领导成员交换调节作用下中端正式地位和员工工作绩效关系研究

发布时间：2018-01-04 05:29

本文关键词：领导成员交换调节作用下中端正式地位和员工工作绩效关系研究　出处：《管理学报》2017年10期 　论文类型：期刊论文

【摘要】：基于合理行为理论视角,通过来自715份上下级配对样本及其组织人力资源管理部门报告三方数据来源的统计分析结果,探讨比较了高、中和低端正式地位群体成员的创新主导和常规主导绩效的高低,并实证检验了领导-成员交换关系(LMX)的调节作用。研究结果表明,中端正式地位员工的创新主导绩效明显低于高-低端员工,其常规主导绩效介于低端和高端员工之间;LMX具有调节作用,相比而言,LMX对中端正式地位员工创新主导绩效的促进作用最为明显,但对中端正式地位员工常规主导绩效的促进作用基于中间水平。最后,结合研究结论提出有关管理实践建议,并展望未来研究方向。
[Abstract]:From the perspective of rational behavior theory, this paper discusses and compares the results of statistical analysis of three parties data sources from 715 matched samples and organizational human resources management departments. The performance of innovation leading and conventional leading of middle and low status group members is tested and the regulatory effect of LMX is tested empirically. The research results show that. The innovation leading performance of the employees in the middle formal status is obviously lower than that of the high-low end employees, and the conventional dominant performance is between the low-end and the high-end employees. LMX has a regulatory role, compared to the formal status of staff innovation in the promotion of the role of dominant performance is the most obvious. However, the promotion of regular dominant performance of mid-level staff is based on the intermediate level. Finally, combined with the conclusions of the study, some suggestions on management practice are put forward, and the future research direction is prospected.
【作者单位】：河南大学人力资源研究所;华中科技大学管理学院;西北大学法学院;
【基金】：国家自然科学基金资助重点项目(71232001);国家自然科学基金资助项目(71272123,71672070,71772057) 河南省哲学社会科学规划资助项目(2017BSH004)
【分类号】：F272.92
【正文快照】： 1　研究背景组织中中端正式地位成员同其他成员工作绩效高低的争论一直是学术界关注的焦点。一般而言,员工在组织中主要存在两类地位:(1)非正式地位,指个体成员在同事和领导心目中的形象和影响力,不具有法定效力;(2)正式地位,指由组织正式制度赋予员工的职级或工作头衔等,具有

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