摘要
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。
Leader-member relationship is a critical issue in Chinese organizations. Although the leader-member exchange （LMX） theory of leadership in the West has developed over 40 years, the concept and the structure of LMX are still controversial and seldom analyzed from the perspectives of cultural differences. Meanwhile, in China, indigenized studies about supervisor-subordinate guanxi （SSG） （or called leader-member guanxi, LMG） are often limited in non-work related social exchanges and seldom examine supervisor-subordinate work relationships. As a result, this research explored and validated the structure of Chinese indigenized leader-member relationship （LMR） from the perspectives of cultural differences between China and the West. Two empirical studies were presented in this dissertation：
The first one was a qualitative study, in which comprehensive items about leader-member relationship were formed by three methods. These methods included interviews of 19 leaders, an open-ended questionnaire investigation of 284 subjects, and analysis of a literature about office politics. A primary structure model of LMR was therefore achieved by categorizing these items through three times, which contained seven dimensions from the perspectives of leaders and members respectively.
In the second study, 391 leaders and 133 leader-member dyads completed a primary LMR scale based on the first study. Then a new 56-item scale and a dual-perspective model with two second-order factors and four first-order factors of indigenized LMR were generated by exploratory and confirmatory factor analysis. In this model, the dual perspectives meant both leaders and members＇ perspectives, the two second-order factors referred to both positive and negative leader-member relationships, and the four first-order factors referred to consideration and support, control and faction, loyalty and contribution, conflict and opposition. These four factors of LMR were found to be able to significantly predict work outcomes （leaders＇
出处
《心理学报》
CSSCI
CSCD
北大核心
2014年第9期1355-1377,共23页
Acta Psychologica Sinica
基金
国家社科基金青年项目(12CGL056)
上海市社科规划课题(2011EGL001)
中国浦东干部学院课题(Celap2010-PER-01)资助
