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2026, 04, No.414 68-82
“一厢情愿”抑或“相互赏识”:领导-下属喜爱一致性对下属角色外行为的影响机制研究
基金项目(Foundation): 国家自然科学基金青年科学基金项目(C类)“优势互补:数智时代下人机协同绩效反馈模式探究及其对团队和员工绩效的跨层次影响研究”(72502126);国家自然科学基金面上项目“数字化时代组织多水平志愿行为与创新绩效的关系——资源编排视角的动态影响效应研究”(72272053); 国家社会科学基金一般项目“数智时代中国企业数字化领导力赋能组织创新动力机制与实现策略研究”(22BGL126); 中国博士后科学基金第78批面上资助“创意与劳动价值的重构:数智时代下人机协作共创对价值判断的影响研究”(2025M780662); 国家资助博士后研究人员计划“数智时代下AI在绩效反馈中的替代或增强效应及其对团队绩效的影响研究”(GZC20250485)
邮箱(Email):
DOI: 10.14134/j.cnki.cn33-1336/f.2026.04.005
投稿时间: 2025-10-26
投稿日期(年): 2025
终审时间: 2026-06-03
终审日期(年): 2026
审稿周期(年): 1
发布时间: 2026-04-15
出版时间: 2026-04-15
移动端阅读
摘要:

基于社会交换理论,通过两阶段和多来源的问卷调查方法,本研究获得了304名员工及其79位直接领导的配对数据,采用跨层次多项式回归分析和响应面分析方法检验了情感承诺在领导-下属喜爱一致性与下属角色外行为关系中的中介作用。研究结果表明:(1)相比领导-下属喜爱的“高-低”“低-高”和“低-低”匹配情况而言,领导-下属喜爱在“高-高”一致时,下属的情感承诺最高;(2)情感承诺在领导-下属喜爱一致性与下属角色外行为(组织公民行为、组织越轨行为)之间起着中介作用;(3)权力距离调节了领导-下属喜爱一致性与情感承诺之间的关系。

Abstract:

Drawing on social exchange theory, this study employed a two-wave, multi-source field survey to obtain paired data from 304 employees and their 79 immediate supervisors. Using cross-level polynomial regression and response surface analysis, we examined the mediating role of affective commitment in the relationship between leader-follower liking congruence and followers' extra-role behaviors. The results show that:(1) compared with the “high-low” “low-high” and “low-low” congruence patterns of leader-follower liking, followers report the highest level of affective commitment under the “ high-high” congruence condition;(2) affective commitment mediates the relationship between leader-follower liking congruence and followers' extra-role behaviors,including organizational citizenship behavior and organizational deviance; and( 3) power distance moderates the relationship between leader-follower liking congruence and affective commitment.

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基本信息:

DOI:10.14134/j.cnki.cn33-1336/f.2026.04.005

中图分类号:C933

引用信息:

[1]郑立勋,王雁飞,杜丹,等.“一厢情愿”抑或“相互赏识”:领导-下属喜爱一致性对下属角色外行为的影响机制研究[J].商业经济与管理,2026,No.414(04):68-82.DOI:10.14134/j.cnki.cn33-1336/f.2026.04.005.

基金信息:

国家自然科学基金青年科学基金项目(C类)“优势互补:数智时代下人机协同绩效反馈模式探究及其对团队和员工绩效的跨层次影响研究”(72502126);国家自然科学基金面上项目“数字化时代组织多水平志愿行为与创新绩效的关系——资源编排视角的动态影响效应研究”(72272053); 国家社会科学基金一般项目“数智时代中国企业数字化领导力赋能组织创新动力机制与实现策略研究”(22BGL126); 中国博士后科学基金第78批面上资助“创意与劳动价值的重构:数智时代下人机协作共创对价值判断的影响研究”(2025M780662); 国家资助博士后研究人员计划“数智时代下AI在绩效反馈中的替代或增强效应及其对团队绩效的影响研究”(GZC20250485)

投稿时间:

2025-10-26

投稿日期(年):

2025

终审时间:

2026-06-03

终审日期(年):

2026

审稿周期(年):

1

发布时间:

2026-04-15

出版时间:

2026-04-15

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