Social exchange spillover in leader-member relations: A multilevel model
Social exchange spillover in leader-member relations: A multilevel model
复制标题
领导者-成员关系中的社会交换溢出：多层次模型
DOI：
10.1002/job.2030
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发表时间：
2015-07-01
影响因子：
6.8
通讯作者：
Liu, Zhiqiang
中科院分区：
文献类型：
--
作者：
Chen, Ying;Chen, Zhen Xiong;Liu, Zhiqiang
在借鉴角色理论和集体主义文化理论的基础上，我们构建并检验了中国背景下领导-成员关系中社会交换溢出的多层次模型。在对来自47个小组的213名下属的Mplus分析中，我们发现，在个人层面上，领导-成员关系(LMG)、领导-成员个人生活包容(LMG-P)的一个维度可以溢出到影响下属的背景绩效(即人际促进和工作奉献)；而且，这种影响被下属的横向集体主义取向所调节，即LMG-P溢出只影响水平集体主义倾向较低的人的背景绩效。在团队层面上，当管理者具有较低的水平集体主义倾向时，团队内部LMG-P的差异被称为LMG-P分化，与团队绩效负相关。在交叉水平上，LMG-P分化调节了LMG-P与工作奉献的关系，只有当LMG-P分化较低时，这种关系才是正的。版权所有(C)2015 John Wiley&Sons，Ltd.
Drawing on role theory and the cultural theory of collectivism, we developed and tested a multilevel model of social exchange spillover in leader-member relations in the Chinese context. In Mplus analyses of a sample of 213 subordinates from 47 groups, we found that, at the individual level, a dimension of leader-member guanxi (LMG), leader-member personal life inclusion (LMG-P), which is defined as the extent to which leaders and members include each other in their personal or family lives, can spill over to affect subordinates' contextual performance (i.e., interpersonal facilitation and job dedication); furthermore, this effect was moderated by subordinates' horizontal collectivism orientation, such that LMG-P spilled over to affect contextual performance only for those who were low in horizontal collectivism orientation. At the group level, the variance of LMG-P within a group, which is referred to as LMG-P differentiation, was related negatively to group performance when the supervisors had a low horizontal collectivism orientation. At the cross level, LMG-P differentiation moderated the relationship between LMG-P and job dedication, such that the relationship was positive only when LMG-P differentiation was low. Copyright (c) 2015 John Wiley & Sons, Ltd.