX on job embeddedness, and the mediating role of justice perception between them. The results show, the differentiation in LMX has a negative effect on justice perception and job embeddedness, the justice perception has a positive effect on job embeddedness, and the justice perception plays a mediating role on effect that differentiation in LMX has on job embeddedness. Conclusions in this paper contribute to understanding the effect relationship between behavior of leadership and individual or organizational attitudes and behavior variables.

关 键 词：领导-成员交换差异 公平感 工作嵌入 中介效应 

分 类 号：C31[社会学]