领导-成员交换组合对追随力的影响--传统性和感知人力资源管理强度的调节作用  

The effect of leader-member exchange combinations on followership:The moderating role of traditionality and perceived strength of human resource management

作　　者：贾建锋[1,2,3] 赵若男 蔡亚华 刘伟鹏 ZHAO Ruo-nan;CAI Ya-hua;LIU Wei-peng;JIA Jian-feng(School of Business Administration,Northeastern University,Shenyang 110169,China;National Frontiers Science Center for Industrial Intelligence and Systems Optimization,Shenyang 110819,China;Key Laboratory of Data Analytics and Optimization for Smart Industry,Ministry of Education,Shenyang 110819,China;College of Business,Shanghai University of Finance&Economics,Shanghai 200433,China)

机构地区：[1]东北大学工商管理学院,沈阳110169 [2]工业智能与系统优化国家级前沿科学中心,沈阳110819 [3]智能工业数据解析与优化教育部重点实验室,沈阳110819 [4]上海财经大学商学院,上海200433

出　　处：《管理科学学报》2024年第7期84-99,共16页Journal of Management Sciences in China

基　　金：国家自然科学基金资助项目(71972032);中央高校基本科研业务专项资金项目(N2406004).

摘　　要：随着员工地位提升,员工追随力的激发成为组织关心的议题.从员工和领导对彼此关系质量(LMX)感知存在不对等的现象入手,基于角色理论,本研究构建了员工和领导的LMX组合对追随力影响的理论模型并考察了传统性和感知人力资源管理强度的边界作用.通过收集75位领导和350位员工的配对样本数据,并进行潜在剖面分析、多项式回归和响应面分析,研究发现:员工和领导之间存在四种LMX组合.具体来说,“高-高”组合比“低-低”组合更容易激发追随力;“高-低”组合比“低-高”组合更容易激发追随力.同时,LMX不同组合与追随力之间的关系也受到传统性和感知人力资源管理强度的调节.具体来说,高传统性下,“高-高”组合和追随力之间的关系与“低-低”组合相比得到了增强,“低-高”组合和追随力之间的关系与“高-低”组合相比得到了增强;高感知人力资源管理强度下,“低-低”组合和追随力之间的关系与“高-高”组合相比得到了增强,“高-低”组合和追随力之间的关系与“低-高”组合相比得到了增强.研究深化了LMX组合对追随力产生的差异影响及其边界作用,为解决员工和领导关系不对等问题提供了理论依据和实证支持.As the employees'positions rise,the stimulation of employee followership has become an important issue for organizations.Starting from the phenomenon that employees and leaders have unequal perceptions of their relationship quality(LMX),based on role theory,this study constructs a theoretical model of the effects of LMX combinations on followership and examines the boundary conditions of traditionality and perceived strength of human resource management.By collecting data from paired sample of 75 leaders and 350 employ-ees and conducting latent profile analysis,polynomial regression and response surface analysis,the results show that:There are four combinations of LMX between employees and leaders.Specifically,“high-high”combination is more likely to stimulate followership than“low-low”combination,and“high-low”combination is more likely to stimulate followership than“low-high”combination.Moreover,the relationship between dif-ferent LMX combinations and followership is moderated by employees'traditionality and perceived strength of human resource management(PHRMS).Specifically,when employees'traditionality is high,the relation-ship between the“high-high”combination and followership is enhanced compared to the“low-low”combina-tion,and the relationship between the“low-high”combination and followership is enhanced compared to the“high-low”combination.What's more,when employees'PHRMS is high,the relationship between the“low-low”combination and followership is amplified compared to the“high-high”combination,and the rela-tionship between the“high-low”combination and followership is amplified compared to the“low-high”combi-nation.This study deepens our understandings of the different influences and boundary conditions of LMX combination on followership,and provides theoretical sights and practical implications to address unbalanced relationship between employees and leaders.

关 键 词：领导-成员交换组合 追随力 传统性 感知人力资源管理强度 角色理论 

分 类 号：C93[经济管理—管理学]