基于同事视角的领导-部属交换研究  

Leader-Member Exchange:An Eye from the Peer

作　　者：郎艺[1] 王辉[1] 

机构地区：[1]北京大学光华管理学院

出　　处：《管理学报》2017年第1期33-43,共11页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71272034)

摘　　要：基于社会比较理论,通过两项研究,分析了团队成员与团队领导的领导-部属交换质量的差异如何影响员工对待同事的态度。研究1通过自我报告和内隐联想测验发现,在外显态度方面,如果领导根据胜任力来划分圈内人和圈外人,员工会对属于领导圈内人的同事持相对积极的态度;如果领导根据相似性或私人关系来划分圈内人和圈外人,员工会对圈内同事持相对中立的态度;在内隐态度方面,无论领导划分圈内圈外的标准如何,员工对圈内同事都持有相对负面的态度。研究2通过问卷调查发现,团队凝聚力调节了领导-部属交换质量的差异对员工对待同事态度的影响。研究结果丰富了领导-部属交换理论,对团队管理具有一定的实践指导意义。Based on social comparison theory,the current study investigated the question of how leader-member exchange（LMX）influences employee＇s explicit and implicit attitude toward coworkers（Study1）,and how team cohesion moderates the relationship between dissimilarity in employees＇ LMX and their attitude towards each other（Study2）.Through self-report and implicit association test（IAT）,study 1found that（1）the criterion employed by supervisors to differentiate in-group and outgroup members will have an impact on the subordinates＇ explicit attitude.When the criterion is competence,subordinates will show relatively positive explicit attitude towards in-group colleagues.When the criterion is similarity or personal relationship,subordinates will show relatively neutral explicit attitude towards in-group colleagues;（2）no matter what the criterion is,subordinates always hold more negative implicit attitude towards in-group than out-group colleagues.Through survey and social relations modeling,study 2found that cohesion moderates the effect of dissimilarity in LMX on employee＇s attitude towards coworkers.The current study enriches the research of LMX,and provides practical implications for team management.

关 键 词：领导-部属交换 同事 外显态度 内隐态度 团队凝聚力 

分 类 号：C93[经济管理—管理学]