| 68 | 0 | 55 |
| 下载次数 | 被引频次 | 阅读次数 |
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.
[1]Liu Y,Xiao H W,Wang D H.Just because I like you:effect of leader-member liking on workplace deviance [J].Social Behavior and Personality:An International Journal,2020,48(3):1-10.
[2]孔茗,袁悦,钱小军.领导—成员喜欢一致性对员工工作投入的影响及其机制[J].南开管理评论,2017(6):104-115.
[3]Dulebohn J H,Wu D Y,Liao C W.Does liking explain variance above and beyond LMX?A meta-analysis [J].Human Resource Management Review,2017,27(1):149-166.
[4]郑立勋,王雁飞,朱瑜.工作场所喜爱:研究进展与未来展望[J].外国经济与管理,2023(11):117-137.
[5]Hwang K.Face and favor:the Chinese power game [J].American Journal of Sociology,1987,92(4):944-974.
[6]翁清雄,王婷婷,吴松,等.情感型领导:量表开发及与员工离职倾向和建言行为的关系[J].外国经济与管理,2016(12):74-90.
[7]Whiteley P,Sy T,Johnson S K.Leaders' conceptions of followers:implications for naturally occurring Pygmalion effects [J].The Leadership Quarterly,2012,23(5):822-834.
[8]Johnson D E,Erez A,Kiker D S,et al.Liking and attributions of motives as mediators of the relationships between individuals' reputations,helpful behaviors and raters' reward decisions [J].Journal of Applied Psychology,2002,87(4):808-815.
[9]Hu C Y,Wang S,Wang Y,et al.Understanding attraction in formal mentoring relationships from an affective perspective [J].Journal of Vocational Behavior,2016,94:104-113.
[10]卫武,黄昌洋,张琴.消极情绪对组织公民行为和反生产行为的影响:自我控制视角[J].管理评论,2019(12):146-158.
[11]王雁飞,郑立勋,郭子生,等.领导—下属关系图式一致性、信任与行为绩效——基于中国情境的实证研究[J].管理世界,2021(7):162-181.
[12]Bowling N A.Effects of job satisfaction and conscientiousness on extra-role behaviors [J].Journal of Business and Psychology,2010,25(1):119-130.
[13]Sulea C,Virga D,Maricutoiu L P,et al.Work engagement as mediator between job characteristics and positive and negative extra-role behaviors [J].Career Development International,2012,17(3):188-207.
[14]任晗,陈维政.组织内多层次社会交换关系对员工角色外行为影响机制研究[J].软科学,2014(1):77-80.
[15]Meyer J P,Allen N J,Smith C A.Commitment to organizations and occupations:extension and test of a three-component conceptualization [J].Journal of Applied Psychology,1993,78(4):538-551.
[16]刘小平.员工组织承诺的形成过程:内部机制和外部影响——基于社会交换理论的实证研究[J].管理世界,2011(11):92-104.
[17]Ozcelik H,Barsade S G.No employee an island:workplace loneliness and job performance [J].Academy of Management Journal,2018,61(6):2343-2366.
[18]刘善仕,刘敏,吴海波,等.金钱还是服务?家庭友好福利类型对工作绩效的影响研究[J].中国人力资源开发,2023(10):67-84.
[19]Haar J,Brougham D.Work antecedents and consequences of work-life balance:a two sample study within New Zealand [J].The International Journal of Human Resource Management,2022,33(4):784-807.
[20]苗仁涛,孙健敏,刘军.基于工作态度的组织支持感与组织公平对组织公民行为的影响研究[J].商业经济与管理,2012(9):29-40.
[21]Cohen A,Diamant A.The role of justice perceptions in determining counterproductive work behaviors [J].The International Journal of Human Resource Management,2019,30(20):2901-2924.
[22]周浩,龙立荣,王宇清.整体公平感、情感承诺和员工偏离行为:基于多对象视角的分析[J].管理评论,2016(11):162-169.
[23]Blau P.Exchange and power in social life [M].New York:Wiley,1964:88-167.
[24]Farh J,Hackett R D,Liang J.Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China:comparing the effects of power distance and traditionality [J].Academy of Management Journal,2007,50(3):715-729.
[25]包艳,廖建桥.权力距离研究述评与展望[J].管理评论,2019(3):178-192.
[26]Liden R C,Maslyn J M.Multidimensionality of leader-member exchange:an empirical assessment through scale development [J].Journal of Management,1998,24(1):43-72.
[27]Wayne S J,Ferris G R.Influence tactics,affect,and exchange quality in supervisor-subordinate interactions:a laboratory experiment and field study [J].Journal of Applied Psychology,1990,75(5):487-499.
[28]García M F,Posthuma R A,Colella A.Fit perceptions in the employment interview:the role of similarity,liking,and expectations [J].Journal of Occupational and Organizational Psychology,2008,81(2):173-189.
[29]Yammarino F J,Cheong M,Kim J,et al.Is leadership more than “I like my boss”?[M]//Buckley M R,Wheeler A R,Baur J E,et al.Research in Personnel and Human Resources Management.Bradford:Emerald Publishing Limited,2020:1-55.
[30]Cropanzano R,Mitchell M S.Social exchange theory:an interdisciplinary review [J].Journal of Management,2005,31(6):874-900.
[31]Schwarz G,Newman A,Yu J,et al.Psychological entitlement and organizational citizenship behaviors:the roles of employee involvement climate and affective organizational commitment [J].International Journal of Human Resource Management,2023,34(1):197-222.
[32]Chaudhry A,Vidyarthi P R,Liden R C,et al.Two to tango?Implications of alignment and misalignment in leader and follower perceptions of LMX [J].Journal of Business and Psychology,2021,36(3):383-399.
[33]Kim P B,Poulston J,Sankaran A C.An examination of leader-member exchange (LMX) agreement between employees and their supervisors and its influence on work outcomes [J].Journal of Hospitality Marketing & Management,2017,26(3):238-258.
[34]Zhang Z,Wang M,Shi J Q.Leader-follower congruence in proactive personality and work outcomes:the mediating role of leader-member exchange [J].Academy of Management Journal,2012,55(1):111-130.
[35]Christensen-Salem A,Kinicki A,Zhang Z,et al.Responses to feedback:the role of acceptance,affect,and creative behavior [J].Journal of Leadership & Organizational Studies,2018,25(4):416-429.
[36]O'reilly C A,Chatman J.Organizational commitment and psychological attachment:the effects of compliance,identification,and internalization on prosocial behavior [J].Journal of Applied Psychology,1986,71(3):492-499.
[37]范雪灵,王琦琦,刘军.组织领地氛围抑制组织指向公民行为涌现的链式机制研究[J].管理学报,2018(5):669-677.
[38]任真,王登峰,陆峥.文化价值观对领导-部属关系与工作结果、心理健康的调节机制:“关系相处”和“社会交换”视角的比较[J].管理评论,2017(3):157-167.
[39]毛畅果,郭磊.组织管理研究中的权力距离倾向:内涵、测量与影响[J].中国人力资源开发,2020(1):21-34.
[40]Podsakoff P M,Mackenzie S B,Podsakoff N P.Sources of method bias in social science research and recommendations on how to control it [J].Annual Review of Psychology,2012,63(1):539-569.
[41]Brislin R W.Back-translation for cross-cultural research [J].Journal of Cross-Cultural Psychology,1970,1(3):185-216.
[42]Lee C,Pillutla M,Law K S.Power-distance,gender and organizational justice [J].Journal of Management,2000,26(4):685-704.
[43]Hofstede G H.Culture's consequences:International differences in work-related values [M].Beverly Hills,CA:Sage,1980:172-265.
[44]Bennett R J,Robinson S L.Development of a measure of workplace deviance [J].Journal of Applied Psychology,2000,85(3):349-360.
[45]Qin X,Chen C,Yam K C,et al.The double-edged sword of leader humility:investigating when and why leader humility promotes versus inhibits subordinate deviance [J].Journal of Applied Psychology,2020,105(7):693-712.
[46]Yam K C,Christian M S,Wei W,et al.The mixed blessing of leader sense of humor:examining costs and benefits [J].Academy of Management Journal,2018,61(1):348-369.
[47]Lyubykh Z,Bozeman J,Hershcovis M S,et al.Employee performance and abusive supervision:the role of supervisor over-attributions [J].Journal of Organizational Behavior,2022,43(1):125-145.
[48]Schabram K,Heng Y T.How other-and self-compassion reduce burnout through resource replenishment [J].Academy of Management Journal,2022,65(2):453-478.
[49]Smith C A,Organ D W,Near J P.Organizational citizenship behavior:its nature and antecedents [J].Journal of Applied Psychology,1983,68(4):653-663.
[50]李茹,何光远,赵曙明.威权型领导是否会引发员工的越轨行为?来自心理契约违背和个体自尊的解释[J].商业经济与管理,2022(6):29-39.
[51]聂婷,张伶,连智华.工作适配度与组织公民行为关系:工作预期对职业价值观的中介调节效应检验[J].商业经济与管理,2012(6):41-51.
[52]Edwards J R,Cable D M.The value of value congruence [J].Journal of Applied Psychology,2009,94(3):654-677.
[53]Tofighi D,Mackinnon D P.RMediation:an R package for mediation analysis confidence intervals [J].Behavior Research Methods,2011,43(3):692-700.
[54]Mackinnon D P,Fritz M S,Williams J,et al.Distribution of the product confidence limits for the indirect effect:program PRODCLIN [J].Behavior Research Methods,2007,39(3):384-389.
[55]Liao Z Y,Liu W,Li X,et al.Give and take:an episodic perspective on leader-member exchange [J].Journal of Applied Psychology,2019,104(1):34-51.
[56]Liu H Y,Dust S B,Xu M Y,et al.Leader-follower risk orientation incongruence,intellectual stimulation,and creativity:a configurational approach [J].Personnel Psychology,2021,74(1):143-173.
[57]Edwards J R.An examination of competing versions of the person-environment fit approach to stress [J].Academy of Management Journal,1996,39(2):292-339.
[58]Cogliser C C,Schriesheim C A,Scandura T A,et al.Balance in leader and follower perceptions of leader-member exchange:relationships with performance and work attitudes [J].The Leadership Quarterly,2009,20(3):452-465.
[59]Levine E L,Xu X,Yang L Q,et al.Cross-national explorations of the impact of affect at work using the state-trait emotion measure:a coordinated series of studies in the United States,China,and Romania [J].Human Performance,2011,24(5):405-442.
[60]Wayne Sandy J,Shore Lynn M,Liden Robert C.Perceived organizational support and leader-member exchange:a social exchange perspective [J].Academy of Management Journal,1997,40(1):82-111.
[61]陈燕蕾,陈红.浪漫依恋研究及其对中国化研究的启示[J].西南大学学报(社会科学版),2008(3):14-18.
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)
2025-10-26
2025
2026-06-03
2026
1
2026-04-15
2026-04-15