领导成员交换差异与员工创造力:跨层次模型与检验  

Leader-Member Exchange Differentiation and Employee Creativity:A Multilevel Model and Empirical Examination

作　　者：王冬冬[1] 何洁[2] 

机构地区：[1]中国人民大学商学院,北京100872 [2]湖北经济学院旅游与酒店管理学院,湖北武汉430205

出　　处：《华东经济管理》2016年第7期45-51,共7页East China Economic Management

基　　金：中国人民大学2015年度拔尖创新人才培育资助计划(2013000555)

摘　　要：基于社会认知理论和社会比较理论,文章构建了领导成员交换差异与组织支持感对员工创造力的影响机制模型。根据83个项目团队领导和442名员工的配对样本数据,运用HLM跨层次回归分析对其进行了实证检验。研究结果表明:在领导成员交换差异较高的团队中,员工心理授权受到负向影响进而导致员工创造力下降;组织支持感会削弱这种负向影响效应;组织支持感通过员工心理授权影响员工创造力。Based on social cognitive theory and social comparison theory,this study constructs a process model to explain how and when leader-member exchange differentiation and perceived organizational support affect employee creativity in work teams. Using HLMwith the data from 442 employees and 83 team leaders,we find that leader-member exchange differentia？tion has a negative indirect effect on employee creativity via psychological empowerment in the teams with high leader-mem？ber exchange differentiation,and perceived organizational support will weaken the negative effect. We also find that perceived organizational support has a positive indirect effect on employee creativity via psychological empowerment.

关 键 词：领导成员交换 领导成员交换差异 组织支持感 心理授权 员工创造力 

分 类 号：F272.9[经济管理—企业管理] F273.1[经济管理—国民经济]