LMX差异化对反生产行为的影响——基于跨层次的调节效应
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摘要
以来自5个城市的86个团队的286名员工为研究对象,分析了LMX差异化对员工反生产行为的影响。结果表明:在个体层次,相对领导-成员交换关系(RLMX)对员工反生产行为具有显著负影响,且妒忌他人情绪在二者关系中起到了中介作用;在团队层次,领导-成员交换关系差异化对团队反生产行为具有显著正影响,对个体反生产行为具有显著正影响,同时负向调节了RLMX对个体反生产行为的影响。
Using the data of 286 individuals from 86 groups in 5 cities, this paper analyzed the impact of leader-member exchange(LMX) differentiation on employee counterproductive work behaviors. We have got the results based on different levels. Relative leader-member exchange(RLMX) would significantly and negatively affect employee counterproductive work behavior at the individual level, where the envy of others plays a mediating role. However, leader-member exchange(LMX) differentiation would significantly and positively affect both team and individual counterproductive work behaviors at the team level, when it negatively moderates the impact of RLMX on individual counterproductive work behavior at the same time.
Using the data of 286 individuals from 86 groups in 5 cities, this paper analyzed the impact of leader-member exchange(LMX) differentiation on employee counterproductive work behaviors. We have got the results based on different levels. Relative leader-member exchange(RLMX) would significantly and negatively affect employee counterproductive work behavior at the individual level, where the envy of others plays a mediating role. However, leader-member exchange(LMX) differentiation would significantly and positively affect both team and individual counterproductive work behaviors at the team level, when it negatively moderates the impact of RLMX on individual counterproductive work behavior at the same time.
引文
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[2]刘小禹,刘军,关浩光.顾客性骚扰对员工服务绩效影响机制的追踪研究——员工传统性与团队情绪氛围的调节作用[J].管理世界,2012(10):107-118.
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[5]潘静洲,王震,周文霞,等. LMX差异化对创造力的影响:一项多层次研究[J].管理科学学报,2017,20(2):108-126.
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[11]吴婷,张正堂. LMX对员工组织支持感知与情绪枯竭的影响——LMX差异化的调节作用[J].经济管理,2017,39(8):103-115.
[12]Ma L,Qu Q. Differentiation in Leader-Member Exchange:A Hierarchical Linear Modeling Approach[J]. Leadership Quarterly,2010,21(5):733-744.
[13]Rupprecht E A,Kueny C R,Shoss M K,et al. Getting What You Want:How Fit between Desired and Received Leader Sensitivity Influences Emotion and Counterproductive Work Behavior[J]. Journal of Occupational Health Psychology,2016,21(4):443-455.
[14]Eschleman K J,Bowling N A. Perceived Intent of Supervisor as a Moderator of the Relationships between Abusive Supervision and Counterproductive Work Behaviors[J]. Work&Stress,2014,28(4):362-375.
[15]Wei F,Si S. Tit for Tat? Abusive Supervision and Counterproductive Work Behaviors:The Moderating Effects of Locus of Control and Perceived Mobility[J]. Asia Pacific Journal of Management,2013,30(1):281-296.
[16]Tepper B J,Carr J C,Breaux D M,et al. Abusive Supervision,Intentions to Quit,and Employees’Workplace Deviance:A Power Dependence Analysis[J]. Organizational Behavior&Human Decision Processes,2009,109(2):156-167.
[17]Hu J,Liden R C. Relative Leader-Member Exchange within Team Contexts:How and When Social Comparison Impacts Individual Effectiveness[J]. Personnel Psychology,2013,66(1):127-172.
[18]Fiske S T,Cuddy A J C,Glick P,et al. A Model of(Often Mixed)Stereotype Content:Competence and Warmth Respectively Follow from Perceived Status and Competition[J]. Journal of Personality and Social Psychology,2002,82(6):878-902.
[19]Rodriguez Mosquera P M,Parrott W G,Hurtado de Mendoza A. I Fear Your Envy,I Rejoice in Your Coveting:On the Ambivalent Experience of being Envied by Others[J]. Journal of Personality and Social Psychology,2010,99(5):842-854.
[20]Liao H,Liu D,Loi R. Looking at Both Sides of the Social Exchange Coin:A Social Cognitive Perspective on the Joint Effects of Relationship Quality and Differentiation on Creativity[J]. Academy of Management Journal,2010,53(5):1090-1109.
[21]Hooper D T,Martin R. Beyond Personal Leader-Member Exchange(LMX)Quality:The Effects of Perceived LMX Variability on Employee Reactions[J]. Leadership Quarterly,2008,19(1):20-30.
[22]倪渊,林健.知识型团队中领导-成员交换关系差异对成员工作态度的影响:成员间信任的中介作用[J].管理工程学报,2013,27(4):1-7.
[23]Chen G,Kanfer R. Toward a Systems Theory of Motivated Behavior in Work Teams[J]. Research in Organizational Behavior,2006,27:223-267.
[24]Liden R C,Sparrowe R T,Wayne S J. Leader-Member Exchange Theory:The Past and Potential for the Future[J].Research in Personnel&Human Resources Management,1997,15:47-119.
[25] Harrison D A,Klein K J. What's the Difference? Diversity Constructs as Separation,Variety,or Disparity in Organizations[J]. Academy of Management Review,2007,32(4):1199-1228.
[26]Vecchio R P. Negative Emotion in the Workplace:Employee Jealousy and Envy[J]. International Journal of Stress Management,2000,7(3):161-179.
[2]刘小禹,刘军,关浩光.顾客性骚扰对员工服务绩效影响机制的追踪研究——员工传统性与团队情绪氛围的调节作用[J].管理世界,2012(10):107-118.
[3]Sharma A,Thakur K. Counterproductive Work Behaviour:The Role of Psychological Contract Violation[J]. International Journal of Multidisciplinary Approach&Studies,2016,30(1):13-28.
[4]Henderson D J,Liden R C,Glibkowski B C,et al. LMX Differentiation:A Multilevel Review and Examination of its Antecedents and Outcomes[J]. Leadership Quarterly,2009,20(4):517-534.
[5]潘静洲,王震,周文霞,等. LMX差异化对创造力的影响:一项多层次研究[J].管理科学学报,2017,20(2):108-126.
[6]Graen G B,Liden R C,Hoel W. Role of Leadership in the Employee Withdrawal Process[J]. Journal of Applied Psychology,1982(67):868-872.
[7]Festinger L. A Theory of Social Comparison Processes[J].Human Relations,1954,7(7):117-140.
[8]吕逸婧,彭贺.工作场所中的妒忌研究综述[J].经济管理,2014,36(9):180-189.
[9]王震,仲理峰.领导-成员交换关系差异化研究评述与展望[J].心理科学进展,2011,19(7):1037-1046.
[10]Henderson D J,Wayne S J,Shore L M,et al. Leader-Member Exchange,Differentiation,and Psychological Contract Fulfillment:A Multilevel Examination[J]. Journal of Applied Psychology,2008,93(6):1208-1219.
[11]吴婷,张正堂. LMX对员工组织支持感知与情绪枯竭的影响——LMX差异化的调节作用[J].经济管理,2017,39(8):103-115.
[12]Ma L,Qu Q. Differentiation in Leader-Member Exchange:A Hierarchical Linear Modeling Approach[J]. Leadership Quarterly,2010,21(5):733-744.
[13]Rupprecht E A,Kueny C R,Shoss M K,et al. Getting What You Want:How Fit between Desired and Received Leader Sensitivity Influences Emotion and Counterproductive Work Behavior[J]. Journal of Occupational Health Psychology,2016,21(4):443-455.
[14]Eschleman K J,Bowling N A. Perceived Intent of Supervisor as a Moderator of the Relationships between Abusive Supervision and Counterproductive Work Behaviors[J]. Work&Stress,2014,28(4):362-375.
[15]Wei F,Si S. Tit for Tat? Abusive Supervision and Counterproductive Work Behaviors:The Moderating Effects of Locus of Control and Perceived Mobility[J]. Asia Pacific Journal of Management,2013,30(1):281-296.
[16]Tepper B J,Carr J C,Breaux D M,et al. Abusive Supervision,Intentions to Quit,and Employees’Workplace Deviance:A Power Dependence Analysis[J]. Organizational Behavior&Human Decision Processes,2009,109(2):156-167.
[17]Hu J,Liden R C. Relative Leader-Member Exchange within Team Contexts:How and When Social Comparison Impacts Individual Effectiveness[J]. Personnel Psychology,2013,66(1):127-172.
[18]Fiske S T,Cuddy A J C,Glick P,et al. A Model of(Often Mixed)Stereotype Content:Competence and Warmth Respectively Follow from Perceived Status and Competition[J]. Journal of Personality and Social Psychology,2002,82(6):878-902.
[19]Rodriguez Mosquera P M,Parrott W G,Hurtado de Mendoza A. I Fear Your Envy,I Rejoice in Your Coveting:On the Ambivalent Experience of being Envied by Others[J]. Journal of Personality and Social Psychology,2010,99(5):842-854.
[20]Liao H,Liu D,Loi R. Looking at Both Sides of the Social Exchange Coin:A Social Cognitive Perspective on the Joint Effects of Relationship Quality and Differentiation on Creativity[J]. Academy of Management Journal,2010,53(5):1090-1109.
[21]Hooper D T,Martin R. Beyond Personal Leader-Member Exchange(LMX)Quality:The Effects of Perceived LMX Variability on Employee Reactions[J]. Leadership Quarterly,2008,19(1):20-30.
[22]倪渊,林健.知识型团队中领导-成员交换关系差异对成员工作态度的影响:成员间信任的中介作用[J].管理工程学报,2013,27(4):1-7.
[23]Chen G,Kanfer R. Toward a Systems Theory of Motivated Behavior in Work Teams[J]. Research in Organizational Behavior,2006,27:223-267.
[24]Liden R C,Sparrowe R T,Wayne S J. Leader-Member Exchange Theory:The Past and Potential for the Future[J].Research in Personnel&Human Resources Management,1997,15:47-119.
[25] Harrison D A,Klein K J. What's the Difference? Diversity Constructs as Separation,Variety,or Disparity in Organizations[J]. Academy of Management Review,2007,32(4):1199-1228.
[26]Vecchio R P. Negative Emotion in the Workplace:Employee Jealousy and Envy[J]. International Journal of Stress Management,2000,7(3):161-179.
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