本文選題：領(lǐng)導(dǎo)-部屬交換 + 同事��； 參考：《管理學(xué)報(bào)》2017年01期

【摘要】：基于社會(huì)比較理論,通過兩項(xiàng)研究,分析了團(tuán)隊(duì)成員與團(tuán)隊(duì)領(lǐng)導(dǎo)的領(lǐng)導(dǎo)-部屬交換質(zhì)量的差異如何影響員工對(duì)待同事的態(tài)度。研究1通過自我報(bào)告和內(nèi)隱聯(lián)想測(cè)驗(yàn)發(fā)現(xiàn),在外顯態(tài)度方面,如果領(lǐng)導(dǎo)根據(jù)勝任力來劃分圈內(nèi)人和圈外人,員工會(huì)對(duì)屬于領(lǐng)導(dǎo)圈內(nèi)人的同事持相對(duì)積極的態(tài)度;如果領(lǐng)導(dǎo)根據(jù)相似性或私人關(guān)系來劃分圈內(nèi)人和圈外人,員工會(huì)對(duì)圈內(nèi)同事持相對(duì)中立的態(tài)度;在內(nèi)隱態(tài)度方面,無論領(lǐng)導(dǎo)劃分圈內(nèi)圈外的標(biāo)準(zhǔn)如何,員工對(duì)圈內(nèi)同事都持有相對(duì)負(fù)面的態(tài)度。研究2通過問卷調(diào)查發(fā)現(xiàn),團(tuán)隊(duì)凝聚力調(diào)節(jié)了領(lǐng)導(dǎo)-部屬交換質(zhì)量的差異對(duì)員工對(duì)待同事態(tài)度的影響。研究結(jié)果豐富了領(lǐng)導(dǎo)-部屬交換理論,對(duì)團(tuán)隊(duì)管理具有一定的實(shí)踐指導(dǎo)意義。
[Abstract]:Based on the theory of social comparison, this paper analyzes how the differences in the quality of leader-subordinate exchange between team members and team leaders affect the attitude of employees towards their colleagues. The results of self-report and implicit association test show that if the leader divides the insiders and the outsider according to their competence, the employees will have a relatively positive attitude towards the colleagues who belong to the inner circle of the leader; If the leader divides the insider and the outsider according to similarity or personal relationship, the employee will hold a relatively neutral attitude towards the colleagues in the circle; in the implicit attitude, no matter what the criteria for the leader to divide the inner circle out of the circle, Employees have a relatively negative attitude towards their colleagues in the circle. Research 2 found that team cohesion regulated the influence of the quality of leader-subordinate exchange on the attitude of employees towards their colleagues. The results enrich the theory of leadership-subordinate exchange and provide practical guidance for team management.
【作者單位】： 北京大學(xué)光華管理學(xué)院;
【基金】：國家自然科學(xué)基金資助項(xiàng)目(71272034)
【分類號(hào)】：F272.92

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