Attributional conflict between managers and subordinates: An investigation of leader‐member exchange effects
Attributional conflict between managers and subordinates: An investigation of leader‐member exchange effects
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管理者与下属之间的归因冲突：领导-成员交换效应的调查
DOI：
10.1002/job.4030140603
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发表时间：
1993
影响因子：
6.8
通讯作者：
D. D. Steiner
中科院分区：
文献类型：
--
作者：
C. C. Wilhelm;A. Herd;D. D. Steiner
本研究考察了领导和成员归因之间的差异或冲突作为LMX质量的函数，并探索了归因冲突与下属工作满意度、公平感和离职意图之间的关系。这项研究的数据由来自一家大型制造组织管理层的141名主管-下属二人提供。双方都对下属的忠诚度、情感和贡献进行了归因，这些成员行为在之前的LMX研究中被认为是关键的。这一假设得到的支持有限，即当下属报告的LMX质量更低而不是更高时，归因冲突会更大。研究结果表明，归因差异部分是由于领导倾向于对报告较高LMX质量的下属比对报告较低LMX质量的下属作出更有利的归因。研究还发现，归因冲突与下属满意度、公平感呈负相关，与离职倾向呈正相关，但在控制LMX质量的影响下，归因冲突不能预测下属的工作结果。对这些发现的含义进行了讨论。
The present study investigated the discrepancies, or conflict, between the attributions of leaders and members as a function of LMX quality and explored the relation between attributional conflict and subordinate job satisfaction, perceptions of equity, and turnover intentions. Data for the study were provided by 141 supervisor-subordinate dyads from the managerial ranks of a large manufacturing organization. Both parties of the dyad made attributions for subordinate loyalty, affect, and contributions, member behaviors identified as critical in previous LMX research. Limited support emerged for the hypothesis that attributional conflict would be greater in dyads where subordinates reported lower rather than higher LMX quality. Findings suggested that attributional discrepencies are due, in part, to the tendency of leaders to make more favorable attributions for subordinates reporting higher LMX quality than for subordinates reporting lower LMX quality. Results also revealed that, while attributional conflict was negatively related to subordinate satisfaction and perceptions of equity and positively related to turnover intentions, attributional conflict did not predict subordinate work outcomes when the effects of LMX quality were controlled. Implications of these findings were discussed.