LMX对员工组织支持感知与情绪枯竭的影响——LMX差异化的调节作用

发布时间：2017-12-30 23:05

本文关键词：LMX对员工组织支持感知与情绪枯竭的影响——LMX差异化的调节作用　出处：《经济管理》2017年08期 　论文类型：期刊论文

【摘要】：本文采用120个分店的514名员工的匹配数据,结合资源保存理论、社会交换理论和公平理论,探讨了领导—成员交换关系(LMX)对员工组织支持感知和情绪枯竭的影响,以及员工组织支持感知在领导—成员交换关系质量和员工情绪枯竭之间的中介作用,并重点探讨了领导—成员交换关系质量差异化对上述关系的调节作用。结果表明,领导—成员交换与员工组织支持感知总体上呈显著正向关系;领导—成员交换与情绪枯竭总体上呈显著负向关系,且员工组织支持感知在其中起到部分中介作用;领导—成员交换关系质量差异化分别对领导—成员交换关系与情绪枯竭和领导—成员交换关系与员工组织支持感知的关系起到调节作用。进一步地,领导—成员交换关系质量差异化会调节员工组织支持感知在领导—成员交换关系与情绪枯竭中的中介作用,即存在被调节的中介效应。
[Abstract]:In this paper, the data of 514 employees in 120 branches, with the conservation of resource theory, social exchange theory and equity theory, discusses the relationship between leader member exchange (LMX) on organizational support influence cognitive and emotional exhaustion, and employee perceived organizational support guide member exchange intermediary role between relationship quality and employee emotional exhaustion in the collar, and discussed the relationship between leader member exchange quality differentiation moderating effects on the relationship. The results show that the leader member exchange and organizational support perceived overall positive impact; leader member exchange and emotional exhaustion on the whole has a significant negative relationship, and perceived organizational support to employees in plays the intermediary role; leader member exchange relationship quality difference on leader member exchange relationship with emotional exhaustion and leader member exchange. It plays a moderating role in the relationship between employee support and perceived organizational support. Further, the difference between leader member exchange quality will mediate the mediating effect of perceived employee support in leader member exchange and emotional exhaustion, that is, the moderating mediator effect exists.

【作者单位】：南京大学商学院;
【基金】：国家自然科学基金项目“中国企业惩罚行为的决策动因、直接及溢出效应”(71372028) 江苏省333高层次人才培养工程专项资助项目“转型期企业高绩效工作系统的内容结构、测量与实施效果:基于江苏服务业的实证研究”(BRA2015330)
【分类号】：C936;F272.92
【正文快照】： 一、引言当今时代,伴随着劳动力就业市场的激烈竞争,组织中的工作压力也急剧增加,大量组织中的员工都存在情绪资源被极度消耗的情况。而情绪枯竭成为组织,尤其是那些需要员工长期进行大量情绪劳动的组织极为关心的一个话题,很大程度上是因其所能造成的负面后果的严重性,如低

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