文化价值观对领导-部属关系与工作结果、心理健康的调节机制:“关系相处”和“社会交换”视角的比较

发布时间：2018-04-09 04:23

本文选题：领导-部属关系　切入点：领导-部属交换　出处：《管理评论》2017年03期

【摘要】：本文以党政机关、事业单位和民营企业的133对领导-部属为研究对象,从"关系相处"视角,考察了文化价值观对领导-部属关系(LMR)与工作结果、心理健康之间相关的调节机制。结果发现,权力距离和个体传统性均在LMR与大部分工作结果和心理健康变量之间起调节作用。对高权力距离的部属,LMR对部属任务绩效、组织公民行为的影响更强,而对工作倦怠和工作满意度的影响更弱;对于高传统性的部属,LMR对部属任务绩效、工作倦怠、心理健康的影响更强。文化价值观不是侧重从"社会交换"而是侧重从"关系相处"视角发挥作用,个体传统性和权力距离有着不同的调节机制。与领导-部属交换(LMX)相比,LMR更为敏感于文化价值观的调节作用。
[Abstract]:In this paper, 133 pairs of leaders and subordinates of Party and government organs, institutions and private enterprises are taken as the research objects. From the perspective of "relationship getting along", this paper investigates the relationship between cultural values and the relationship between leaders and subordinates (LMRs) and the results of their work.The regulatory mechanisms associated with mental health.The results showed that power distance and individual tradition played a regulatory role between LMR and most of the work outcomes and mental health variables.The influence of LMR on task performance, organizational citizenship behavior, job burnout and job satisfaction was stronger than that of LMR with high power distance.Mental health effects are stronger.Cultural values focus not on "social exchange" but on the perspective of "relationship getting along". There are different regulating mechanisms between individual tradition and power distance.Compared with LMX, LMR is more sensitive to the regulation of cultural values.
【作者单位】：中国浦东干部学院领导研究院;北京大学心理学系;广东省社会科学院社会学与人口学研究所;
【基金】：国家社科基金青年项目(12CGL056) 中国浦东干部学院课题(CELAP2014-INS-17)
【分类号】：F272.92

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