根据社会认知理论，社会自我效能感会通过影响员工的人际行为来影响互动质量，从而成为影响工作中的人际关系与和谐，乃至工作绩效的重要心理因素。国内外对社会自我效能感的研究仍处于初步阶段。本项目拟基于中国文化和社会交换理论，采用质与量相结合的方法以及纵向研究设计，探索工作情境下的社会自我效能感对员工职业结果的影响路径，试图回答以下问题：（1）在中国文化下，工作场所中的社会自我效能感的内涵是否具有二元结构，即包括依存和独立两个成分；（2）工作情境下的中国社会自我效能感对员工职业结果是否有显著正向影响，而团队-成员交换和领导-成员交换是否在其中起中介作用；（3）在中国企业中，社会自我效能感的二元构念在解释路径上是否具有相互独立且显著的解释效力。本项目组在社会自我效能感研究方面有很好的工作基础，为本项目的实施和完成提供了保障。

According to the social cognitive theory, workplace social self-efficacy may influence employees' interpersonal behaviors and relationship quality, which in turn may predict a number of important individual outcomes at work. Thus, workplace social self-efficacy is an important individual difference variable; however, research on this construct has been scant. Drawing on characteristics of the Chinese culture and the social exchange theory, the proposed project aims to investigate how workplace social self-efficacy relates to important individual outcomes at work, using both qualitative and quantitative methods. We attempt to answer three major research questions: (1) whether in the Chinese culture, workplace social self-efficacy has two components, that is, the independent and interdependent components; (2) whether team-member exchange (TMX) and leader-member exchange (LMX) mediate the relationship between workplace social self-efficacy and important individual outcomes; and (3) whether in Chinese companies both components of social self-efficacy may uniquely predict mediators and individual outcomes. The current research team has done some pirior research on workplace social self-efficacy, and therefore shall be able to complete the proposed project successfully.