LMX差异化对创造力的影响:一项多层次研究

发布时间：2019-04-28 08:40

【摘要】：领导成员交换关系的差异化是近年来学术界的一个热点课题.尽管已有研究考察了它对一些个体和团队产出的影响,但领导成员交换关系差异化对创造力的影响一直为研究者们所忽略.领导成员交换关系差异化文献和社会比较理论表明领导与不同下属交换质量的差异对团队及个人创造力的发挥具有重要意义.基于此,本研究采用社会比较的理论视角,同时从个体和团队两个层面考察领导成员交换关系差异化对团队和个体创造力的影响,并进一步分析团队层面的差异化对个体层面效应的调节作用.通过对中国大陆80个知识型团队的367名个体的问卷调查,结果发现:在个体层面,相对的领导成员交换关系(RLMX)对个体创造力有显著正向影响,团队自主支持感在这两者关系中起着中介作用;在团队层面,领导成员交换关系差异和团队创造力之间呈U型关系,领导成员交换关系差异对个体创造力有消极影响,但团队层面的关系差异化对RLMX和个体创造力关系的调节效应不显著.总体来看,本研究发现LMX差异化对个体层面和团队层面的影响是不一致的.最后讨论了本研究的不足及未来潜在的研究方向.
[Abstract]:The differentiation of exchange relationship between leaders and members is a hot topic in academic circles in recent years. Although some studies have examined its impact on individual and team output, the influence of leader exchange relationship differentiation on creativity has been ignored by researchers. The differences in exchange quality between leaders and subordinates are of great significance to the development of team and individual creativity. Based on this, this study uses the theoretical perspective of social comparison, at the same time from the individual and the team level to examine the impact of leadership member exchange relationship differentiation on team and individual creativity. And further analysis of the team-level differentiation on the individual level of the effect of regulation. Through a questionnaire survey of 367 individuals from 80 knowledge-based teams in mainland China, the results show that, at the individual level, the relative leader-member exchange relationship (RLMX) has a significant positive impact on individual creativity. The sense of self-support of the team plays an intermediary role in the relationship between the two; At the team level, there is a U-shaped relationship between the leadership member exchange relationship difference and team creativity, and the leader member exchange relationship difference has a negative impact on individual creativity. However, the relationship differentiation at the team level has no significant regulatory effect on the relationship between RLMX and individual creativity. Overall, this study found that the impact of LMX differentiation on individual and team level is inconsistent. Finally, the deficiency of this study and the potential research direction in the future are discussed.
【作者单位】：天津大学管理与经济学部;中央财经大学商学院;中国人民大学劳动人事学院;首都经济贸易大学劳动经济学院;
【基金】：国家自然科学青年基金资助项目(71402117;71302129) 教育部人文社会科学研究青年基金资助项目(13YJC630176;13YJC630036) 北京市社会科学基金资助项目(16GLB035) 天津市科技发展战略研究计划资助项目(S15113140)
【分类号】：F272.92

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