文化价值观对领导-部属关系与工作结果、心理健康的调节机制:“关系相处”和“社会交换”视角的比较

›› 2017, Vol. 29 ›› Issue (3): 157-167.

• 组织行为与人力资源管理 • 上一篇下一篇

文化价值观对领导-部属关系与工作结果、心理健康的调节机制:“关系相处”和“社会交换”视角的比较

任真¹, 王登峰², 陆峥³

1. 中国浦东干部学院领导研究院, 上海 201204;
2. 北京大学心理学系, 北京 100871;
3. 广东省社会科学院社会学与人口学研究所, 广州 510635

收稿日期:2015-02-12 出版日期:2017-03-28 发布日期:2017-03-30
作者简介:任真,中国浦东干部学院领导研究院讲师,博士;王登峰,北京大学心理学系教授,博士生导师,博士,国家教育部体育卫生与艺术教育司司长;陆峥,广东省社会科学院社会学与人口学研究所助理研究员,博士。
基金资助:
国家社科基金青年项目（12CGL056）；中国浦东干部学院课题（CELAP2014-INS-17）。

Moderating Mechanism of Cultural Values on Leader-Member Relationship (LMR), Work Outcomes, and Mental Health: Comparing the Perspectives of Interpersonal Relationships and Social Exchanges

Ren Zhen¹, Wang Dengfeng², Lu Zheng³

1. School of Leadership, China Executive Leadership Academy Pudong, Shanghai 201204;
2. Department of Psychology, Peking University, Beijing 100871;
3. Institute of Sociology and Demography, Guangdong Academy of Social Sciences, Guangzhou 510635

Received:2015-02-12 Online:2017-03-28 Published:2017-03-30

摘要/Abstract

摘要： 本文以党政机关、事业单位和民营企业的133对领导-部属为研究对象，从"关系相处"视角，考察了文化价值观对领导-部属关系（LMR）与工作结果、心理健康之间相关的调节机制。结果发现，权力距离和个体传统性均在LMR与大部分工作结果和心理健康变量之间起调节作用。对高权力距离的部属，LMR对部属任务绩效、组织公民行为的影响更强，而对工作倦怠和工作满意度的影响更弱；对于高传统性的部属，LMR对部属任务绩效、工作倦怠、心理健康的影响更强。文化价值观不是侧重从"社会交换"而是侧重从"关系相处"视角发挥作用，个体传统性和权力距离有着不同的调节机制。与领导-部属交换（LMX）相比，LMR更为敏感于文化价值观的调节作用。

关键词: 领导-部属关系, 领导-部属交换, 个体传统性, 权力距离, 心理健康

Abstract: Drawing on a sample of 133 leader-member dyads from the party and government organs, public institutions and private companies, this paper examines the moderating effect of power distance and Chinese traditionality on relationships among leader-member relationship (LMR), work outcomes and mental health from the perspectives of interpersonal relationships. Results show that both power distance and traditionality alter relationships of LMR to most parts of work outcomes and mental health indicators. For members scoring high (versus low) on power distance, LMR has a stronger effect on their task performance and organizational citizenship behaviors, but a weaker effect on job burnout and satisfaction. For members scoring high (versus low) on traditionality, LMR influences their task performance, burnout and mental well-being more strongly. Cultural values works as a moderator not from the perspectives of social exchanges but from interpersonal relationships. And power distance and Chinese traditionality have different moderating mechanism. Compared to LMX, LMR is more sensitive to the moderating role of cultural values.

Key words: Leader-Member Relationship (LMR), Leader-Member Exchange (LMX), Chinese traditionality, power distance, mental health

任真, 王登峰, 陆峥. 文化价值观对领导-部属关系与工作结果、心理健康的调节机制:“关系相处”和“社会交换”视角的比较[J]. , 2017, 29(3): 157-167.

Ren Zhen, Wang Dengfeng, Lu Zheng. Moderating Mechanism of Cultural Values on Leader-Member Relationship (LMR), Work Outcomes, and Mental Health: Comparing the Perspectives of Interpersonal Relationships and Social Exchanges[J]. , 2017, 29(3): 157-167.

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文化价值观对领导-部属关系与工作结果、心理健康的调节机制:“关系相处”和“社会交换”视角的比较

Moderating Mechanism of Cultural Values on Leader-Member Relationship (LMR), Work Outcomes, and Mental Health: Comparing the Perspectives of Interpersonal Relationships and Social Exchanges

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