领导友好关系管理(LRM)与员工情感承诺:LMX的中介与调节作用  

Leader Rapport Management(LRM) and Employees' Affective Organization Commitment: The Mediated and Moderated Roles of Leader-member Exchange

作　　者：尹奎[1] 刘永仁[2] 宋璐璐[2] 

机构地区：[1]中国人民大学劳动人事学院,北京100872 [2]山东大学商学院,山东威海264209

出　　处：《管理工程学报》2016年第4期1-10,共10页Journal of Industrial Engineering and Engineering Management

摘　　要：顺应从沟通方式向具体沟通行为研究转变的大趋势,基于上下级人际互动的微观视角,旨在探讨领导友好关系管理(Leader Rapport Management)对员工情感承诺的影响与作用机制。以山东、河南、北京等地297名员工为被试,以spss17.0与Amos21为统计分析工具,验证了White et al(2012)开发的三维度LRM量表的生态效度。研究结果表明:LRM整体对员工情感承诺有显著正向影响,其中社交维度的影响大于自我维度,自主维度对员工情感承诺的影响并不显著;LRM整体与其各维度对LMX有显著正向影响,证实了LRM是解释LMX形成的有效理论;LMX对员工情感承诺具有显著正向影响;LMX对LRM整体、自我维度、社交维度与员工情感承诺的关系具有部分中介作用,同时LMX对LRM整体与员工情感承诺的关系具有负向调节作用,证实了LMX在LRM与员工情感承诺关系中扮演着中介与调节的双重角色,揭示了LRM对员工情感承诺影响的作用机制与边界条件。最后,讨论了研究的理论意义、管理实践意义、研究局限与未来研究展望。Since the beginning of this century, communication has been one of research priorities in many subject areas, such as management, psychology, job psychology and so on. The effectiveness of superior-subordinate communication has also become a necessary condition to enhance the level of human resource management and operational efficiency for organizations. Unfortunately, superior-subordinate interactions do not produce satisfactory results like high communication satisfaction and deep affeetive organizational commitment （AOC） as expected. Based on the above issues, White and Campbell introduced the concept of rapport management from sociolinguistics into the study of superior-subordinate interactions. These two authors proposed the new concept ＂Leader Rapport Management （LRM）＂, which refers to a series of interactive behaviors adopted by the superior during superior-subordinate interactions. They also divided leader-friendship relationship into three dimensions and developed an 8-item scale. Does the scale of LRM have a good reliability and validity in the context of Chinese organizations？ Does LRM exert a positive influence on employees＇ affective organizational commitment and LMX in the context where ＂gnanxi＂ is emphasized？ LMX＇s positive impact on employees＇ AOC has commonly been acknowledged. What roles does the LMX play in the relationships between LRM and employees＇ affective organizational commitment？ These questions will be answered clearly in this study. Previous studies concentrate on theoretical explorations of the new concept LILM and lack of its empirical studies. From a microcosmic perspective of leader-member interactions, the purpose of this paper is to explore the mechanism about how Leader Rapport Management （LRM） affects employees＇ affective organizational commitment （AOC）. We used SPSS17 and AMOS21 statistical tools to analyze a sample of 297 employees from Shandong, Henan and other provinces. The research results indicate that： （1） the three-facto

关 键 词：领导友好关系管理 领导成员交换关系 情感承诺 

分 类 号：C936[经济管理—管理学]