中西方文化差异视角下领导-部属关系的结构模型

从中西方文化差异视角,采用本土化研究的思路,构建并检验中国文化下领导-部属关系的结构模型。研究1采用质性研究方法,通过19人的访谈、284人的开放式问卷调查和1部文学著作的分析等3种途径,经3轮条目分类,建立了领导视角和部属视角各7个维度的领导-部属关系结构模型。研究2选取391人的领导样本和133人的领导-部属匹配样本,通过探索性和验证性因素分析,发现领导-部属关系是一个双视角、二阶四因素的结构。双视角是指领导视角和部属视角,二阶因素是指领导-部属的积极关系和消极关系,4个因素分别为关心支持、控制划派、忠诚贡献、抵触反对。与西方LMX-7量表相比,本土化的领导-部属关系量表(LMR量表)在预测工作中的心理健康指标方面具有一定优势。该模型将西方研究对领导-部属“交换”的关注转换到对“关系”的关注上,把仅对积极关系的关注扩展到对消极关系的关注上,并发现了领导视角和部属视角各有不同的结构。     

领导-部属交换（LMX）的回顾与展望

领导-部属交换理论从领导和部属的对偶关系中考察领导行为及其对下属的绩效、组织承诺等结果变量的影响。文章回顾了领导-部属交换的文献,对于它的概念、理论基础、结构、测量工具等进行了综合介绍,对不同测量工具的各自的特点以及它们之间的关系做了分析,接着总结了影响领导-部属关系的影响因素和结果变量以及与变革型领导的关系,最后提出未来研究应该加强从领导部属交换的发展阶段以及从部属或领导的角度来分析领导-部属交换理论     

领导-部属交换的多维结构及对工作绩效和情境绩效的影响

通过两项研究,对领导-部属交换的结构及其对员工的工作绩效和情境绩效进行了探讨。采用探索性因素分析、验证性因素分析、分层回归分析等方法对来自不同企业的员工及其主管的问卷调查结果进行了分析。 结果表明,领导-部属交换是一个多维度的结构,由情感、忠诚、贡献和专业尊敬四个维度组成。单维度的领导-部属交换和多维度的领导-部属交换都对员工的工作绩效和情境绩效具有预测作用,但多维度领导-部属交换的预测作用更强。     

领导–下属心理资本一致性对周边绩效的影响——工作关系与私人关系的中介作用

本文基于相似吸引理论,考察了领导–下属心理资本一致性能否影响双方的工作关系(领导–下属交换,LMX)和私人关系(领导–下属关系,SSG),继而塑造下属的周边绩效。采用多项式回归和响应面分析技术,对164份领导–下属配对数据进行分析,结果表明：领导–下属心理资本越一致,双方的LMX和SSG越高;在一致情形下,与“低–低一致”相比,”高–高一致”时的LMX和SSG更高。领导–下属心理资本一致性通过LMX、SSG影响下属的周边绩效。以上结果能为如何有效利用心理资本管理领导–下属的人际互动、下属周边绩效提供启发。     

仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用

探究仁慈领导与员工创新行为的关系,以及在该关系中内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用。以68名主管和215名员工为对象,通过对两阶段主管-员工配对调查所获取的数据进行分析,结果表明:(1)仁慈领导可以借助内部人身份感知的中介作用,对员工创新行为产生积极的影响;(2)领导-部属交换关系差异化能调节仁慈领导和内部人身份感知的关系,即当关系差异化水平越高,仁慈领导与内部人身份感知之间的正向关系越强;(3)领导-部属交换关系差异化能调节内部人身份感知在仁慈领导与员工创新行为关系间的中介作用,表现为被调节的中介作用模式,即领导-部属交换关系差异化水平越高,仁慈领导与员工创新行为之间通过内部人身份感知的间接关系越强。     

中国组织情境下的领导有效性：对变革型领导、领导-部属交换和破坏型领导的元分析

以91项实证研究(92个独立样本, 33517名员工)为对象, 综合使用元分析、相对权重分析和结构方程技术, 考察了中国组织情境下领导方式的有效性问题。研究者从导向(行为-关系)和性质(积极-消极)两个方面, 选择了变革型、领导-部属交换和破坏型3种领导方式; 从产出类型(态度-行为)方面, 选择了下属工作满意度、情感承诺、留职意愿、任务绩效和组织公民行为5种有效性指标。结果表明：(1)变革型领导和领导-部属交换与员工积极性态度和行为正相关, 破坏型领导与员工积极性态度和行为负相关。(2)三种领导方式的有效性有所不同：在对下属态度的影响上, 领导-部属交换作用最强, 变革型领导次之, 破坏型领导最弱; 在对下属行为的影响上, 破坏型领导作用最强, 领导-部属交换次之, 变革型领导最弱。(3)关系导向领导方式在行为导向领导方式与下属反应关系中起部分中介作用, 即除了直接影响, 变革型和破坏型领导还通过提高和降低领导-部属交换质量影响下属态度和行为。     

领导-成员交换关系差异化研究评述与展望

领导-成员交换关系差异化是指在一个工作团队中, 团队领导与不同成员的交换关系在质量上的差异性。尽管它是领导-成员交换理论的核心内容, 但相比领导-成员交换关系质量, 关系差异化直到最近几年才得到学术界的关注。已有的研究表明它对个体和团队产出具有重要影响。本文从概念、研究起源、测量、影响因素、影响效果以及作用机制方面, 对近年来国、内外的理论和实证研究进行了评述, 并在此基础上指出了未来的研究方向。     

领导-成员交换理论的研究及发展趋势

领导 -成员交换理论 (leader memberexchange,LMX)是近年来一个重要的领导理论。本文对LMX的理论发展过程作了较为全面的回顾 ,总结了LMX在组织层面中的研究现状 ,包括LMX与组织绩效、组织公平、组织支持和员工满意感之间的相互关系 ,并进一步探讨了LMX在组织研究中的发展新趋势。     

领导—部属交换对员工家庭贬损的影响研究：一个有调节的中介模型

关于领导-部属交换理论的研究主要集中在职场范围内,少有研究关注领导-部属交换对员工家庭生活的影响。本研究以工作家庭增益理论（Work-Family Enrichment Theory）、领导权变理论（Contingency Theory）为基础,构建了领导-部属交换、资源获取、负向情感特质和员工家庭贬损之间的关系模型。以成都市某银行的193名员工及员工配偶为样本对研究假设进行了实证性检验,研究结果表明:（1）领导-部属交换对员工家庭贬损具有负向的影响;（2）领导-部属交换对员工资源获取具有正向的影响;（3）员工资源获取对员工家庭贬损具有负向影响;（4）员工资源获取在领导-部属交换和家庭贬损之间起着完全中介的作用;（5）下属的负向情感特质越强,领导-部属交换对员工资源获取的直接影响以及对员工家庭贬损的间接影响就越强。     

领导-部属交换对领导和部属工作结果的双向影响机制

首先回顾了领导-部属交换的定义及国内外相关实证研究。然后,从双向、社会交换、跨文化和交换网络视角,论述了中国企业的领导-部属交换对领导和部属工作结果的双向影响机制研究：（1）从领导和部属双向视角,研究领导-部属交换对领导和部属工作结果的影响作用;（2）从社会交换理论视角,探索领导-部属交换分别对领导和部属产生影响作用的内在过程和机制;（3）从跨文化和交换网络视角,考察中国企业的领导-部属交换对领导和部属产生影响作用的个体和组织条件。在综述相关文献的基础上提出了明确的研究假设。最后,指出了领导-部属交换对领导和部属工作结果的双向影响机制研究的未来趋势。     

THE ROLE OF JOB EMBEDDEDNESS ON EMPLOYEE PERFORMANCE: THE INTERACTIVE EFFECTS WITH LEADER–MEMBER EXCHANGE AND ORGANIZATION‐BASED SELF‐ESTEEM

Although job embeddedness was originally conceptualized to explain job stability or “why people stay” in their organizations, this investigation examines the role of job embeddedness as a hypothesized moderator of relationships among leader–member exchange (LMX), organization‐based self‐esteem (OBSE), organizational citizenship behaviors (OCBs), and task performance. Findings from 2 studies involving 367 employees and 41 supervisors, 1 in a telecommunications company and another in a manufacturing setting, support hypotheses concerning job embeddedness as a moderator of the relationship between (a) LMX and task performance within a telecommunication sample and LMX and OCBs in a sample of manufacturing employees, and (b) OBSE and OCBs in a manufacturing sample. Further, a hypothesized 3‐way interaction involving job embeddedness, LMX, and OBSE on task performance was found in a sample of manufacturing employees. The implications of these findings for studying and managing job embeddedness in relation to employee performance are discussed.     

Alexithymia and the reflexive self: Implications of congruence theory for treatment of the emotionally impaired

Abstract

This paper attempts to articulate a so far neglected dimension of congruence theory, the reflexive self to self transaction. My claim is that self reflexivity is a tacit but fundamental assumption behind Carl Rogers’ formulations of the relationship—what he refers to as “congruence” or “incongruence"—between experience and its symbolization in awareness. Gendlin's elaboration of the congruence theory in terms of “experiencing” and “inward sensing” has made clear and explicit the important role self reflexivity plays in the relationship between symbols and “unformed emotional experience.” A case vignette of Focusing is used to demonstrate the relevance of self reflexivity to our understanding of verbal expression of emotions, and by extension, to our understanding and treatment of alexithymia and related conditions of emotional impairments.     

The Sources of Meaning and Meaning in Life Questionnaire in the Norwegian Context: Relations to Mental Health,Quality of Life,and Self-Efficacy

The Sources of Meaning and Meaning in Life Questionnaire (SoMe) offers dimensional measures of meaningfulness, crisis of meaning, and 26 sources of meaning. It allows for a clearer understanding of the variety of existential orientations, which are known to be linked to both mental and physical health. The Norwegian version of the SoMe was validated by testing 925 randomly selected individuals who were representative for the Norwegian population. Reliability scores were satisfactory; factor analyses suggested a 6-factor structure of the sources of meaning scales. Expected patterns of associations with mental health and quality-of-life factors attested the instrument’s construct validity: Meaningfulness showed positive relationships to all quality-of-life factors. There was no relationship with anxiety but negative relationships with depression and distress. Crisis of meaning established a strong positive relationship with anxiety, depression, and distress and a negative relationship with quality-of-life factors. Criterion validity was documented by expected differences in meaningfulness and crisis of meaning between groups with and without presence of depression disorder. Self-efficacy correlated strongly with sources of meaning from the dimension “accomplishment” and moderately negatively with sources of meaning from the dimension “vertical selftranscendence.”     

Leader-member exchange and its dimensions: effects of self-effort and other's effort on relationship quality

Two hundred thirty-two manager-subordinate dyads provided data on the effort expended toward the development of leader-member exchange (LMX) relationships, how such effort related to expectations about relationship quality, and intentions to exert future effort toward relationship development. For both managers and subordinates, higher quality LMX relationships were reported and expectations were met when the other member of the dyad put forth effort into relationship development. One's own higher effort coupled with lower effort by the other was associated with a lower quality LMX relationship. Examination of the 4 dimensions of LMX (R. C. Liden & J. M. Maslyn, 1998) revealed unique effects depending on the dimension considered. In addition, LMX and relationship tenure interacted, showing that future effort toward relationship development was greatest when individuals had been in higher quality relationships for longer periods of time.     

Globalization or indigenization: New alignments between knowledge and culture

The pace, shape and meaning of development are cultural phenomena—fundamentally driven by the meanings people ascribe to their action, to the symbols they aspire to, and by the wider values contexts within which they are acting. However, people participating within the development process continuously confront a tension between the assertion of the cultural meanings of the local known social world and the assertion of the meanings of an idealized largely unknown social world that stretches beyond immediate experience, and that is particularly represented in commodity symbols and media images. Tension is therefore between indigenization or globalization. The product, greater valence of indigenization or globalization, results from the alternative ways in which tension between the two domains is resolved. In the modern social world access to knowledge, as well as the impact of knowledge embodied within technological artifacts, are key drivers in both the level of participation in development and the level of colonization of indigenized meanings by globalized frameworks of understanding. The current paper therefore focuses on the role of knowledge within the interactions between globalization and indigenization. The paper demonstrates that the general trend of development during the last half of the twentieth century has driven cultural change towards more globalized meanings and dependencies. The dynamics of technological access and change are centrally implicated. However, new opportunities are opening up at both local indigenized levels and within modernizing sectors, and the essence of these opportunities lies in capturing a cultural advantage. At the indigenous society level, a focus on capitalizing on indigenous technical knowledge can have enormous payoffs in terms of economic development outcomes. Meanwhile, a focus on linking local with modernizing sectors through bridging technologies and knowledge across indigenous and global cultures allows indigenous cultures to share in the economic benefits of modernization. And finally, a new wave of change is emerging in the modernized sector itself, opening up quite new opportunities for “small players”—whether they be small firms or small countries. The opportunities are set within change in the global orders of technology and science over the last five to ten years. What matters is the ability of these small players to be highly responsive, to capture knowledge flows through both technical and social capabilities of their people; in other words, global advantage follows from capture of local cultural strength. Stephen Hill is foundation director for the Center for Research Policy, located at the University of Wollongong, and established as a special research center of the Australian Research Council. More recently, he was appointed Regional Director of UNESCO for South East Asia and the Pacific. Professor Hill will assume his new appointment in June, 1995.     

The Adultcentrism Scale in the educational relationship: Instrument development and preliminary validation

The term “adultcentrism” refers to a paradigm of thought that leads adults to provide inadequate or distorted responses to children’s needs (Furioso, 2000), despite the belief of acting in children’s best interest. Our understanding of adult-child relationship could be subjected to such adultcentric bias, thus preventing the acknowledgement of the deeply reciprocal qualities of the encounter between the culture of adults and the one of children. Several authors have focused on the importance of making an effort in recognizing the partiality of such adult-centered perspective (Goode, 1986; Petr, 1992; Furioso, 2000; Mackay, 1973, 2003; Biancardi, 2002; Foti, 2004), but no research tools have been proposed so far.The Adultcentrism Scale, a questionnaire of 27 items, has been developed and administered to 326 university students during a pilot study. Three factors emerged from ML EFA (Oblimin rotation): “Child as an empty box”, “Child without agency”, and “Competent Child”. The factorial structure resulted corroborated by CFA, with the exception of one item that has been therefore excluded. The final version of the Adultcentrism Scale has been administered to a sample of 910 parents of primary school-age children. Results indicate that the Adultcentrism Scale could help in the detection of the construct of adultcentrism in caregivers, particularly in large-scale studies. The three factors extracted and the tendency of response distributions appear consistent with the reference literature. Reflecting on adultcentrism can bring positive implications in designing interventions focusing on the improvement of adult-child relationship quality.     

领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用

结合社会交换理论和角色理论,领导-成员交换关系中下属的回报不仅受到互惠规范的约束,还受到上下级关系权力不对称的影响。因此,将探索互惠信念和权力距离导向单独及交互项对领导-成员交换与情绪枯竭关系的调节作用。采用两个时间点172名员工的匹配数据,运用层级回归对假设进行了检验。结果表明,领导-成员交换(T1)与情绪枯竭(T2)总体上呈显著负向关系。互惠信念(T1)和权力距离导向(T1)单独对领导-成员交换与情绪枯竭关系的调节作用并不显著,但是二者的交互项的调节作用显著。即,领导-成员交换、互惠信念和权力距离导向对情绪枯竭有显著三维交互作用。具体的,高互惠信念和低权力距离导向的员工,领导-成员交换与情绪枯竭呈显著正向关系;高互惠信念和高权力距离导向的员工,领导-成员交换与情绪枯竭呈显著负向关系。研究验证了领导-成员交换过程中互惠规范的作用,表明互惠规范的适用性受到上下级关系特征的影响。     

Goal-Focused Leadership,Leader-Member Exchange,and Task Performance: The Moderating Effects of Goal Orientations and Emotional Exhaustion

An important role of leaders is to foster followers’ performance through goal setting processes, which involve reciprocal interactions between leaders and followers (Locke & Latham in American Psychologist, 57, 705–717, 2002). Drawing upon the theory of role-making processes and a resource allocation framework, this study examined (a) how leaders’ goal setting activities interact with employees’ goal orientations and emotional exhaustion in predicting leader-member exchange (LMX), and (b) how LMX intervenes between goal-focused leadership and followers’ task performance. Hypotheses were tested using data collected from a sample of 187 leader-subordinate dyads from South Korea. Follower learning goal orientation (LGO) weakened the positive relationship between goal-focused leadership and LMX and, indirectly, task performance, contributing to the literature on goal orientations by revealing a “backfire effect” of LGO. Additionally, employee emotional exhaustion also reduced the positive relationship of goal-focused leadership to LMX and, ultimately, task performance. Integrating the theory of role-making processes from the LMX literature and a resource allocation perspective on self-regulation behavior, the present findings indicate that LMX is a key process through which goal-focused leadership relates to follower task performance. Furthermore, this study contributes to the goal-focused leadership literature by pointing out the importance of adopting an interactional perspective on leaders’ influence. Specifically, findings suggest that followers with divergent characteristics in terms of goal orientations and resourcefulness respond differently to leaders’ goal setting activities. This is one of the few studies that have examined the mechanisms and boundary conditions by which leaders’ goal-focused behaviors relate to followers’ task performance.     

Differences between follower and dyadic measures of LMX as mediators of emotional intelligence and employee performance,well-being,and turnover intention

Both leader and follower emotional intelligence (EI) have been posited in the literature to influence leader–member exchange (LMX). We collected data from 203 independent leader–follower dyads working in the insurance industry in Malaysia and examined relationships between leader and follower trait-EI and follower outcomes mediated through LMX. We added a further dimension to our study by comparing results using follower and then a dyadic measure of LMX. We found that leader EI predicted a dyadic measure of LMX, whilst only follower EI predicted a follower measure of LMX. As hypothesized, leader EI had both direct and indirect effects on follower job performance. By contrast, follower EI demonstrated both direct and indirect effects on follower well-being. We found a dyadic measure of LMX to be a stronger predictor of follower job performance, well-being, and turnover intention than a follower only measure. Our results suggest that significant relationships between leader and follower trait EI and LMX depend on whether follower or dyadic measures of LMX are used. The study draws attention to the importance of emphasizing the level at which EI effects are expected to operate in LMX.