组织中主管-下属关系的运作机制与效果

发布时间：2018-04-25 12:03

本文选题：主管-下属关系 + 关系投入　；参考：《心理学报》2011年07期

【摘要】：基于社会交换的理论视角,以下属关系投入-主管资源回报的概念架构来展现组织中主管与下属关系互动的实质,对主管-下属关系的运作效果与机制进行跨层次的实证研究。通过问卷法获得54个工作群体的426名下属与主管的对偶数据,基于HLM分析的结果表明:下属在工作之余对主管的私人关系投入不仅能直接获得主管的工具性资源回报与情感性资源回报,还能通过领导-成员交换(LMX)间接地获得主管的工具性与情感性资源回报,而在工作群体内基于私人关系进行人力资源管理决策的特征对主管与下属之间的关系互动与关系质量也存在一定程度的影响。
[Abstract]:Based on the theoretical perspective of social exchange, this paper presents the essence of the interaction between supervisor and subordinate in an organization by using the conceptual framework of the relationship between subordinate inputs and supervisor resources, and conducts a cross-level empirical study on the operational effect and mechanism of the director-subordinate relationship. The data of 426 subordinates and supervisors from 54 working groups were obtained by questionnaire. The results based on HLM analysis show that the personal relationship investment of subordinates to supervisors after work can not only directly obtain the return of instrumental resources and emotional resources of supervisors, but also the return of emotional resources. Through the leader-member exchange, LMX can also indirectly obtain the instrumental and emotional resource returns of the supervisor. However, the characteristics of human resource management decision-making based on personal relationship in the working group also have a certain degree of influence on the relationship interaction and relationship quality between supervisors and subordinates.
【作者单位】：华中师范大学心理学院暨湖北省人的发展与心理健康重点实验室;华中科技大学管理学院;湖北中医药大学社会科学部;
【基金】：国家自然科学基金资助(70671046) 教育部人文社科青年基金资助(10YJC630267) 华中师范大学人文社科丹桂计划资助(09DG003)
【分类号】：C936

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