【作者】 谭慧洁；

【导师】 刘耀中；

【作者基本信息】 暨南大学 ， 应用心理学， 2006， 硕士

【摘要】 国外关于领导-成员交换(LMX)的研究已有三十多年的历史，但在国内，该研究还处于起步阶段。本研究选取中国企业内的员工为研究对象，运用问卷调查法对中国文化背景下企业内领导-成员交换进行了初步研究。 首先，通过文献回顾，阐述了目前企业内领导-成员交换研究存在的问题，包括：概念不统一、测量不够统一等，提出了本研究内容、目的和研究的整体框架。 第二，以统计学和测量学的理论、方法为指导，确定了中国文化背景下，领导-成员交换的四因素模型，即：贡献、尊敬、支持、忠诚，形成了一个结构化的领导-成员交换问卷。 第三，运用层次性多元回归方法，分析了任务特征是否可以作为领导-成员交换与工作绩效的调节变量。研究结果发现，任务特征不能作为领导-成员交换与工作绩效的调节变量，但领导-成员交换及任务结构性特征对员工绩效具有独立的预测作用；而任务多样性特征对员工绩效的预测作用不显著。 第四，运用多元方差分析方法，进一步探讨了人口统计学变量对领导-成员交换各维度的影响。研究结果发现，性别、主管性别、企业性质在领导-成员交换各维度没有显著差异；与主管共事年限在领导-成员交换的各个维度都有显著差异；受教育程度在贡献因子上有显著差异；员工性别和主管性别的交互作用在支持因子、忠诚因子上有显著性差异。更多还原

【Abstract】 The research of leader-member exchange (LMX) having last for more than 30 years abroad , but it still be placed in a beginning stage in the domestic. In this paper , I choose the employee in Chinese company for research ,and used questionnaire method to explore Leader-Member Exchange for the first step of research in Chinese cultural background.In the research, the author first explain what problem is in the studies of Leader-Member Exchange at present through studying the literatures on Leader-Member Exchange. Found the problems consisted of disunity on concept, measures and so on. And then, put forward the motivation, objective and the research design.The next in order, basing on the theories and methods about Statistics and Psychological measurement, the research confirmed the four factor model of Leader-Member Exchange in Chinese cultural background (contribution, respect, care, loyalty)and formed an Leader-Member Exchange questionnaire with steady structure.Third and Fourth, by applying the researching structural questionnaire and the hierarchical multiple regression technique, we analyzed if characteristic of task can be the moderators between leader-member exchange and subordinate performance. The result of research is that the characteristic of task can not be the moderators between leader-member exchange and subordinate performance, But leader-member exchange and the analyzability characteristic of task have an independent predictable function to subordinate performance; But variety characteristic of task doesn’t obviously show the predictable function of subordinate performance. Farther more, by applying multivariate analysis of variance we discussed the influence of demography to each dimension in leader-member exchange. The result of research is that if considering sex, leader sex and the character of company, there aren’t obvious influences to each dimension in leader-member exchange. The years working with supervisor have already shown the obviously influence to each dimensions about the leader-member exchange ;The levels of education have already shown the obviously influence to the contribution dimensions; Interacting functions between更多还原