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。
Based on the theory of rational behavior, this research has discussed and compared the employee innovative-dominated and routine-dominated performance of different formal status levels, and has empirical tested the moderated effect of leader-member exchange (LMX). A data analysis of 715 dyadic sample and 12 human resource management departments shows that 1) the middle-level status employees' innovative-dominated performance is lower than the other members, and their rou- tine-dominated performance is in the middle~ 2) LMX moderates the relationships between formal status and individual innovative-dominated and routine-dominated performance in respectively. Specifically, the middle-level status employee's innovative-dominated performance increases the most, and the routine-dominated performance increases the middle under the moderated effect of high LMX. At last, the policy suggestions are made based on the conclusions, and the future directions are also provided.
作者
邓传军
刘智强
邱洪华
DENG Chuanjun LIU Zhiqiang QIU Honghua(He Nan University, Kaifeng, Henan,China Huazhong University of Science and Technology, Wuhan, China Xibei University, Xi'an, China)
出处
《管理学报》
CSSCI
北大核心
2017年第10期1456-1464,共9页
Chinese Journal of Management
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)